bls_1775-27_1973.pdf

AREA WAGE SURVEYIndianapolis, Indiana, Metropolitan Area, October 1972Bulletin 1775-27

U S. DEPARTMENT OF LABORRuroan of Labor Statistics

Digitized for FRASER http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis

o

Preface

This bulletin provides results of an October 1972 survey of occupational earnings and supplementary wage benefits in the Indianapolis, Indiana, Standard Metropolitan Statistical A rea (Boone, Hamilton, Hancock, Hendricks, Johnson, Marion, Morgan, and Shelby Counties). The survey was made as part of the Bureau of Labor Statistics' annual area wage survey program. The program is designed to yield data for individual metropolitan areas, as w ell as national and regional estimates for a ll Standard Metropolitan Areas in the United States, excluding Alaska and Hawaii, (as defined by the U.S. O ffice of Management and Budget through November 1971).

A m ajor consideration in the area wage survey program is the need to describe the leve l and movement of wages in a variety of labor markets, through the analysis of (1) the leve l and distribution of wages by occupation, and (2) the movement of wages by occupational category and skill level. The program develops information that may be used for many purposes, including wage and salary administration, collective bargaining, and assistance in determining plant location. Survey results also are used by the U.S. Department of Labor to make wage determinations under the Service Contract Act of 1965.

Currently, 96 areas are included in the program. (See list of areas on inside back cover.) In each area, occupational earnings data are collected annually. Information on establishment practices and supplementary wage benefits, collected every second year in the past, is now obtained every third year.

Each year after all individual area wage surveys have been completed, two summary bulletins are issued. The firs t brings together data for each metropolitan area surveyed. The second summary bulletin presents national and regional estimates, projected from individual metropolitan area data.

The Indianapolis survey was conducted by the Bureau's regional o ffice in Chicago, 111., under the general direction of Peter J. Hebein, Acting Assistant Regional D irector for Operations. The survey could not have been accomplished without the cooperation of the many firm s whose wage and salary data provided the basis for the statistical information in this bulletin. The Bureau wishes to express sincere appreciation for the cooperation received.

Note:A lso available for the Indianapolis area are listings of union wage rates

for building trades, printing trades, local-transit operating employees, local truckdrivers and helpers, and grocery store employees. F ree copies of these are available from the Bureau's regional offices. (See back cover fo r addresses.)


AREA WAGE SURVEY Bulletin 1775-27M arch 1973

U.S. D E P A R T M E N T O F L A B O R , Peter J. Brennan, Secretary

BUREAU OF LABOR STATISTICS, Ben Burdetsky, Deputy Commissioner

Indianapolis, Indiana, Metropolitan Area, October 1972CONTENTS

Page

2 Introduction6 Wage trends fo r selected occupational groups

T ab les:

57

811121415 17

181920 21 22 23 26

1. Establishments and w orkers within scope of survey and number studied2. Indexes of earnings fo r selected occupational groups, and percents of increase fo r selected periods

A , Occupational earnings:

A - l . O ffice occupations: W eekly earningsA -2 . P ro fess iona l and technical occupations: W eekly earningsA -3 . O ffice , professional, and technical occupations: A verage weekly earnings, by sex A -4 . Maintenance and powerplant occupations: Hourly earnings A -5 . Custodial and m ateria l movem ent occupations: Hourly earningsA -6 . Maintenance, powerplant, custodial, and m ateria l handling occupations:

A verage hourly earnings, by sex

B. Establishment practices and supplementary wage provisions:B - l . M inimum entrance sa laries fo r women o fficew orkers B-2. Shift d ifferentia lsB-3. Scheduled weekly hours and days B-4, Annual paid holidays B-4a. Identification of m ajor paid holidays B -5 . Paid vacationsB-6, Health, insurance, and pension plans

29 Appendix, Occupational descriptions

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

1


Introduction

This area is 1 of 96 in which the U.S. Department o f Labor's Bureau o f Labor Statistics conducts surveys o f occupational earnings and related benefits on an areawide b as is .1 In this area, data were obtained by personal v is its o f Bureau fie ld economists to represen tative establishments within six broad industry d ivisions: Manufacturing; transportation, communication, and other public u tilities; wholesale trade; re ta il trade; finance, insurance, and rea l estate; and serv ices . M ajor industry groups excluded from these studies are government operations and the construction and extractive industries. Establishments having few er than a p rescribed number o f workers are omitted because o f insufficient employment in the occupations studied. Separate tabulations are provided for each o f the broad industry divisions which m eet publication c r ite r ia .

These surveys are conducted on a sample basis. The sam pling procedures involve detailed stratification o f a ll establishments within the scope o f an individual area survey by industry and number o f em ployees. From this stratified universe a probability sample is selected, with each establishment having a predeterm ined chance of selection. To obtain optimum accuracy at minimum cost, a greater proportion o f large than sm all establishments is selected. When data are combined, each establishment is weighted according to its probab ility o f selection , so that unbiased estim ates are generated. F o r ex ample, i f one out of four establishments is selected, it is given a weight o f four to represent its e lf plus three others. An alternate of the same orig ina l probability is chosen in the same industry-size c la s s if ication i f data are not available for the orig ina l sample m em ber. If no suitable substitute is availab le, additional weight is assigned to a sample m em ber that is s im ila r to the m issing unit.

Occupations and Earnings

The occupations selected fo r study are common to a va rie ty of manufacturing and nonmanufacturing industries, and are o f the follow ing types: (1) O ffice c le r ica l; (2) professional and technical;(3) maintenance and powerplant; and (4) custodial and m ateria l m ovement. Occupational c lassifica tion is based on a uniform set o f job descriptions designed to take account o f interestablishm ent variation in duties within the same job. The occupations selected fo r study are listed and described in the appendix. Unless otherw ise indicated, the earnings data follow ing the job titles are fo r all industries combined. Earnings data fo r some o f the occupations listed and described, or for some industry divisions within occupations, are not presented in

1 Included in the 96 areas are 10 studies conducted by the Bureau under contract. These areas are Austin, T ex .; Binghamton, N .Y . (New York portion only); Durham, N. C . ; Fort Lauderdale— Hollywood and West Palm Beach, F la .; Huntsville, A la .; Lexington, K y.; Poughkeepsie—Kingston— Newburgh, N .Y. ; Rochester, N .Y . (office occupations only); Syracuse, N.Y. ; and Utica—Rome, N.Y. In addition, the Bureau conducts more limited area studies in approximately 70 areas at the request of the Employment Standards Administration of the U. S. Department of Labor.

the A -s e r ie s tables, because either (1) employment in the occupation is too sm all to provide enough data to m erit presentation, or (2) there is possib ility o f d isclosure o f individual establishment data. Earnings data not shown separately fo r industry divisions are included in all industries combined data, where shown. L ikew ise, data are included in the o vera ll c lassifica tion when a subclassification of e lectron ics technicians, secre ta ries , or truckdrivers is not shown or information to subclassify is not available.

Occupational employment and earnings data are shown for fu ll-tim e w orkers, i.e ., those hired to work a regu lar weekly schedule. Earnings data exclude prem ium pay fo r overtim e and fo r work on weekends, holidays, and late shifts. Nonproduction bonuses are ex cluded, but cos t-o f- liv in g allowances and incentive earnings are included. Where weekly hours are reported, as fo r o ffice c le r ica l occupations, re ference is to the standard workweek (rounded to the nearest half hour) fo r which em ployees rece ive their regu lar stra ight-tim e sa laries (exclusive o f pay fo r overtim e at regular and/or prem ium ra tes). A verage weekly earnings fo r these occupations are rounded to the nearest half do llar.

These surveys m easure the leve l o f occupational earnings in an area at a particu lar tim e. Comparisons o f individual occupational averages over tim e may not re fle c t expected wage changes. The a ve rages fo r individual jobs are affected by changes in wages and em ployment patterns. F o r example, proportions o f workers employed by high- or low -wage firm s may change or high-wage w orkers may advance to better jobs and be replaced by new w orkers at low er rates. Such shifts in employment could decrease an occupational average even though m ost establishments in an area increase wages during the year. Trends in earnings o f occupational groups, shown in table 2, are better indicators o f wage trends than individual jobs within the groups.

A verage earnings re flec t com posite, areaw ide estim ates. Industries and establishments d iffe r in pay leve l and job staffing, and thus contribute d ifferen tly to the estim ates fo r each job. Pay a ve rages may fa il to re flec t accurately the wage d ifferen tia l among jobs in individual establishments.

A verage pay leve ls fo r men and women in selected occupations should not be assumed to re flec t d ifferences in pay o f the sexes within individual establishments. Factors which may contribute to d ifferences include progression within established rate ranges, since only the rates paid incumbents are co llected , and perform ance of spec ific duties within the general survey job descriptions. Job d escrip tions used to c lass ify em ployees in these surveys usually are m ore genera lized than those used in individual establishments and a llow fo r m inor d ifferences among establishments in specific duties perform ed.

2


Occupational employment estim ates represent the total in all establishments within the scope o f the study and not the number actua lly surveyed. Because occupational structures among establishments d iffe r, estim ates o f occupational employment obtained from the sample o f establishments studied serve only to indicate the re la tive im portance of the jobs studied. These d ifferences in occupational structure do not a ffect m ateria lly the accuracy o f the earnings data.

Establishment P ractices and Supplementary Wage Provisions

Information is presented (in the B -se r ie s tables) on selected establishment practices and supplementary wage provisions fo r plantworkers and o fficew orkers . Data for industry divisions not presented separately are included in the estim ates for "a ll industries." Adm inis tra tive , executive, and professional em ployees, and construction workers who are utilized as a separate work force are excluded. "P lan tw orkers " include working forem en and all nonsupervisory workers (including leadmen and tra inees) engaged in nonoffice functions. "O fficew ork ers " include working supervisors and nonsuperv iso ry workers perform ing c le r ica l or related functions. C afeteria workers and routemen are excluded in manufacturing industries, but included in nonmanufacturing industries.

Minimum entrance sa laries for women o fficew orkers relate only to the establishments vis ited . (See table B - l . ) Because of the optimum sampling techniques used and the probability that large establishments are m ore like ly than sm all establishments to have form al entrance rates above the subclerical leve l, the table is m ore rep re sentative o f po lic ies in medium and large establishments.

Shift d ifferen tia l data are lim ited to plantworkers in manufacturing industries. (See table B -2 .) This inform ation is presented in term s of (1) establishment p o lic y i fo r total plantworker em ployment, and (2) e ffective practice fo r w orkers actually employed on the specified shift at the tim e of the survey. In establishments having varied d ifferen tia ls , the amount applying to a m a jority is used; i f no amount applies to a m ajority, the c lassifica tion "o th er" is used. In e s tablishments having some la te-sh ift hours paid at normal rates, a d ifference is recorded only i f it applies to a m a jority o f the shift hours.

The scheduled weekly hours and days o f a m a jority o f the firs t-sh ift workers in an establishment are tabulated as applying to a ll of the plantworkers or o fficew orkers of that establishment. (See table B -3 .) Scheduled weekly hours and days are those which a m ajo r ity o f fu ll-tim e em ployees are expected to work, whether they are paid straight-tim e or overtim e rates.

2 An establishment is considered as having a policy if it met either of the following conditions: (1) Operated late shifts at the time of the survey, or (2) had formal provisions covering late shifts. An establishment was considered as having formal provisions if it (1) had operated late shifts during the 12 months before the survey, or (2) had provisions in written form for operating late shifts.

3

Paid holidays; paid vacations; and health, insurance, and pension plans are treated statistica lly on the basis that these are applicable to a ll plantworkers or o fficew orkers i f a m a jority of such workers are elig ib le or may eventually qualify for the practices listed. (See tables B-4 through B -6 .) Sums of individual item s in tables B-2 through B-6 m ay not equal totals because of rounding.

Data on paid holidays are lim ited to holidays granted annually on a form al basis; i.e ., (1) are provided for in written form , or (2) are established by custom. (See table B -4 .) Holidays ord inarily granted are included even though they may fa ll on a nonworkday and the worker is not granted another day off. The firs t part o f the paid holidays table presents the number of whole and half holidays actually granted. The second part combines whole and half holidays to show total holiday tim e . Table B-4a reports the incidence o f the most common paid holidays.

The summary o f vacation plans is a statistical measure of vacation provisions rather than a m easure of the proportion of workers actually receiv ing specific benefits. (See table B -5 .) P rovisions apply to a ll plantworkers or o fficew orkers in an establishment regardless o f length of serv ice . Payments on other than a tim e basis are converted to a tim e period; for example, 2 percent o f annual earnings are considered equivalent to 1 weeks' pay. Only basic plans are included. Estim ates exclude vacation bonuses, vacation-savings plans, and "extended" or "sabbatica l" benefits beyond basic plans. Such provisions are typ ical in the steel, aluminum, and can industries.

Health, insurance, and pension plans for which the employer pays at least a part of the cost include those (1) underwritten by a com m ercia l insurance company or nonprofit organization, (2) provided through a union fund, or (3) paid d irectly by the em ployer out of current operating funds or from a fund set aside for this purpose. (See table B -6 .) An establishment is considered to have such a plan i f the m a jority o f em ployees are covered under the plan even if less than a m a jority elect to participate because em ployees are required to contribute toward the cost o f the plan. Excluded are lega lly required plans, such as workm en's compensation, social security, and railroad retirem ent.

Sickness and accident insurance is lim ited to that type of in surance under which predeterm ined cash payments are made d irectly to the insured during tem porary illness or accident disability. In formation is presented fo r all such plans to which the em ployer contributes. However, in New York and New Jersey, which have enacted tem porary d isab ility insurance laws requiring em ployer contributions,3 plans are included only i f the em ployer (1) contributes m ore than is lega lly required, or (2) provides the em ployee with benefits which ex ceed the requirem ents o f the law. Tabulations of paid sick leave plans

3 The temporary disability laws in California and Rhode Island do not require employer contributions.


4

are lim ited to form al plans 4 which provide fu ll pay or a proportion of the w orker 's pay during absence from work because o f illn ess. Separate tabulations are presented according to (1) plans which provide full pay and no waiting period, and (2) plans which provide either partial pay or a waiting period. In addition to the presentation o f proportions of workers provided sickness and accident insurance or paid sick leave, an unduplicated total is shown o f workers who rece ive either or both types of benefits.

Long-term disab ility insurance plans provide payments to totally disabled em ployees upon the expiration o f their paid sick leave and/or sickness and accident insurance, or after a predeterm ined period of d isab ility (typ ica lly 6 months). Payments are made until

4 An establishment is considered as having a formal plan if it established at least the minimum number of days of sick leave available to each employee. Such a plan need not be written, but informal sick leave allowances, determined on an individual basis, are excluded.

the end of the d isab ility, a maximum age, or e lig ib ility for r e t ir e ment benefits. Full or partia l payments are almost always reduced by social security, workm en's compensation, and private pension benefits payable to the disabled em ployee.

M ajor m edical insurance plans protect em ployees from sickness and injury expenses beyond the coverage of basic hospitalization, m edical, and surgical plans. Typ ica l features of m ajor m edical plans are (1) a "deductib le" (e .g ., $50) paid by the insured before benefits begin; (2) a coinsurance feature requiring the insured to pay a portion (e .g ., 20 percent) o f certa in expenses; and (3) stated dollar maximum benefits (e .g ., $ 10, 000 a year). M edical insurance provides complete or partial payment of doctors ' fees . Dental insurance usually covers fillings, extractions, and X -rays . Excluded are plans which cover only ora l surgery or accident damage. Retirem ent pension plans provide payments fo r the rem ainder o f the w orker 's life .


5

T a b le 1. E stab lishm ents and w o rke rs w ith in scope of survey and num ber studied in In d ian apo lis , In d .,1 by m ajo r industry d iv is io n ,2 O c to b e r 1 9 7 2

Industry division

Minimum employment in establish

ments in scope o f study

Number o f establishments W orkers in establishments

Within scope of study* Studied

Within scope of studyStudied

T o ta l4Plant O ffice

Number Percent Tota l4

A ll divis ions__________________________________ _ 866 209 222,233 100 142,219 39,226 142,570

Manufacturing_____________________________________ 50 285 82 118,342 53 85,409 14,213 85,480Nonmanufacturing_________________________________ ~ 581 127 103,891 47 56, 810 25,013 57,090

Transportation, communication, andother public u tilities 5 _______________________ 50 78 21 23, 904 11 11,932 4,261 17,314

Wholesale tra d e_______________________________ 50 121 24 11,192 5 ( 6) ( 6) 3,941R eta il trade_________________________ ________ 50 181 38 37,559 17 2 9,445 3, 918 20,673Finance, insurance, and real esta te________ 50 102 19 21,978 10 ( 7) ( 6) 10, 992Services 8 ______________________________________ 50 99 25 9,258 4 ( 6) ( 6) 4, 170

1 The Indianapolis Standard M etropolitan Statistical A rea , as defined by the O ffice of Management and Budget through Novem ber 1971, consists o f Boone, Hamilton, Hancock, Hendricks, Johnson, M arion, Morgan, and Shelby Counties. The "w orkers within scope of study" estim ates shown in this table provide a reasonably accurate description o f the size and composition of the labor fo rce included in the survey. The estim ates are not intended, however, to serve as a basis of comparison with other employment indexes fo r the area to measure employment trends or leve ls since (1) planning of wage surveys requ ires the use o f establishment data compiled considerably in advance of the payroll period studied, and (2) sm all establishments are excluded from the scope of the survey.

2 The 1967 edition o f the Standard Industrial C lassification Manual was used in classifying establishments by industry division.3 Includes a ll establishments with total employment at or above the minimum lim itation. A l l outlets (within the area) o f companies in such industries as trade, finance, auto repair serv ice ,

and motion picture theaters are considered as 1 establishment.4 Includes executive, professional, and other workers excluded from the separate plant and o ffice categories.5 Abbreviated to "public u tilitie s " in the A - and B -se ries tables. Taxicabs and serv ices incidental to water transportation were excluded. Indianapolis1 gas utility is municipally operated

and is excluded by definition from the scope of the study.8 This industry division is represented in estim ates fo r "a ll industries" and "nonmanufacturing" in the Series A tables, and fo r "a ll industries" in the Series B tables. Separate presentation of

data fo r this division is not made fo r one or m ore of the follow ing reasons: (1) Employment in the division is too sm all to provide enough data to m erit separate study, (2) the sample was not designed in itia lly to perm it separate presentation, (3) response was insufficient or inadequate to perm it separate presentation, and (4) there is possib ility of d isclosure of individual establishment data.

7 W orkers from this entire industry d ivision are represented in estim ates fo r "a ll industries" anj) "nonmanufacturing" in the Series A tables, but from the rea l estate portion only inestim ates fo r "a ll industries" in the Series B tables. Separate presentation of data fo r this d ivision is not made for one or m ore of the reasons given in footnote 6 above.

8 Hotels and m otels: laundries and other personal serv ices ; business serv ices ; automobile repa ir, rental, and parking; motion pictures; nonprofit membership organizations (excluding religious and charitable organizations); and engineering and architectural serv ices .

Industrial composition in manufacturing

O ver one-half of the workers within scope of the survey in the Indianapolis area w ere employed in manufacturing firm s. The follow ing presents the m ajor industry groups and specific industries as a percent of a ll manufacturing:

Labor-managem ent agreem ent coverage

The follow ing tabulation shows the percent of plantworkers and o fficew orkers employed in establishments in which a contract or contracts covered a m ajority of the workers in the respective ca tegories, Indianapolis, Ind., October 1972:

Industry groups Specific industries Plantworker s O fficeworkers

Transportation equipment______ 28E lec tr ica l equipment and

supplies_________________________ 16M achinery, except e lectrica l___ 11Chem icals and a llied

products_________________________ 9Fabricated m eta l products_____ 8Food and kindred products____ 8Printing and publishing__________ 5

M otor veh icles andequipment_______________________ 15

A irc ra ft and p a rts_______________ 13Drugs______________________________ 8General industrial

m achinery_______________________ 8Communication equipment_______ 7Radio and TV receiving

equipment_______________________ 7

This information is based on estim ates o f total employment derived from universe m ateria ls compiled p rior to actual survey. Proportions in various industry divisions may d iffer from proportions based on the results of the survey as shown in table 1 above.

A ll industries__________________ 63 6M anufacturing__ ___________ 79 2Public u t il it ie s _________________ 97 39Retail trade _ 15 1

An establishment is considered to have a contract covering a ll plantworkers or o fficew orkers i f a m a jo rity o f such workers are covered by a labor-management agreement. Th ere fo re , a ll other plantworkers or o fficew orkers are employed in establishments that either do not have labor-managem ent contracts in e ffect, or have contracts that apply to few er than half of their plantworkers or o fficew orkers. Estim ates are not necessarily representative of the extent to which a ll workers in the area may be covered by the provisions of labor-managem ent agreem ents, because sm all establishments are excluded and the industrial scope of the survey is lim ited .


W a g e T ren d s fo r S e le c te d O ccup atio na l G roups

Presen ted in table 2 are indexes and percents o f change in average weekly sa laries of o ffice c le r ic a l w orkers and industrial nurses, and in average hourly earnings of selected plantworker groups. The indexes are a m easure of wages at a given tim e, expressed as a percent of wages during the base period. Subtracting 100 from the index yields the percent change in wages from the base period to the date of the index. The percents of change or increase relate to wage changes between the indicated dates. Annual rates of increase, where shown, re fle c t the amount of increase fo r 12 months when the tim e period between surveys was other than 12 months. These computations are based on the assumption that wages increased at a constant rate between surveys. These estim ates are m easures of change in averages fo r the area; they are not intended to m easure average pay changes in the establishments in the area.

Method of Computing

The index is a m easure of wages at a given tim e and is ex pressed as a percent of wages in the base year. The base year is assigned the value o f 100 percent. The index is computed by m u ltiplying the base year re la tive (100 percent) by the re la tive (the percent change plus 100 percent) fo r the next succeeding year and then continuing to m ultiply (compound) each yea r 's re la tive by the previous yea r 's index.

F or o ffice c le r ic a l w orkers and industrial nurses, the wage trends relate to regu lar w eekly sa laries fo r the norm al workweek, exclusive o f earnings fo r overtim e. For plantworker groups, they m easure changes in average stra igh t-tim e hourly earnings, excluding prem ium pay fo r overtim e and fo r work on weekends, holidays, and late shifts. The percents are based on data fo r selected key occupations and include m ost o f the num erically important jobs within each group.

Each o f the follow ing key occupations within an occupational group is assigned a constant weight based on its proportionate em ployment in the occupational group:

Office clerical (men and women):

Bookke eping- machine operators, class B

Clerks, accounting, classes A and B

Clerks, file, classes A, B, and C

Clerks, order Clerks, payroll Keypunch operators, classes

A and BMessengers (office boys or

girls)

Office clerical (men and women)— Continued

SecretariesStenographers, general Stenographers, senior Switchboard operators, classes

A and BTabulating-machine operators,

class BTypists, classes A and B

Industrial nurses (men and women):

Nurses, industrial (registered)

Skilled maintenance (men): Carpenters Electricians Machinists MechanicsMechanics (automotive)PaintersPipefittersTool and die makers

Unskilled plant (men):Janitors, porters, and

cleanersLaborers, material handling

NOTE: Comptometer operators, used in the computation of previous trends, are no longersurveyed by die Bureau.

The average (mean) earnings for each occupation are m ultip lied by the occupational weight, and the products for a ll occupations in the group are totaled. The aggregates fo r 2 consecutive years are related by subtracting the aggregate for the ea r lie r year from the aggregate fo r the la ter year and dividing the rem ainder by the a ggre gate for the ea r lie r year. The result tim es 100 shows the percent of change.

Lim itations of Data

The indexes and percents of change, as m easures of change in area averages, are influenced by: (1) G eneral sa lary and wagechanges, (2) m erit or other increases in pay rece ived by individual w orkers while in the same job, and (3) changes in average wages due to changes in the labor fo rce resulting from labor turnover, fo rce expansions, fo rce reductions, and changes in the proportions of w ork ers employed by establishments with d ifferen t pay leve ls . Changes in the labor fo rce can cause increases or decreases in the occupational averages without actual wage changes. It is conceivable that even though a ll establishments in an area gave wage increases, average wages may have declined because low er-paying establishments entered the area or expanded their work forces . S im ila rly , wages may have remained re la tive ly constant, yet averages fo r an area may have risen considerably because h igher-paying establishments entered the area.

The use of constant employment weights elim inates the effect of changes in the proportion of w orkers represented in each job included in the data. The percents o f change re flec t only changes in average pay fo r stra igh t-tim e hours. They are not influenced by changes in standard work schedules, as such, or by prem ium pay fo r overtim e. W here necessary, data are adjusted to rem ove from the indexes and percents of change any significant e ffect caused by changes in the scope of the survey.

6


7

T a b le 2 . Indexes o f ea rn ing s fo r se lected occupational groups in In d ian ap o lis , lnd .t O c to b e r 1971 and O c to b e r 1 9 7 2 ,

and p e rc en ts o f in crease fo r se le c te d perio ds

Period

A ll industries Manufacturing

W eekly earnings Hourly earnings W eekly earnings Hourly earnings

Office c le r ica l (men and women)

Industrial nurses

(men and women)

Skilledmaintenance

trades(men)

Unskilledplant-

workers(men)

Office c le r ica l (men and women)

Industrial nurses

(men and women)

Skilledmaintenance

trades(men)

Unskilledplant-

workers(men)

Indexes (D ecem ber 1967 = 100)

October 1971___________________ __________________ 123.7 134.3 129.0 135.4 128.1 134.7 127.7 133.3October 1972______________________________________ 129.9 144.2 137.3 141.4 133.6 143.3 136.0 142.9

Percents o f increase

January 1960 to December 1960:11 -month increase_____________________________ 2.5 4.2 2.9 2.3 2.3 4.0 2.7 3.3Annual rate of in c rea se_______________________ 2.7 4.6 3.2 2.5 2.5 4.4 2.9 3.6

December 1960 to Decem ber 1961______________ 1.8 3.0 2.6 .9 1.5 3.4 2.6 2.0December 1961 to December 1962______________ 2.8 3.9 4.5 3.0 3.0 3.8 4.0 3.5December 1962 to December 1963_____ ______ 2.3 3.3 4.2 5.2 3.2 2.7 3.7 6.1December 1963 to December 1964______________ 3.4 4.1 1.9 3.5 2.7 4.4 1.5 2.2December 1964 to December 1965 1.3 3.9 3.7 4.7 .7 2.5 3.8 1.7December 1965 to December 1966______________ 4.5 5.1 4.6 4.5 4.1 5.9 4.5 3.6December 1966 to December 1967______________ 5.0 6.9 6.7 3.7 4.8 5.9 6.7 7.2December 1967 to December 1968______________ 6.6 9.1 7.2 7.4 6.4 9.0 7.0 7.6December 1968 to October 1969:

10-month increase 4.2 5.5 3.7 4.1 5.0 5.8 3.6 3.8Annual rate o f in crease______________________ 5.1 6.6 4.5 4.9 6.0 7.0 4.3 4.6

October 1969 to October 1970______ ___________ 6.0 8.2 8.7 11.1 8.3 8.1 8.6 9.6October 1970 to October 1971___________________ 5.0 7.9 6.7 9.0 5.9 8.1 6.1 8.9October 1971 to October 1972___________________ 5.0 7.4 6.4 4.4 4.3 6.4 6.5 7.2


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A. Occupational earningsT a b le A -1. O f f ic e occupations: W e e k ly earn ings

(A verage s tra igh t-tim e w eek ly hours and earnings o f w orkers in se lected occupations by industry d iv is ion , Indianapolis, Ind., O ctober 1972)

Number of workers receiving straight-time weekly earnings of—

Occupation and industry divisionNumber

ofwoikeis

Averageweekly

(standard' Mean ^ Median * Middle ranged

*60

andunder

*70

t80

$90

$100

$110

t120

*130

t140

t150

*160

*170

$180

*190

$200

$21 0

$220

»230

1240

*250

$260

and

70 80 90 100 n o 120 130 140 l?o 160 1 7 0 180 190 200 210 22 0 230 240 250 260 over

MEN AND WOMEN COMBINED

BILLERS. MACHINE (BILLING $ $ $ $20 22

32 40.0 ioo.oo 1 0 2 .0 0 93.50-106.00 8 17

inn"nn 22

BILLERS. MACHINE (BOOKKEEPING107.j 0 31

BOOKKEEPING-MACHINE OPERATORS.35CLAoS A 40.0 115.00

BOOKKEEPING-MACHINE OPERATORS.93.00-115.0090.50- 114.5084.50- 107.50

342411

3127

16124oIo 104.00 3 21

*93*302

MANUFACTURING --------------------- 224 40* 0 157.50 143.50 124.50-190.00 - - 4 16 26 25 26 24 12 8 14 14 11 10 23 3 1 - 4 3

? ? f ? 2

1^0 120*50 116*502 2

39 5

1.306r n 2 ®

9 9 * 0 0 11 88

969129

39 0 40.0 109.50 1 0 0 .0 0 91.50-113.00

°4120 42

’ ii24 16

168

L L t K r j | r l L L ) L L A j o A30*3 104*00 2 5

15

o a * n n

114*00 1459

45226

426

38.540.038.0

83.0088.00 82.50

82.0091.5081.50

76.00- 87.5082.00- 97.0076.00- 86.50

35 141 189

5

5313

8 13 8MANUFACTURING

35 135 183 8NONHANUFACTURING

I L t K K o v U K U C I t102*00 2

L L t K K j | r A T K U L LIQ1 40.0 132150 126.00 107.00-157.00 18 10

**

39 13 16 13 12 25 1 *N U N r A N U r A C 1 u K l f l b

3439

39.540.0

168.50114.00

164.00112.00

151.00-205.5099.00-131.00

261

2 28

2 2RETAIL TRADE

^8 1 6 * 3 ? 34 ^940012247

39.040.040.0

120.50140.00102.00

116.50133.50 97.50

104.00- 133.00116.00- 167.00 90.50-115.00

22 51 8011

7729

5716

3411

25NONMANUFACTURING

10 1542 6

See footnotes at end o f tables,


9

T a b le A -1 . O f f ic e occupations: W e e k ly e a rn in g s -----C on tinu ed

(A verage s tra igh t-tim e weekly hours and earnings o f w orkers in se lected occupations by industry d iv is ion , Indianapolis, Ind., O ctober 1972)



ofworkers

Average weekly hours

(standard Mean 2 Median Middle ranged

$ $60

andunder

70»

80$

90t100

$110

$120

t130

*140

$150

S160

(170

t180

t190

$200

t

210$220

$230

t240

$250

$260

and

70 80 90 100 110 120 130 140 150 160 170 180 190 200 210 220 230 240 250 260 over

MEN ANO WOMEN COMBINED— CONTINUED

$ $ $ $18 11 37

TOT 1 z?TO i rtc 1 j r

to3636' 0 0 156*00 13**00

123 66 *

78

288

39.5

39.5

102.50

95.00

98.00

87.50

91.50-108.50

79.00-102.50

16

79

31

47

15

28

2 .

MESSENGERS (OFFICE BOYS ANO GIRLS)- 2 80 13 6 5 17 4 3 3 - 1 - - - - - - -

22639*5 108.00 2

13 112

i ’ sn '8

39*^10

10^ 39 5 1^3*50 119*002

49

97 40.0 193.00 205.00 171.00-222.00 17 118

919 10 10

17273 40.0 178.00 182.50 143.50-210.50

31851

27 16 22 17 12 2413

23 27 471310 11

10C*'0 196*0057 40.0 121.00 118.00 113.00-124.00 i

9310 54 140 108 87

42 167.00 156.00 149.50-201.00 1 18 10

40*0 139*^046039552

39.039.0

127.50123.50

119.50114.00

110.00-135.50105.50-149.50

15 79 103 75 31 12 20 33 143 9 2 * 3 3

37617520185

39.540.039.540.0

117.00106.50126.00153.50

110.00102.00115.00160.00

95.00-131.00 ii

I I "I 21 40

105.00-147.00127.50-182.50

I I f? La 9 t4' r5 23 Q a 2

3 9 7 3 5 2

STENOGRAPHERS, SENIOR --------------- 732313

40.040.0

141.50163.50

136.50168.00

114.50-167.50149.00-183.50

- - 9 34 6614

15614

6310

621151

422715

6824

6967

4846

3837

4141

1010

26 - - - - -

202082 40.0 161.00 152.50 139.00-172.50 8 37

'0*0 147*0036 39.5 116.00

0Q109.00 98.00-132.00 7

8 5858

24 22 15 815012735

42.0 42.541.0

98.5097.0093.00

93.00 89.5093.00

85.00- 111.0084.00- 111.0081.00- 112.50 8 » 8 8 3

* 9

See footnotes at end o f tables,


10

T a b le A -1 . O f f ic e occupations: W e e k ly ea rn in g s----- C o n tin u e d

(A ve ra g e s tra igh t-tim e w eek ly hours and earnings o f w orkers in se lected occupations by industry d iv is ion , Indianapolis, Ind., O ctober 1972)

Weekly earnings * (standard)


ofworkeis

Averageweekly

(standard Median £ Middle ranged

MEN AND WOMEN COMBINED- CONTINUED

SWITCHBOARD OPERATOR-RECEPTIONISTS- 331 39.5$109.00

$105.00 92.50— 119.50

39*3 100*"0 103*0038 AO.O 93.50 87.50 7A.50-112.50

TABULATING-MACHINE OPERATORS,

aa ^9*9R A H U r A L 1 U K 1 N b 27 4CI.0 Z 1*5


70 i n * - 130.00 125.00 111.00-1A9.003 m D


* nn39. f . U U • UUTRANSCRIBING-MACHINE OPERATORS,

30*0 ^ ot' oo ^77*0011 J

^ ^ ! i l * 9 9 J 91* 99t ' i in c 'n n

39 5 118*5048 114 00

?nr n~*-n 99*99_ -In ^ on nnT33K t 1 A I L 1 H A U L 39 0 99 00 06 "*0


$ % % $ $ $ $ % % % % $ $ $ $ $ $ $ i $ %60 70 80 90 100 110 120 130 140 150 160 170 180 190 200 210 220 230 240 250 260

70 80 90 100 110 120 130 140 150 160 170 180 190 200 210 220 230 240 250 260 over

- 11 62 70 6 1 68 35 16 5 6 6 - 1 - 10 - - - - - -- - 30 18 18 18 15 9 A 1 A - 1- 11 32 52 23 50 20 7 1 5 2 - - - 10 - - - - - -

* 11 1A 1 3 ” A A 1

3 A 5 1 A 3 2 3 33 A A 1 A - - 3 2 3 - 3

- - - 9 8 9 13 A 1A A 10 2 A 5 4 2 6 - - - -- - - 9 8 9 13 A 12 1 8 2 2 2 - - - - - - -

- 8 1 12 A 6 2 - - - 1 3 58 1 12 A 6 2

_ 1A A9 30 29 1 1 _ 1“ 1A 49 28 22

_ 6 55 96 178 110 A9 22 10 1 7 A 16 7 1 1 - - - - -- 1 25 A8 72 AA 2A 16 A 1 6 A 16 7 1 1 - - - - -- 5 30 A8 106 66 25 6 6 - 1- - - - 1A 16 7 6 A 1

12 181 366 267 79 20 15 3 1 2 - _ - - 19 - - _ - - -

- 22 76 38 32 12 1 1 1 212 159 290 229 A7 8 1A 2 - - - — - 19 - - - -

1 13 5 5 6 2 - 1

See footnotes at end of tables,


11

T a b le A - 2 . P ro fe s s io n a l and techn ica l occup a t io ns : W e e k ly ea rn in g s

(A verage s tra igh t-tim e w eek ly hours and earnings o f w orkers in se lected occupations by industry d iv is ion , Indianapolis, Ind., October 1972)

Weekly earnings 1 (standard)


ofworkers

Averageweeklyhours1

(standard Mean * Median 2 Middle ranged

MEN AN0 WOMEN COMBINED

$ $ $ $

in i*nn80 167*5039 0

39 0 1 4 1 0 0 136 00

4582

149.50 145.00 122.00-178.00t o n39.0 11T.00 121.00

COMPUTER PR0GRAMERS,

*In1 I T TO ^ o71 nn3 *5 <.11*00

COMPUTER PROGRAMERSi39.5 182.00 182.00 161.00-202.50

1 * nrt135 39.0 170*00 173*50

COMPUTER PR0GRAMERS,

38.5 149*00 141*50

COMPUTER SYSTEMS ANALYSTS,IjU j IIN L j j i L L m j j A — m ^ ^

9 n ^ * n n48 294*00 301* 00

COMPUTER SYSTEMS ANALYSTS,

’nf*?n7 ? ^ ' 5 z.02 39.5 2 -y*5 221*5

COMPUTER SYSTEMS ANALYSTS,U U j l n L t v L A j j

UK A l 1 J n L l i f L L A j j A300 40*0 2^2*QQ “71*'0

| 3 3 * nn200 40.0 177*00

DRAFTSMEN, CLASS C ------------------------------------ 272 40.0 147.50 143.50 127.00-169.50

40*0 136*00 136*50146

Under % and

Number of workers receiving straight-time weekly earnings of—J s i $ % i $ $ $ s $ s $ $ $ $ I $ I $100 110 120 130 140 150 160 170 180 190 200 210 220 230 240 250 260 270 280 290

and100 under_______110 120 130 140 150 160 170 180 190 200 210 220 230 240 250 260 270 280 290 over

- - - 5 15 10 20 19 18 16 14 7 10 4 2 4 2 2 - 2 1- - - 4 9 3 5 4 6 10 3 4 9 3 2 3 2 1 - 2 1“ “ i 6 7 15 15 12 6 11 3 1 1 “ 1 - 1 * *

1 3 12 46 49 35 17 14 9 16 12 6 7 6 3 4 2 2 - - _- 2 - 7 10 20 4 7 1 7 9 6 7 6 3 4 2 2 - - -1 1 12 39 39 15 13 7 8 9 3

14 21 13 35 11 10 3 4 8 i 4 2 1- 6 2 9 4 2 2 4 8 i 4 2 114 15 11 26 7 8 1

* Workers were distributed as follows: * * Workers were distributed as follows: t Workers were distributed as follows: t Workers were distributed as follows:

3 at $ 290 to $ 300; 8 at $ 300 to $ 320;

- - - - 2 2 15 8 17 31 24 22 14 3 9 3 7 3 153 - a 5 9 2 3 3 4 1 6 2 *14

” “ 2 2 12 8 9 26 15 20 11 5 2 1 1 1

_ _ 6 16 3 5 19 19 26 31 23 20 11 9 10 2 2 5 _- - - - - - 5 3 4 12 11 7 6 9 7 2 1 5 - - -

6 16 3 5 14 16 22 19 12 13 5 * 3 ” 1 “ * “ “

1 3 17 6 2 8 9 3 _ 2 1 1 _ _ 11 3 17 4 2 6 8 2

1 _ 1 2 3 9 6 9 11 4 **59- - - - - - - - - - - - - 1 3 7 1 7 7 2 29

1 1 1 “ 2 5 2 4 2 30

_ _ _ _ _ _ 5 _ 1 8 4 18 11 12 10 10 8 10 8 t35- - - - - - - 2 - - i - 3 4 6 4 6 6 4 7 35“ * “ * 3 1 7 4 15 7 6 6 4 2 6 1 *

- - - 18 - 1 - 2 8 - 3 2 8 4 7 4 3 3 6

- - _ 2 2 7 9 13 30 26 34 9 13 20 6 15 6 8 $150“ 2 2 7 9 13 23 16 16 7 9 13 4 15 6 8 150

- _ 1 25 30 39 74 36 21 15 1 2 4 13 7 14 - - -- 1 22 28 30 30 32 15 2 1 1 4 13 7 14 - “ -

5 36 38 43 29 29 26 9 53 - 1 • 2 1 - _ - - - -3 13 8 4 14 18 9 53 1 - 2 1 - - - - - -2 23 30 39 15 29 8

id f at $ 320 to $ 340.1 at $ 320 to $ 340; 2 at $ 340 to $ 360; 1 at $ 360 to $ 380; 3 at $ 380 to $ 400; and 5 at $ 400 and over.at $ .'20 to $ 340; 15 at $ 340 to $ 360; and 3 at $ 360 to $ 380.h Z at $ 320 to $ 340; 43 at $ 340 to $ 360; and 2 at $3601 to $ 380.

See footnotes at end o f tables.


12

(Average straight-time weekly hours and earnings of workers in selected occupations by industry division, Indianapolis, Ind., October 1972)

T a b le A - 2 , P ro fe s s io n a l and te c h n ic a l o ccupations: W e e k ly e a rn in g s — C o n t in u e d

Weekly earnings * (standard) Number of workers receiving straight -time weekly earnings of—


ofworkers

Averageweekly

(standard) Mean 2 Median Middle ranged

Under*100

$100

andunder

$n o

*120

$130

t t140 150

s160

t170

$180

s s190

s200 210

t220

$230

$240

$250

* $ *260 270 280

$290

and

n o 120 130 140 150 160 170 180 190 200 210 220 230 240 250 260 270 280 290 over

MEN AND WOMEN COMBINED— CONTINUED

ELECTRONICS TECHNICIANS ------------- 184 40.0$200.00

$196.50

$ $178.00-217.00177.50-222.00

1 12 58 14 11 15 31 11 27 3 1~ * ~ 10 57 12 11 14 10 11 27 3 1 * - -

ELECTRONICS TECHNICIANS, CLASS B- 119 40.0 189.50 179.00 176.50-210.00176.00-193.00

- - - - 1 - - 12 58 2 5 12 27 2 - - - - -40.0 “ 10 57 “ 5 12 6 2 “ * " - - -

NURSES, INDUSTRIAL (REGISTERED) --- 107 40.0 189.50 186.50 163.00- 216.00164.00- 217.00

- l - - 2 5 15 10 14 9 4 10 17 4 16 - - - _186*00 2 3 14 10 14 9 4 7 15 4 16 - - — — “


T a b le A - 3 . O f f ic e , p ro fe s s io n a l, and te c h n ic a l o c c u p a t io n s : A v e r a g e w e e k ly ea rn in g s , by sex

(Average straight-time weekly hours and earnings of workers in selected occupations by industry division, Indianapolis, Ind. , October 1972)

Average rage

Sex, occupation, and industry divisionNumber

ofworkers

Weekly

(standard)

Weekly earnings 1 (standard)


of Weekly

(standard)


.OFFICE OCCUPATIONS - MEN$

OFFICE OCCUPATIONS - MEN— C0NTINUE0

MANUFACTURING --------------------- 6142

39^540.0

183.00156.00

TABULATING-HACHINE OPERATORS, $167.50N0NMANUFACTURING

, „ „117 50

NONMANUFACTURING ----------------- 70 * 4

O O C

o o c

116.00OFFICE OCCUPATIONS - WOMENK L 1 AIL 1 HAUL

Aft ft48

114A ft W ft BILLERS, MACHINE (BILLINGnANUI Al> 1 UK 1 NuAft ft 1 '“ft 63 40.0 98.0040*0 13->* ->0

CLERKS, PAYROLL ---------------------- 42

4) ^

o o

n o 140.00

BILLERS, MACHINE (BOOKKEEPING

40 0 ll’*5039.039.5

93.50117.50____

BOOKKEEPING— MACHINE OPERATORS,9026


ofworkers

Average

Weekly

(standard)

Weeklyearnings1(standard)

OFFICE OCCUPATIONS -WOMEN— CONTINUED

BOOKKEEPING-MACHINE OPERATORS, $CLASS B ------------------------------- 117 40.0 104.50

NONMANUFACTURING ----------------- 98 40.0 104.00RETAIL TRADE -------------------- 32 40.0 96.00

CLERKS, ACCOUNTING, CLASS A -------- 724 39.5 131.50MANUFACTURING --------------------- 163 40.0 147.50NONMANUFACTURING ----------------- 561 39.5 127.00

PUBLIC UTILITIES ----------------------------- 78 40.0 153.00RETAIL TRADE --------------------------------------- 148 39.5 119.50

CLERKS, ACCOUNTING, CLASS B --------------- 1,311 39.5 102.00MANUFACTURING ----------------------------------------- 412 40.0 112.00NONMANUFACTURING ---------------------------------- 899 39.0 97.50

PUBLIC UTILITIES ----------------------------- 114 40.0 101.00RETAIL TRADE --------------------------------------- 181 40.0 90.00

See footnote at end o f tab les.


13

T a b le A - 3 . O f f ic e , p ro fe s s io n a l, and te c h n ic a l o c c u p a t io n s : A v e r a g e w e e k ly ea rn in g s , by s e x -----C o n t in u e d

(A verage s tra igh t-tim e weekly hours and earnings o f w orkers in se lected occupations by industry d iv is ion , Indianapolis, Ind. , O ctober 1972)


ofworkers

OFFICE OCCUPATIONS - WOPEN— CONTINUED

CLERKS, FILE, CLASS A ---------------NONMANUFACTURING -----------------

10889

CLERKS, FILE, CLASS B ---------------NONMANUFACTURING -----------------

PUBLIC UTILITIES ---------------

22321659

CLERKS, FILE, CLASS C ---------------MANUFACTURING ---------------------NONMANUFACTURING -----------------

45126

425

CLERKS, ORDER ------------------------MANUFACTURING ---------------------NONMANUFACTURING -----------------

441189252

CLERKS, PAYROLL ----------------------MANUFACTURING ---------------------NONMANUFACTURING -----------------

PUBLIC UTILITIES ---------------RETAIL TRADE --------------------

2871631243035

KEYPUNCH OPERATORS, CLASS A --------MANUFACTURING ---------------------NONMANUFACTURING -----------------


53615338310547

KEYPUNCH OPERATORS, CLASS B --------M A N U F A C T U R I N G --------------------------NONMANUFACTURING -----------------


7603004607378

MESSENGERS COFFICE GIRLSI ----------MANUFACTURING ---------------------NONMANUFACTURING -----------------


15527

12832

SECRETARIES ---------------------------MANUFACTURING ---------------------NONMANUFACTURING -----------------

PUBLIC UTILITIES ---------------RETAIL TRAOE --------------------

2,7581,5021,256

196185

SECRETARIES, CLASS A --------------MANUFACTURING ---------------------NONMANUFACTURING -----------------

1719774

SECRETARIES, CLASS B --------------MANUFACTURING ---------------------NONMANUFACTURING -----------------


5922733196157

SECRETARIES, CLASS C ■MANUFACTURING -------NONMANUFACTURING ---

PUBLIC UTILITIES - RETAIL TRADE ------

1,1406724684266

Weekly

[standard)

Weekly earnings1 (standard)

39.0$1 1 1 .0 0

38.5 104.50

39.5 101.5039.5 101.5040.0 136.50

38.5 83.0040.0 88.0038.0 82.50

40.0 106.5040.0 104.0040.0 108.00

39.5 128.0040.0 130.5039.0 125.0039.0 166.5040.0 111.50

39.5 123.0040.0 134.5039.0 118.5040.0 135.0040.0 102.00

39.5 113.0040.0 125.5039.5 105.0040.0 156.0039.5 102.50

39.5 92.0040.0 115.5039.0 87.0040.0 100.50

39.5 152.0040.0 165.5039.5 136.0039.5 177.5039.5 123.50

39.5 178.5040.0 193.0039.5 159.00

40.0 162.5040.0 178.0039.5 149.0040.0 190.5040.0 121.00

39.5 156.5040.0 175.0039.0 130.5039.5 167.0040.0 120.00

Sex, occupation, and industry division

OFFICE OCCUPATIONS - WOMEN— CONTINUED

SECRETARIES - CONTINUED

SECRETARIES, CLASS D --------------MANUFACTURING ---------------------NONMANUFACTURING -----------------

RETAIL TRADE --------------------

STENOGRAPHERS, GENERAL --------------MANUFACTURING ---------------------NONMANUFACTURING -----------------


STENOGRAPHERS, SENIOR ---------------MANUFACTURING ---------------------NONMANUFACTURING -----------------


SWITCHBOARD OPERATORS, CLASS A ----MANUFACTURING ---------------------NONMANUFACTURING -----------------

SWITCHBOARD OPERATORS, CLASS B ----NONMANUFACTURING -----------------

RETAIL TRAOE --------------------

SWITCHBOARD OPERATOR-RECEPTIONISTS-MANUFACTURING ---------------------NONMANUFACTURING -----------------

RETAIL TRADE --------------------

TABULATING-MACHINE OPERATORS,CLASS B -------------------------------

NONMANUFACTURING -----------------

TRANSCRIBING-MACHINE OPERATORS,GENERAL -------------------------------

NONMANUFACTURING -----------------

TYPISTS, CLASS A ---------------------MANUFACTURING ---------------------NONMANUFACTURING -----------------


TYPISTS, CLASS B ---------------------MANUFACTURING ---------------------NONMANUFACTURING -----------------

RETAIL TRADE --------------------

PROFESSIONAL AND TECHNICAL OCCUPATIONS - MEN

COMPUTER OPERATORS, CLASS A --------MANUFACTURING ---------------------NONMANUFACTURING -----------------

COMPUTER OPERATORS, CLASS B --------MANUFACTURING ---------------------NONMANUFACTURING -----------------

Numberof

Average

S e x , o c c u p a t io n , a n d in d u s t r y d i v i s i o nNumber

of

Average

Weekly

(standard)


Weekly

(standard)

Weeklyearnings*(standard)

PROFESSIONAL ANO TECHNICALOCCUPATIONS - MEN— CONTINUED

COMPUTER OPERATORS, CLASS C -------- i n 39.0 126.00$ MANUFACTURING --------------------- 35 40.0 146.50

855 39.5 134.00 NONMANUFACTURING ----------------- 76 39.0 116.00460 40.0 139.50395 39.0 127.50 COMPUTER PROGRAMERS,52 39.0 123.50 BUSINESS, CLASS A ------------------- 151 39.5 226.50

MANUFACTURING --------------------- 49 40.0 251.50367 39.5 116.00 NONMANUFACTURING ----------------- 102 39.5 214.00171 40.0 106.00196 39.5 125.00 COMPUTER PROGRAMERS,80 40.0 152.00 BUSINESS, CLASS B ------------------- 172 39.5 184.00

MANUFACTURING --------------------- 56 40.0 206.50728 40.0 141.50 NONMANUFACTURING ----------------- 116 39.0 173.00312 40.0 163.50416 39.5 125.00 COMPUTER PROGRAMERS,82 40.0 161.00 BUSINESS, CLASS C ------------------- 39 39.0 164.00

NONMANUFACTURING ----------------- 29 38.5 152.0068 39.5 130.5032 40.0 147.00 COMPUTER SYSTEMS ANALYSTS,36 39.5 116.00 BUSINESS, CLASS A ------------------- 103 39.5 299.50

MANUFACTURING --------------------- 55 40.0 304.00150 42.0 98.50 NONMANUFACTURING ----------------- 48 39.5 294.00127 42.5 97.0035 41.0 93.00 COMPUTER SYSTEMS ANALYSTS,

BUSINESS, CLASS B ------------------ 137 40.0 259.50331 39.5 109.00 MANUFACTURING --------------------- 76 40.0 287.00118 40.0 109.00 NONMANUFACTURING ----------------- 61 39.5 225.50213 39.5 108.5038 40.0 93.50 COMPUTER SYSTEMS ANALYSTS,

BUSINESS, CLASS C ------------------- 51 39.5 223*50

49 39.5 126.00 DRAFTSMEN, CLASS A ------------------- 349 40.0 264.5046 39.5 122.50 MANUFACTURING --------------------- 300 40.0 272.00

DRAFTSMEN, CLASS B ------------------- 282 40.0 184.00125 38.0 101.00 MANUFACTURING --------------------- 200 40.0 185.50113 38.0 99.00

DRAFTSMEN, CLASS C ------------------ 215 40.0 150.50560 39.5 111.00 MANUFACTURING --------------------- 126 40.0 161.00270 40.0 117.50290 39.5 105.50 ELECTRONICS TECHNICIANS ------------- 182 40.0 199.5048 39.5 118.50 MANUFACTURING --------------------- 154 40.0 199.00

964 38.5 90.50 ELECTRONICS TECHNICIANS, CLASS B- 119 40.0 189.50185 40.0 92.50 MANUFACTURING --------------------- 92 40.0 185.50779 38.5 90.0033 39.0 89.00

PROFESSIONAL AND TECHNICALOCCUPATIONS - WOMEN

COMPUTER OPERATORS, CLASS B -------- 44 39.0 133.00142 39.5 179.00 NONMANUFACTURING ----------------- 30 39.0 128.5068 40.0 189.0074 39.0 170.00 COMPUTER PROGRAMERS,

BUSINESS, CLASS B ------------------ 35 39.0 173.50200 39.5 160.0083 40.0 182.50 NURSES, INDUSTRIAL tREGISTEREO) --- 106 40.0 189.00

117 39.0 144.00 MANUFACTURING --------------------- 97 40.0 190.00

See footnote at end o f tables


14

T a b l e A - 4 . M a in t e n a n c e and p o w e r p la n t o c c u p a t io n s : H o u r ly e a rn in g s

(A ve ra g e s tra igh t-tim e hourly earnings o f w orkers in se lected occupations by industry d iv is ion , Indianapolis, Ind., O ctober 1972)

Hourly earnings3


ofworkers Mean 2 Median2 Middle range 2

MEN AN0 WOMEN COMBINED

$ ^ $ $ ^ ^

-*T-5 00 4*69 4 47 5 04

3*37 5*81 4*79 3*34656

5* 17 5*30 4*40 3*73206

93 i*0fl 3*74 3*34 4*86

199 3,75 3.16 9.33

MACHINE-TOOL OPERATORS, TOOLROOM — 771 5.56 5.92 5.49- 5.97

MANUFACTURING --------------------- 402 5.11 5.12 4.68- 5.80

MECHANICS. AUTOMOTIVE(MAINTCNANC CI

1 rr 5*55 ^*55

519 3*36 5*87 4*30 5*95

89^ 5*07 4*96 4*40 5*93

5*74 ^ * 7 0

r A IN 1tHj f MAIN i tNANtL

5*63

5.38e* *n.>•40 5.99 3.11 5.7t

SHEET-METAL WORKERS, MAINTENANCE — 110 5.62 5.73 5.68- 5.77

917 5.52 5*87 5*” t*04

Number of workers receiving straight-time hourly earnings of—* * t $ t S S $ t $ t t t S * * * S $ S t S

Under2* 80 2.90 3.00 3.10 3.20 3.30 3.60 3.50 3.60 3.80 6.00 4. 20 6.60 6. 60 6.80 5.00 5. 20 5.60 5.60 5.80 6.00 6.208 and 2.80 under - and

2.90 3.00 3.10 3.20 3.30 ?.60 3.50 3.60 3.80 6.00 6.20 6. 60 6.60 6, 90 • o o 5.20 5, 60 5.60 5.80 6.00 6.20

6 15 22 10 15 11 9 51 65 13 7 10 11 9 51 - - -

- * “ - 6 “ - - 10 9 3 5 “ - * * *6

5 - - - - _ 5 _ 18 2 7 30 65 72 51 66 88 28 16 365 - -5 * - * 13 2 2 26 58 71 69 66 36 26 11 365 - -

- . - - - _ - - 6 16 5 8 26 3 10 20 26 9 56 23 _ 64 16 5 8 26 3 10 20 26 9 56 23 6

- - - 16 _ 18 10 - 7 - 9 6 - - 11 3 - _ _ 13 _ _* ” “ 16 18 10 “ 7 “ 9 6 11 3 * “ 13 “

13 8 5 - 30 6 10 17 9 5 18 18 25 9 2 16 1 - - - _ - -13 8 “ ~ 30 1 2 6 5 18 18 25 5 2 16 “ * * - *

- _ _ _ _ - - _ 35 5 16 8 32 26 14 28 19 22 56 449 61 2- - - - “ - 35 5 14 8 32 26 14 28 19 22 56 449 61 2

12 9 ii _ 62 5 29 60 106 27 17 16 75 25 -12 9 ii 62 5 29 39 97 27 17 16 75 25 “

_ _ _ 2 1 16 15 65 2 67 12 16 26 17 63 68 75 288 18 2- - - - - - - - 15 - - 1 12 9 7 17 6 1 33 60 16 — -- - - - 2 - 1 1 15 65 1 55 3 7 7 11 62 15 35 276 18 2

15 63 1 52 3 7 1 11 35 7 26 273 18 2

- _ - 16 _ _ 7 1 36 3 70 26 127 93 119 50 6 20 20 322 - .- - - 16 - 7 - 36 1 70 19 127 93 118 68 ~ 20 20 322 ~ -

8 - 23 17 15 31 6 7 15 282 70 _ _8 - 23 17 13 20 6 7 15 282 70 - -

- - 6 - _ _ - 1 1 - 3 3 15 18 10 8 7 3 51 - _ 21 - 1 3 IS 18 7 8 7 3 36 - - -

- * 6 1 “ 2 3 - - 15 - - 2

1 _ 22 26 62 53 16 38 123 63 - -1 * 16 26 39 53 16 38 123 63

12 9 13 68 8 - -12 9 13 68 8 - -

- - - - - - - - - 25 - 69 37 19 105 96 22 5 85 68 606 625 69 37 19 105 96 22 5 85 68 606 6

* Workers were distributed as follows: 3 at $7.20 to $7.40; 1 at $7.60 to $7.80; and 2 at $8 to $8.20.

See footnotes at end o f table:


T a b le A - 5 . C us tod ia l and m ate r ia l m o v e m e n t occupations: H o u r ly ea rn in g s

(A verage s tra igh t-tim e hourly earnings o f w orkers in se lected occupations by industry d iv is ion , Indianapolis, Ind., O ctober 1972)

15

Hourly earnings3

Occupation and industry divisionNumberof

Mean 2 Median2 Middle range 2

HEN AND WOMEN COMBINED$ _ $ $ $

970

GUARDS3.24- 4.83-»02 3.99

WATCHMEN67 2.26 1.88 3.24

JANITORS* PORTERS* AND CLEANERS --- 3 , 6 AS 2.81 2 . 6 6 2.00- 3.52

257 ’ 36

309 5*:? 5*.T 5*?z1 w 1 KB U

1 * 1 7 31.452 3.21 2.83 2.43- 4.32

1 * 1 0 1

4.18 3.70- 4.75162

2 'rnr•%

J JA o o4*Z9

TRUCKDRIVERS. LIGHT (UNDER

?*7?

TRUCKDRIVERS, MEOIUM (1-1/2 TO

H l 1 m 1L 1 HAUL

Number of workers receiving straight-time hourly earnings of—* S $ t S t S $ S * S S S t $ $ $ S S $ S t $1.60 1.70 1.80 2.00 2.20 2.40 2.60 2.80 3.00 3.20 3.40 3.60 3.80 4.00 4.20 4.40 4.60 4.80 5.00 5.20 5.40 5.60 5.80and

under

1.70 i,qo 2.20 2.40 2.60 2.60 2,80

oo

3.20 3.40 3.60 3.80

oo* 4.20 4.40 4.60 4.80 5.00 5.20 5.40 5.60 5.80 6.00

7 314 333 222 38 31 51 68 39 49 48 27 11 38 32 10 54 1677 - 12 8 12 5 26 58 33 47 44 26 9 30 23 10 52 167 - - - - -* 314 321 214 26 26 25 10 6 2 4 1 2 8 9 ” 2 “ “

- - - - - - 26 54 33 39 41 26 7 29 23 5 52 167 - - - - -

7 - 12 8 12 5 - 4 - 8 3 - 2 1 - 5 - - - - - - -

160 268 484 421 285 130 152 272 229 216 228 86 96 102 396 79 19 8 17 - - - -- 12 25 62 47 31 52 173 199 195 157 57 68 101 396 79 - - - - - - -

160 256 459 359 238 99 100 99 30 21 71 29 28 1 - - 19 8 17 - - - -- - - 14 4 13 20 40 12 4 68 21 28 — - — 19 - 16 - - — -

21 10 22 63 49 25 22 25 2 8 - 1 - - - - - 8 1 - - - -

- 9 12 138 105 89 133 139 241 114 69 79 34 205 179 622 81 8 130 37 - - 314- - - 33 32 35 94 70 104 67 63 66 34 133 179 618 77 - - - - - -- 9 12 105 73 54 39 69 137 47 6 13 - 72 - 4 4 8 130 37 - - 314- - - - - - - - - 39 - 11 - - - - - - 123 37 - - 314- 9 12 105 59 38 30 16 92 8 2 2 - 1 - - - 8 7 - - ~

30 12 17 176 141 144 318 31 193 35 41 59 49 17 256 3 - 154 ii 38 - -- - - 15 18 17 68 3 19 9 24 32 35 11 19 3 - - - - - - -

30 12 17 161 123 127 250 28 174 26 17 27 14 6 237 - - 154 n 38 - - -2 2 109 56 45 33 18 9 12 1 “ 6 “ - “ 34 ii 38 “ -

- - 5 63 62 174 97 116 70 126 208 72 202 7 26 139 1 _ _ - - - -- - - 16 6 142 43 94 24 122 208 71 202 7 26 139 i - - - - - -* “ 5 47 56 32 54 22 46 A “ 1

- _ - - 11 36 3 12 19 25 35 33 8 16 20 1 13 1 _ 1 _ _- - - - 10 21 3 7 13 20 35 7 5 9 6 1 13 1 — - - - -“ “ - ~ 1 15 - 5 6 5 “ 26 3 7 14 * “ - 1 * “

- _ - - 1 4 _ 3 11 6 17 22 12 15 11 17 25 24 5 1 3 _ _- * 1 4 3 11 6 5 22 12 12 11 17 25 24 5 1 3 * *

- - - - - - 4 - 1 3 10 4 1 1 11 16 23 3 - - - - -

- _ 1 27 20 9 10 50 86 62 277 109 141 113 139 16 123 183 150 38 387 119 917- - - - - 4 - 7 53 12 15 81 8 7 7 15 119 27 24 29 177 - -- - 1 27 20 5 10 43 33 50 262 28 133 106 132 1 4 156 126 9 210 119 917

1 3 4 99 1 - 4 1 - - 130 79 917“ “ ” 27 14 ~ 8 “ 17 46 127 15 6 1 1 “ 4 126 9 80 40

1 27 10 9 2 41 53 1 7 48 2 2 2 2 11 12 1 57 79- - - - - 4 - - 26 1 2 40 1 1 1 2 7 - 10 - - - -- - 1 27 10 5 2 41 27 - 5 8 1 1 1 - 4 - 2 1 57 79 -

* 27 4 ”* “ ” 11 2 1 57 * *

_ _ _ _ 10 - 8 9 12 40 135 23 75 97 80 13 59 117 1 18- - - - - - - 7 6 - 9 20 5 2 1 13 59 3 - - - - -- - - - 10 - 8 2 6 40 126 3 70 95 79 - - 114 1 - 18 - -

10 8 6 36 126 14 1 18

See footnotes at end o f tab les.


16

T a b le A - 5 . C us tod ia l and m ate r ia l m o v e m e n t o ccupations: H o u r ly e a rn in g s — C o n tin u e d

(Average straight-time hourly earnings of workers in selected occupations by industry division, Indianapolis, Ind., October 1972)

Hourly eamings3


ofworkers Mean 2 Median2 Middle range 2

MEN AND WOMEN COMBINED— CONTINUED

TRUCKDRIVERS - CONTINUED

TRUCK0RIVERS, HEAVY (OVER 4 TONS, TRAILER TYPE! --------------------- 983

$5.46

$5.83

$ $ 5.33- 5.87

MANUFACTURING --------------------- 102 4.31 4.63 3.68- 4.92NONMANUFACTURING ----------------- 881 5.60 5.84 5.80- 5.87

PUBLIC UTILITIES --------------- 686 5.84 5.85 5.83- 5.88RETAIL TRADE -------------------- 81 5.16 5.59 5.05- 5.65

TRUCKDRIVERS, HEAVY (OVER 4 TONS,OTHER THAN TRAILER TYPE) -------- 559 5.12 5.57 3.63- 5.84NCNMANUFACTURING ----------------- 377 *•97 5.82 3.57- 5.86

PUBLIC UTILITIES --------------- 233 5.84 5.85 5.83- 5.88

TRUCKERS, POWER (FORKLIFT) --------- 1,459 4.03 4.21 3.46- 4.62MANUFACTURING --------------------- 1,277 4.08 4.28 3.54- 4.63NONMANUFACTURING ------------------ 182 3.70 3.28 3.09- 4.26

RETAIL TRADE -------------------- 94 3.61 3.22 3.04- 3.39

TRUCKERS, POWER (OTHER THANFORKLIFT) ---------------------------- 203 4.19 4.35 3.62- 4.76

MANUFACTURING --------------------- 122 4.13 4.41 3.33- 4.66

WAREHOUSEMEN -------------------------- 898 4.08 3.40 3.27- 5.81MANUFACTURING --------------------- 397 3.27 3.35 3.30- 3.39NONMANUFACTURING ----------------- 501 4.72 5.29 3.26- 5.85

RETAIL TRADE -------------------- 88 3.75 3.30 3.21- 5.08

Number of workers receiving straight-time hourly earnings of—* $ T* i $ t $ $ » % i t I i * i i i i i s I i1.60 1.70 1.80 2.00 2.20 2.60 2.60 2.80 3.00 3.20 3.40 3.60 3.80 4.00 4.20 4.40 4.60 4.80 5.00 5.20 5.40 5.60 5.80

and _ _ _ _ _ _ _ _ _ _ _ _ _ _ _under1*70 1.80 2.00 2.20 2.40 2.60 2,80 3,00 3.20 3,40 3,60 3«80 4.00 4,20 4.40 4,60 4,80 5,00 5,20 5.40 5.60 5,80 6,00

14 10 - 20 29 4 56 - 29 63 15 14 5 40 68414 - - 20 2 4 5 — 29 21 1 6 - - -

10 - - 27 - 51 - - 42 14 8 5 40 6841 - 1 - - - - 684

10 “ “ 4 14 8 5 40 “

5 131 13 _ _ _ _ _ _ 177 _ 233131 13 233

233

_ _ 2 _ - 14 16 38 126 136 163 63 81 86 101 166 432 10 - - 22 3 -- - - - * 12 9 25 78 104 163 63 68 86 68 166 432 - - - - 3 -- - 2 - - 2 7 13 48 32 - - 13 - 33 - - 10 - - 22 - -” “ ~ 2 7 5 30 28 22

4 41 _ 29 16 3 11 29 30 25 154 33 - - 16 3 5 29 30 2 ” -

- - 6 13 5 15 13 101 54 252 3 68 19 24 - 41 12 - - 22 - - 250- - - • - - 13 3 69 10 225 1 62 14- - 6 13 5 2 10 32 44 27 2 6 5 24 - 41 12 - - 22 - - 250- - 6 1 5 2 3 - 4 27 - 6 2 “ 10 - - 22 “ “ -



17

T a b le A -6 . M a in te n a n c e , p o w e rp la n t, cu s to d ia l, and m ate ria l h and lin g o ccup atio ns: A v e ra g e hourly earn in g s , by sex

(Average straight-time hourly earnings of workers in selected occupations by industry division, Indianapolis, Ind., October 1972)

Number Average (mean2) hourly

Number Average AverageSex, occupation, and industry division of

workersSex, occupation, and industry division of (mean2) Sex, occupation, and industry division of

workers ' hourly ’earnings3 earnings3 earnings3

MAI NT ENA Nr. F AMO POWERPLANT CUSTODIAL AND MATERIAL HANDLING CUSTODIAL AND MATERIAL HANDLINGOCCUPATIONS - MEN

$OCCUPATIONS - MEN

$ $ _OCCUPATIONS - MEN— CONTINUED

TRUCKDRIVERS— CONTINUEDLAKrtN1tK5 | SnIN 1tnANLt106 5.39 567

9693.821.97

NANUi Aw IUK1NuTRUCKDRIVERS, MEDIUM (1-1/2 TO39 . , . 0 0 $ $

7746 8 6

5.325.37

GUARDS500 3.99

MANUFACTURING ™ 4.21NON MANUF ACTURING m |1_ — m m 4.04

206ml t MIL 1 K M " 219

206 5.17 67 2.56 TRUCKDRIVERS, HEAVY (OVER 4 TONS,TRAILER TYPE) --------------------- 983 5.46

9393

4.084.08

JANITORS, PORTERS, AND CLEANERS MANUFACTURING -----------------

2,9641,4671,497

184216

2.923.552.303.69

MANUFACTURING --------------------- 1 0 2 4.31

MANUFACTURING --------------------- — NONMANUFACTURING -----------------PUBLIC UTILITIES ---------------

8816 8 6

5.605.84

HELPERS, MAINTENANCE TRADES -------- 192149

3.683.75

NONMANUFACTURING — ——™PUBLIC UTILITIES ----------- — RETAIL TRADE -------------------- 81 5.16

NANUrAt 1 UK 1 Pit? ™" K k 1 AIL 1AAUL TRUCKDRIVERS, HEAVY (OVER 4 TONS,

MACHINE-TOOL OPERATORS, TOOLROOM — 769769

432402

5.565.56

5.105.11

LABORERS, MATERIAL HANDLING ----MANUFACTURING -----------------NONMANUFACTURING --------------

PUBLIC UTILITIES -----------

— 2,6631,6011,062

524318

1,298

4.003.904.145.392.67

3.49

OTHER THAN TRAILER TYPE) --------NONMANUFACTURING -----------------

559377

5.124.97

MACHINISTS# MAINTENANCE ------------- —


TRUCKERS, POWER (FORKLIFT) ---------

233

1,433

5.84

4.05M a NUFACTURING —

MECHANICS, AUTOMOTIVE ORDER FILLERS -----------------------

MANUFACTURING ---------------------NONMANUFACTURING -----------------

1,25917494

4.093.743.61(MAINTENANCE! ----------------------- 709 5.29 MANUFACTURING ----------------- — 186 3.43 RETAIL TRADE ^ *

NONMANUFACTURING --------------- — 554514

5.335.36

RETAIL TRADE -------------------- 231 3.49 TRUCKERS, POWER (OTHER THAN2 0 2 4.19PUBLIC UTILITIES —

PACKERS, SHIPPING ---------------- — 928 3.48 MANUFACTURING --------------------- 1 2 1 4.14

MECHANICS, MAINTENANCE -------------- 911 5.07 MANUFACTURING ----------------- — 805 3.60 858397

4.123.27MANUFACTURING --------------------- 894 5.07 NONMANUFACTURING -------------- 123 2.69 MANUFACTURING ---------------------

474 5.51 2 2 0 3.45 NONMANUFACTURING ----------------- 461 4.86RETAIL TRADE -------------------- 88 3.75461 5*52

*«?0 1 CUSTODIAL AND MATERIAL HANDLINGrA 1N 1 LK J| RAINI LNANtt^**on 167 OCCUPATIONS - WOMENIZ 684 2.35NONMANUFACTURING 1

MANUF ACTURINGPIPEFITTERS# MAINTENANCE

3535*305.40

SHIPPING AND RECEIVING CLERKSMANUFACTURING

2,977 4.85 41 2.13SHEET-METAL WORKERS, MAINTENANCE — 1 1 0

1 1 05.625.62 2,392

1,239

___ __ rnr

5.64917 5.52TOOL AND DIE MAKERS ———— — —— — —

5.52VI fTRUCKDRIVERS, LIGHT (UNDER

36795MANUF ACTURING

RETAIL TRADE



18

B. E s tab lish m ent practices and supp lem entary w a g e provisions

T a b le B -1 . M in im u m e n tra n c e s a la r ie s fo r w o m e n o f f ic e w o r k e r s

(Distribution of establishments studied in all industries and in industry divisions by m i n i m u m entrance salary for selected categories of inexperienced w o m e n officeworkers, Indianapolis, Ind., October 1972)

Inexperienced typists Other inexperienced clerical workers 5

Minimum weekly straight-tim e sa la ry4 A llindustries

Manufacturing Nonmanufacturing Manufacturing Nonmanufacturing

Based on standard weekly hours 6 of— A llindustries

Based on standard weekly hours 6 of—

A llschedules 40

A llschedules 37‘/z 40

A llschedules 40

A llschedules 37Vz 40

Establishments studied 209 82 XXX 127 XXX XXX 209 82 XXX 127 XXX XXX

Establishments having a specified m inim um -------------------- 87 41 38 46 10 32 96 42 39 54 11 40

$ 62.50 and under $ 65.00 1 _ _ 1 _ 1 1 _ _ 1 l$ 65.00 and under $ 67.50--------------------------------------------- - - - - - - 2 - - 2 1 l$ 67.50 and under $ 70.00 -------- 1 - - 1 - 1 2 - - 2 1 l$ 70.00 and under $ 72.50--------------------------------------------- 6 - - 6 - 5 11 1 1 10 _ 8$ 72.50 and under $ 75.00. 1 - - 1 l - _ _ _ _ - _$ 75.00 and under $ 77.50 6 - - 6 2 4 9 1 1 8 3 4$ 77.50 and under $ 80.00 . ------ - . . . 2 - - 2 1 - 1 _ - 1 1 _$ 80.00 and under $ 82.50--------------------------------------------- 18 10 8 8 3 5 18 10 8 8 2 6$ 82.50 and under $ 85.00--------------------------------------------- 4 3 3 1 - 1 6 5 5 1 - 1

3 2 2 1 - - 3 2 2 1 _ 1$ 87.50 and under $ 90.00--------------------------------------------- 4 3 3 1 1 - 7 5 5 2 1 1$90.00 and under $92.50--------------------------------------------- 5 2 2 3 - 2 5 2 2 3 _ 3$ 92.50 and under $ 95.00-------------------------------------- — — 8 4 4 4 1 3 4 1 1 3 1 2$95.00 and under $97.50--------------------------------------------- 3 2 2 1 - 1 4 2 2 2 - 2$97.50 and under $ 100.00 — - 1 * - 1 - 1 1 - - 1 - 1

$ 100.00 and under $ 105.00-----— --------------------------------- 5 4 4 1 _ 1 4 2 2 2 . 2$ 105.00 and under $ 110.00----------------------------------------- - - - - - - 1 - - 1 1 _$ 110.00 and under $ 115.00----------------------------------------- 2 - - 2 - 2 1 - - 1 _ 1$ 115.00 and under $ 120.00----------------------------------------- - - - - - - 1 - - 1 _ 1$ 120.00 and under $ 125.00----------------------------------------- 8 6 5 2 1 1 6 6 5 - _ •$ 125.00 and under $ 130.00----------------------------------------- 1 - - 1 - 1 1 - - 1 - 1$ 130.00 and under $ 135.00---------------- ------------------------- 1 1 1 - - - 1 1 1 _ - _$ 135.00 and under $ 140.00----------------------------------------- 2 2 2 - - - 2 2 2 _ - _$ 140.00 and under $ 145.00------------------------------------------ 1 - - 1 - 1 1 _ _ 1 _ 1$ 145.00 and under $ 150.00------------------------------------------ 1 1 1 - - - 1 1 1 _ _

$ 150.00 and under $ 155.00------------------------------------------ 1 1 1 - - . 1 1 1 _ _ _

$ 155.00 and o v e r ____________________________________________ 2 - - 2 - 2 2 - - 2 - 2

Establishments having no specified minimum-------------------- 43 16 XXX 27 XXX XXX 52 19 XXX 33 XXX XXX

Establishments which did not em ploy workersin this ca tego ry_______________________________________________ 79 25 XXX 54 XXX XXX 61 21 XXX 40 XXX XXX

See foo tn otes at end o f tab les .


T a b l e B - 2 . S h i f t d i f f e r e n t ia ls

^ A l^ jD la n tw o £ k e jr s^ Jr^ jT 2 a n u fa c tu r in g ^ = ^ 0 0 ^ j> e i'c e n t)_ _ _ ^ ^ ^ _ _ _ _ _ _ _ ^ _ _ _ _ _ ^ _ _ _ _ _ _ ^ _ _ _ _ _ _

(L a te - s h if t pay p ro v is io n s fo r m anu factu ring p lan tw o rk e rs by typ e and amount o f pay d if fe r e n t ia l,In d ian ap o lis , In d ., O c tob er 1972)

Percen t of manufacturing plantworkers—

Late-sh ift pay provisionIn establishments having provisions 7

fo r late shifts Actually working on late shifts

Second shift Th ird o r other shift Second shift Th ird or other

shift

Total_________ _________________________ .. 93.7 84.6 23.7 6.0

No pay d ifferen tia l fo r work on late shift 0.3 - (8) -

Pay d ifferen tia l fo r work on late sh ift_______ „ 93.5 84.6 23.7 6.0

Type and amount o f d ifferentia l:

Uniform cents (per hour)--- ------------------ 42.3 32.7 9.6 2.6

5, 6, o r 7 cen ts____ 2.9 1.5 .3 (* )i ' l l cen ts_____ . . . . . ..7 - .3 -8 cents - — ______ _ — _______ 2.7 1.6 .7 .39 cen ts_____ _ ___ .. . ____ _____ 1.0 .7 .2 (* )9V2 cen ts___ __ __ 1.0 1.0 .3 .210 cents „ _ ______ _ . 13.4 .5 2.1 -11 cents___________ _ __ __ 1.1 .4 .3 ( 8)12 cents.__________________ ____________ 4.0 3.2 .8 .113 or 14 cents______________ _______ - 1.2 1.5 .3 .215 c e n ts ___ ______________ _____ 7.6 7.5 2.2 .516 cents_________________________________ .4 .8 .1 .118 cents___ _ --- ---------- _ ----- 1.4 - .6 -20 cents_____________ _______ 4.0 5 1 1.0 .424 cents _ ____ ______ 1.0 - .3 -25 cents____ ________ ______________ - 2.9 - .130 cents _________________________ __ - 3.0 - .331 cents_________________________________ - 1.8 - .136 cents __ __ _______ _ __ ____ - 1.0 - (8)

Uniform percentage_________ - _____— 51.1 50.4 14.1 3.3

5 percen t________ __________ ________ 24.7 - 8.3 -6 percen t___ _______________ . _____ 2.9 2.9 .7 .27 percen t____ _________________ _____ .3 .3 .1 (8)7V2 percen t________________ ________ . .7 - .1 -8 percent _________________________.______ 7.1 6.7 .5 .210 percent__________________ ----- 15.3 39.8 4.2 2.915 percent_________________________ ___ “ .6 “ (8)

Other fo rm al pay differential— - — — 1.6 .2

See foo tn otes at end o f tab les .


T a b le B -3 . S c h e d u le d w e e k ly hours and days

(Percent of plantworkers and officeworkers in all industries and in industry divisions by scheduled weekly hours and days of first-sh ift workers, Indianapolis, Ind., October 1972)

Weekly hours and days

Plantworkers Officeworker s

A ll industries Manufacturing Public utilities Retail trade A ll industries Manufacturing Public utilities Retail trade

A ll workers_______________________________ _ 100 100 100 100 100 100 100 100

24 hours_________________________________________ (9) (9) 23 days_______________ ________________________ O (9) - - - - - -6 days__________________________ ____________ n - - 2 - - - -

30 hours— 5 days_______________________________ 1 - - 3 - - - -35 hour9— 5 days__________________ _____________ 1 2 - - - - - -36V4 hours— 5 days_____________________________ 1 - - 5 1 - - -36V3 hours— 5 days------------------------------------- i - - 3 - - - -37V2 hours— 5 days____________________ -________ 6 5 - 14 18 3 3 9382/s hours— 5 days_____________________________ - - - - 4 - - -3 83/4 hours— 5 days_______________________ _____ - - - " 3 1 - -39V2 hours— 5 days_____________________________ - - " 2 - - -40 hours— 5 days_____________________________ — 80 86 100 57 72 96 97 91Over 40 and under 45 hours____________________ 2 3 - - - - - -

5 days_____ __________________________________ 1 1 - - - - -5V2 days ---------------------------------------------- 1 2 - * - - - -

45 hours---------------------------------------------------- 3 3 - 1 - - - -5 days_ ----- -- — _ _ — ------ 2 3 - 1 - - - -5V2 days ------------------------ ------------------- <9) (9) - " - -6 days____ _ __ — — — ------------— (9) - - - - - -

46 hours---6 days----- ---------------------------------- 2 - - 9 - - - -48 hours________________________________________ 3 - - 3 <9) - - -

5 days--------------------------------------------------- 1 - - 3 - - - -6 days_________________________ ______________ 2 * - " (9) - - -

Over 48 hours___________________________________ 1 1 - 3 - - -5V2 days_____________________________________ (9) ( ! ) - - * - - -6 days________________________________________ 1 (9) 3



21

T a b l e B -4 . A nn u a l paid holidays

(P e rcen t o f p lantw orkers and o fficew o rk ers in a ll industries and in industry d iv is ions by number o f paid holidays, Indianapolis, Ind., O ctober 1972)

Item

Plantworkers Officeworkers


A ll workers______________________ __________ 100 100 100 100 100 100 100 100

Workers in establishments providingpaid holidays__________________________________ 97 100 98 89 99 100 100 99

Workers in establishments providingno paid holidays............ ................. ................ 3 - 2 11 ( ’ ) - " 1

Number of days

Less than 6 holidays__________ __________________ 1 . - 4 ( ’ ) . . 16 holidays_____ _____ __ ____ ________________ 16 4 48 13 4 ( ’ ) 526 holidays plus 1 half day_______________________ 1 - “ 5 8 - - 66 holidays plus 2 half days_________ ______ ___ 2 2 - 1 7 1 - 16 holidays plus 3 half days_____________________ 2 - “ “ 3 - - ~7 holidays________________________ _____________ 6 2 16 8 5 3 17 37 holidays plus 1 half day_______________________ 1 - - 3 5 - * 107 holidays plus 2 or 3 half days_________________ 2 2 3 1 2 58 holidays_______________________________________ 16 10 60 15 16 9 57 158 holidays plus 1 half day_______________________ - - - - <’ > C ) - "8 holidays plus 2 half days_______ _____________ 1 2 4 " 4 2 49 holidays_______________________________________ 22 35 7 16 40 39 holidays plus 1 half day___ __________________ 1 ( ’ ) 9 2 (* ) 910 holidays_______________________________________ 10 16 2 2 13 19 9 611 holidays_______________________________________ 1 1 - - ( ’ > 1 -12 holidays_______________________________________ 15 26 - 7 19 - "

Total holiday time 10

12 days--------------- -------------- -------------------- 15 26 . - 7 19 - -

11 days or more__________________________ _____ 16 27 - - 7 20 -10 days or more_________________ _____________ 27 43 2 2 20 39 9 69V2 days or m o re_______________________________ 28 43 n 2 22 39 19 69 days or m ore__________________________________ 51 79 22 2 42 81 25 68V2 days or m o re_________________ ____________ 51 80 22 2 43 82 25 68 days or m ore------------------------------------------- 68 91 83 20 60 92 82 277V2 days or m o re____ _________________________ 71 91 83 23 67 92 82 377 days or m ore____ __ __ ____________________ 78 96 98 32 78 96 99 416V2 days or m ore_______________________________ 80 96 98 37 87 96 99 466 days or m ore_____________ ____________________ 95 100 98 85 98 100 100 985 days or m ore__________________________________ 96 100 98 87 99 100 100 991 day or more____________________________________ 97 100 98 89 99 100 100 99

See footnotes at end of tables.


T a b le B -4 a . Id en tifica tio n o f m a jo r paid holidays

(Percent of plantworkers and officeworkers in a ll industries and in industry divisions by paid holidays, Indianapolis, Ind., October 1972)


HolidayA ll industries Manufacturing Public utilities Retail trade A ll industries Manufacturing Public utilities Retail trade

A ll workers—--- ---------------------------------— 100 100 100 100 100 100 100 100

New Year's D ay----------------------------------------- - 96 100 98 87 99 100 100 99Washington's Birthday---------------------------------- 4 2 29 2 11 4 15 6Good Friday —--------------------------------------------- 46 65 58 2 31 52 78 7Good Friday, half day---------------------------------- 3 (’ ) - 3 23 1 - 5Memorial Day--------------------------------------------- 96 100 98 85 99 100 100 99Fourth of July---------------------------------------------- 96 100 98 87 99 100 100 99Labor Day—------------------------------------------------ 96 100 98 87 99 100 100 99Veterans Day------------------------------------------- — 2 2 5 - 2 2 11 (*)Thanksgiving D ay---------------------------------------- 96 100 98 87 99 100 100 99Day after Thanksgiving__________________________ 36 55 23 - 42 67 31 -Christmas Eve--------------------------------------------- 45 68 22 3 29 63 25 5Christmas Eve, half day------------------------------- 8 5 13 9 14 4 13 17Christmas Day----------------------------------- —-------A ll working days between Christmas Day

96 100 98 87 99 100 100 97

and New Year's Eve11— ------------------------------ 16 27 - - 7 20 - -

New Year's E ve------------------------------------------ 21 33 7 2 10 25 10 2New Year's Eve, half day----------------------------- 6 6 4 1 5 4 4 1Floating holiday, 1 day12------------------------------- 12 17 9 4 22 23 22 6Floating holiday, 2 days 12----------------------------- 8 10 - 10 8 18 ~ 15Employee's birthday----------- ------------------- ----- 12 5 48 15 11 2 20 13



2 3

T a b le B -5 . P a id v a ca tio n s

(P e rcen t o f p lantworkers and o fficew ork ers in a ll industries and in industry d iv is ions by vacation pay prov is ions , Indianapolis, Ind., O ctober 1972)


Vacation policyA ll industries Manufacturing Public utilities Retail trade A ll industries Manufacturing Public utilities Retail trade

A ll workers_______________________________ 100 100 100 100 100 100 100 100

Method of payment

Workers in establishments providingpaid vacations________ _________________ ____ 99 100 100 95 100 100 100 100

Length-of-time payment_____ ___________ 88 83 100 91 99 99 100 100Percentage payment________________________ 11 17 - 3 (’ ) 1 - -Other.. _____________________________________ (’ ) - - 1 - - - -

Workers in establishments providingno paid vacations _ _____ __ _____ .____ 1 - - 5 * - - -

Amount of vacation pay 13

A fter 6 months of service

Under 1 week ----------------- ------------------------- 13 19 . 6 4 5 _ 111 w eek___________ ____________________________ 19 17 23 20 44 49 31 29Over 1 and under 2 weeks_____________ _ __ C )

- - - 5 2 - -2 weeks----------------------------------------------- ---- C ) - - - 9 12 - -Over 2 and under 3 weeks______________________

A fter 1 year of service

4 7 5 13

1 week--- ------------------ --------------------------- 69 70 78 70 23 13 68 66Over 1 and under 2 weeks____ _______________ 3 3 13 1 (’ ) - 4 -2 weeks... ______________________________________ 22 21 9 21 72 74 28 34Over 2 and under 3 weeks---------------------------- 4 7 _ - 5 13 - -4 weeks. ____ __ ______________________ __

A fter 2 years of service

(’ )

1 week___________________________________________ 35 45 23 18 5 6 2 11Over 1 and under 2 weeks----------------------------- 9 12 9 4 (’ ) (’ ) 3 12 weeks________ _________________________________ 50 34 65 71 90 80 94 89Over 2 and under 3 weeks----------------------------- 4 7 4 - 5 13 1 -3 weeks-------------------------- ------------------------- 1 2 - 2 1 1 - -4 weeks_______________________________ ________ - - - - (’ ) - - -


1 week_____ _____________________________________ 4 5 2 3 1 1 _ 5Over 1 and under 2 weeks______________________ 18 29 - - (’ ) (’ ) - -2 weeks___________ __________ _________________ 65 48 86 90 86 66 96 95Over 2 and under 3 weeks______________________ 11 16 13 1 11 31 4 -3 weeks__________________________________________ I 2 - 2 1 2 - -4 weeks. . _ _ . _ - - - * (’ ) - - -


1 week________________ _____________________ 4 4 2 3 1 1 - 5Over 1 and under 2 weeks------------ ------------ 14 24 - - n (’ ) - -2 weeks... ------------------------------------------------ 68 54 86 90 85 66 96 95Over 2 and under 3 weeks----------------------------- 11 17 13 1 12 31 4 -3 weeks__________________________________________ 1 2 - 2 1 2 - -4 weeks----------------------- ------------------------------ (’ )



T a b le B -5 . P a id v a c a t io n s -----C on tin u e d

(P e rcen t o f p lantworkers and o fficew ork ers in a ll industries and in industry d ivisions by vacation pay p rov is ion s , Indianapolis, Ind., O ctober 1972)


Vacation policyA ll industries Manufacturing Public utilities Retail trade A ll industries Manufacturing Public utilities Retail trade

Amount of vacation pay 13— Continued


1 week_________________ _______________________ 1 _ _ 3 1 _ _ 5Over 1 and under 2 weeks---------------------------- (9> (9) - - - - - -2 weeks__________________________________________ 72 66 77 79 74 50 94 81Over 2 and under 3 weeks______________________ 11 17 13 1 7 16 4 -3 weeks------------------------------------------------------ 15 17 11 13 19 34 2 144 weeks__________________________________________ - - - - (9) - - *


2 weeks------------------------- --------- ---------------- 19 1 1 3 29 12 6 2 36Over 2 and under 3 weeks______________________ 13 21 - 1 (9) (’ ) - -3 weeks__________________________________________ 51 45 84 64 71 50 94 64Over 3 and under 4 weeks----------------------------- 12 19 13 - 13 35 4 -4 weeks____________ ____________________________ 3 4 - 2 4 10 - -


2 weeks------------------------------------------------------ 14 9 2 16 9 5 2 13Over 2 and under 3 weeks________ _____________ 12 21 - - C ) C ) - -3 weeks________ _______________________________ 56 47 86 76 74 51 94 87Over 3 and under 4 weeks______________ ______ 12 19 13 1 13 35 4 -4 weeks___________ _______________________________ 4 4 - 2 4 10 - -


2 weeks----------- _____ ----------- ---------- 9 4 _ 12 6 1 2 12Over 2 and under 3 weeks______________________ C ) n - - (9) (9) - _"3 weeks 57 55 63 67 62 33 83 82Over 3 and under 4 weeks______________ _____ 9 13 10 1 6 17 1 .4 weeks---------------- --------------- --------------- ---- 22 27 15 15 26 48 10 6Over 4 and under 5 weeks_______________ _____ i - 13 - (9) 4 -


? week*? 8 4 _ 11 5 1 2 113 weeks....____ _________ _____ ___________ _____ 19 14 3 31 15 11 1 30Over 3 and under 4 weeks----------------------------- 1 1 - 1 (9) (9) - -4 weeks___________________________ ______________ 55 58 81 50 64 49 93 59Over 4 and under 5 weeks______________________ 8 12 13 - 7 17 4 -

5 weeks__________________________________________ 8 1 1 3 2 8 21 (’ ) -


2 weeks------------------------------------------------------ 8 4 _ 11 5 1 2 113 weeks_____________ ____________________________ 15 12 3 21 9 10 1 12Over 3 and under 4 weeks____ _________________ 1 1 - - (9) (’ ) - -

4 weeks— _________ ______________________________ 50 52 ^2 60 62 40 53 77Over 4 and under 5 weeks--------------------- ------- 8 11 13 1 7 17 4 -5 weeks___ _ _______________________ ___________ 15 19 29 2 17 31 39 -

Over 5 and under 6 weeks______________________ 1 1

L _

3 (’ ) 1 (9)



2 5

T a b le B -5 . P a id v a c a t io n s -----C on tinu ed

(Percent of plantworkers and officeworkers in all industries and in industry divisions by vacation pay provisions, Indianapolis, Ind., October 1972)

Vacation policyPlantworkers Officeworker s


Amount of vacation pay 13— Continued


2 weeks___ ------------------ -------------- ----------- 8 4 _ n 5 i 2 n3 weeks_______ _________________________________ 15 12 3 21 9 10 1 12Over 3 and under 4 weeks______________________ 1 1 - - (’ ) (9) - -4 weeks___________ ____________________________ 43 41 52 56 57 27 53 75Over 4 and under 5 weeks______________________ 8 11 13 1 7 17 4 _

5 weeks__________________________________________ 20 27 29 6 20 41 39 26 weeks------------------------------------------------------ 3 4 3 - 2 4 (’ ) -

Maximum vacation available

2 weeks------------------------------------------------------ 8 4 _ 11 5 1 2 113 weeks__________________________________________ 15 12 3 21 9 10 1 12Over 3 and under 4 weeks----------------------------- 1 1 - - (9) (9) - -

4 weeks__________________________________________ 41 41 52 46 55 27 53 58Over 4 and under 5 weeks_________________ ___ 8 11 13 1 7 17 4 -

5 weeks__________________ _____________________ 22 27 29 12 22 41 39 186 weeks... ________ _ ___ ________ ______ 4 4 3 3 2 4 (’ ) 2



2 6

T a b le B -6 . H e a lth , insurance, and pension p lans

(Percent of plantworkers and officeworkers in all industries and in industry divisions employed in establishments providing health, insurance, or pension benefits, Indianapolis, Ind., October 1972)

Type of benefit and financing 14



A ll workers---------------------------------- ----- 100 100 100 100 100 100 100 100

Workers in establishments providing atleast 1 of the benefits shown below__________ 98 100 100 93 99 100 100 99

Life insurance______________________________ 94 99 100 89 94 99 100 78Noncontributory plans___________________ 76 85 79 65 72 78 88 47

Accidental death and dismembermentinsurance_________________________________ 73 84 81 55 70 77 88 62

Noncontributory plans------------------------ 56 71 69 30 53 57 84 28Sickness and accident insurance or

sick leave or both 15------------------------------ 88 98 64 78 94 96 79 92

Sickness and accident insurance----------- 80 95 60 66 73 89 72 67Noncontributory plans________________ 64 82 47 38 54 72 68 26

Sick leave (full pay and nowaiting period)__________________________ 13 3 25 25 67 58 60 51

Sick leave (partial pay orwaiting period)________________________ 5 4 12 3 5 5 2 *

Long-term disability insurance---------------- 32 47 10 5 45 59 20 10Noncontributory plans______________ . 26 40 10 3 30 35 19 7

Hospitalization insurance, ______________ 94 99 98 89 96 99 99 96Noncontributory plans_________________ 70 83 84 43 61 80 95 34

Surgical insurance________ _ , _ __________ 94 99 98 89 96 99 99 96Noncontributory plans______________ ___ 70 83 84 43 61 80 95 34

Medical insurance--------------------- _ _ ____ 90 97 98 79 95 99 99 83Noncontributory p la n s ._________________ 66 80 84 35 61 79 95 33

Major medical insurance, , ________ _____ 66 60 81 83 90 87 96 93Noncontributory plans___________________ 43 45 79 32 54 55 94 29

Dental insurance____________________________ 6 3 26 7 6 2 14 3Noncontributory plans___________________ 5 3 26 6 2 2 14 -

Retirement pension_________________________ 82 92 80 72 90 94 85 85Noncontributory plans___________________ 70 82 66 53 72 71 81 64



27

F o o t n o t e s

A ll of these standard footnotes may not apply to this bulletin.

1 Standard hours re flec t the workweek for which em ployees rece ive their regu lar stra igh t-tim e sa laries (exclusive of pay for overtim e at regular and/or prem ium rates ), and the earnings correspond to these weekly hours.

2 The mean is computed for each job by totaling the earnings of a ll w orkers and dividing by the number o f w orkers. The median designates position— half of the em ployees surveyed rece ive m ore than the rate shown; half rece ive less than the rate shown. The middle range is defined by 2 rates of pay; a fourth of the workers earn less than the low er of these rates and a fourth earn m ore than the higher rate.

3 Excludes prem ium pay for overtim e and for work on weekends, holidays, and late shifts.4 These salaries re la te to fo rm a lly established minimum starting (h iring) regu lar stra ight-tim e sa laries that are paid for standard

workweeks.5 Excludes workers in subclerical jobs such as m essenger.6 Data are presented for a ll standard workweeks combined, and fo r the most common standard workweeks reported.7 Includes a ll plantworkers in establishments currently operating late shifts, and establishments whose form al provisions cover late

shifts, even though the establishments w ere not currently operating late shifts.8 Less than 0.05 percent.9 Less than 0.5 percent.10 A ll combinations of fu ll and half days that add to the same amount are combined; for example, the proportion of workers receiving a

total of 9 days includes those with 9 fu ll days and no half days, 8 fu ll days and 2 half days, 7 fu ll days and 4 half days, and so on. Proportions then w ere cumulated.

11 These days are provided as part of a Christmas—New Year holiday period which typ ica lly begins with Christmas Eve and ends with New Y ea r 's Day. Such a holiday period is common in the automobile, aerospace, and farm implement industries. Because of yea r-to -yea r variation in the number of workdays during the period, pay for a Sunday in Decem ber, frequently re fe rred to as a "bonus ho liday ," may be provided to equalize each y ea r 's total holiday pay.

12 "F loa tin g " holidays vary from year to year according to em ployer or em ployee choice.13 Includes payments other than "length of t im e ," such as percentage of annual earnings or flat-sum payments, converted to an equivalent

time basis; for example, 2 percent of annual earnings was considered as 1 w eek 's pay. Periods of serv ice are chosen a rb itra rily and do not n ecessarily re flec t individual provisions fo r progression ; fo r exam ple, changes in proportions at 10 years include changes between 5 and 10 years . Estimates are cumulative. Thus, the proportion e lig ib le for at least 3 w eeks ' pay a fter 10 years includes those e lig ib le for at least 3 w eeks' pay a fter few er years of serv ice .

14 Estim ates listed after type of benefit are for a ll plans for which at least a part of the cost is borne by the em ployer. "Noncontributory plans" include only those financed en tire ly by the em ployer. Excluded are lega lly requ ired plans, such as workm en's compensation, socia l security, and ra ilroad retirem ent.

13 Unduplicated total of w orkers rece iv in g sick leave or sickness and accident insurance shown separately below. Sick leave plans are lim ited to those which defin itely establish at least the minimum number of days' pay that each em ployee can expect. In form al sick leave allowances determ ined on an individual basis are excluded.


A p p e n d ix . O c c u p a t io n a l D e s c r ip t io n s

The prim ary purpose o f preparing job descriptions fo r the Bureau's wage surveys is to assist its field staff in classifying into appropriate occupations workers who are employed under a variety o f payroll titles and different work arrangements from establishment to establishment and from area to area. This perm its the grouping o f occupational wage rates representing comparable job content. Because of this emphasis on interestablishment and in terarea com parability o f occupational content, the Bureau's job descriptions may d iffer .significantly from those in use in individual establishments or those prepared for other purposes. In applying these job descriptions, the Bureau's field economists are instructed to exclude working supervisors; apprentices; learn ers ; beginners; tra inees; and handicapped, part-tim e, tem porary, and probationary w orkers.

O FFICE

B ILLE R , MACHINE

Prepares statements, b ills , and invoices on a machine other than an ordinary or e lec tro- matic typewriter. May also keep records as to b illings or shipping charges or perform other c ler ica l work incidental to billing operations. For wage study purposes, b ille rs , machine, are c lassified by type of machine, as fo llow s:

B ille r , machine (b illing m achine). Uses a special billing machine (combination typing and adding machine) to prepare b ills and invoices from custom ers' purchase o rders, in te rnally prepared orders, shipping memorandums, etc. Usually involves application o f p re determined discounts and shipping charges and entry o f necessary extensions, which may or may not be computed on the billing machine, and totals which are automatically accumulated by machine. The operation usually involves a la rge number o f carbon copies o f the b ill being prepared and is often done on a fanfold machine.

B ille r , machine (bookkeeping machine). Uses a bookkeeping machine (with or without a typew riter keyboard) to prepare custom ers' b ills as part of the accounts receivab le operation. Generally involves the simultaneous entry o f figures on custom ers’ ledger record . The machine automatically accumulates figures on a number o f vertica l columns and computes and usually prints automatically the debit or credit balances. Does not involve a knowledge o f bookkeeping. Works from uniform and standard types of sales and credit slips.

BOOKKEEPING-M ACHINE OPERATOR

Operates a bookkeeping machine (with or without a typew riter keyboard) to keep a record o f business transactions.

Class A. Keeps a set o f records requiring a knowledge o f and experience in basic bookkeeping princip les, and fam ilia r ity with the structure of the particular accounting system used. Determ ines proper records and distribution o f debit and credit item s to be used in each phase o f the work. May prepare consolidated reports, balance sheets, and other records by hand.

Class B. Keeps a record o f one or m ore phases or sections of a set o f records usually requiring litt le knowledge o f basic bookkeeping. Phases or sections include accounts paya.ble, payroll, custom ers' accounts (not including a simple type o f billing described under b iller , machine), cost distribution, expense distribution, inventory control, etc. May check or assist in preparation of tr ia l balances and prepare control sheets fo r the accounting department.

CLE RK, ACCOUNTING

Perfo rm s one or m ore accounting c le r ica l tasks such as posting to reg isters and ledgers; reconciling bank accounts; ver ify in g the internal consistency, completeness, and mathematical accuracy of accounting documents; assigning prescribed accounting distribution codes; examining and verify in g for c ler ica l accuracy various types o f reports, lis ts , calculations, posting, etc.; o r preparing simple or assisting in preparing m ore complicated journal vouchers. May work in either a manual o r automated accounting system.

The work requ ires a knowledge o f c le r ica l methods and o ffice practices and procedures which relates to the c ler ica l processing and recording o f transactions and accounting information. With experience, the worker typ ically becomes fam ilia r with the bookkeeping and accounting term s and procedures used in the assigned work, but is not required to have a knowledge o f the form al princip les o f bookkeeping and accounting.

CLERK, ACCOUNTING— Continued

Positions are classified into leve ls on the basis of the follow ing definitions.

Class A . Under general supervision, perform s accounting c le r ica l operations which require the application o f experience and judgment, for example, c le r ica lly processing com plicated or nonrepetitive accounting transactions, selecting among a substantial varie ty of prescribed accounting codes and classifications, o r tracing transactions through previous accounting actions to determ ine source o f discrepancies. May be assisted by one or m ore class B accounting clerks.

Class B. * Under close supervision, follow ing detailed instructions and standardized p ro cedures, perform s one or m ore routine accounting c ler ica l operations, such as posting to ledgers , cards, or worksheets where identification of items and locations o f postings are c lea r ly indicated; checking accuracy and completeness o f standardized and repetitive records or accounting documents; and coding documents using a few prescribed accounting codes.

CLERK, F ILE

F ile s , c la ss ifies , and re tr ieves m aterial in an established filing system. May perform c ler ica l and manual tasks required to maintain files . Positions are classified into leve ls on the basis o f the follow ing definitions.

Class A . C lass ifies and indexes file m ateria l such as correspondence, reports, technical documents, etc., in an established filing system containing a number o f varied subject m atter file s . May also file this m ateria l. May keep records of various types in conjunction with the files . M ay lead a small group o f lower leve l file c lerks.

Class -B. Sorts, codes, and files unclassified m aterial by simple (subject matter) headings or partly classified m ateria l by finer subheadings. Prepares simple related index and c ross -re fe ren ce aids. As requested, locates c lea r ly identified m aterial in files and Forwards m ateria l. May perform related c le r ica l tasks required to maintain and service files .

Class C . Perfo rm s routine filing o f m ateria l that has already been classified or which is easily classified in a simple seria l classification system (e.g ., alphabetical, chronological, o r num erical). As requested, locates read ily available m ateria l in files a»d forwards m ateria l; and m ay f i l l out withdrawal charge. May perform simple c le r ica l und manual tasks required to maintain and serv ice files .

CLE RK, ORDER

Receives custom ers' orders for m ateria l o r merchandise by m ail, phone, or personally. Duties involve any combination of the fo llow ing: Quoting prices to customers; making out an order sheet listing the items to make up the order; checking prices and quantities of items on order sheet; and distributing order sheets to respective departments to be filled . May check with credit department to determ ine credit rating o ( customer, acknowledge receipt of orders from customers, fo llow up orders to see that they have been filled , keep file o f orders received , and check shipping invoices with original orders.

CLERK, PA Y R O L L

Computes wages of company employees and enters the necessary data on the payroll sheets. Duties involve: Calculating w orkers ' earnings ba£ed on time or production records; and posting calculated data on payroll sheet, showing information such as w orker 's name, working days, tim e, rate, deductions fo r insurance, and total-wages due. May make out paychecks and assist paymaster in making up and distributing pay envelopes. May use a calculating machine.

NO TE: Since the last survey in this area, the Bureau has (1) discontinued collecting data fo r Comptometer operators, (2) changedthe electron ics technicians classification from a single lev .1 to a three leve l job, and (3) begun collecting data fo r warehousemen.

2 9


3 0

KEYPUNCH OPERATOR

Operates a keypunch machine to record or v e r ify alphabetic and/or numeric data on tabulating cards or on tape.

Positions are c lass ified into leve ls on the basis o f the follow ing definitions.

Class A . Work requ ires the application of experience and judgment in selecting procedures to be followed and in searching fo r , interpreting, selecting, o r coding items to be keypunched from a va rie ty o f source documents. On occasion may also perfo rm some routine keypunch work. May train inexperienced keypunch operators.

Class B. Work is routine and repetitive. Under c lose supervision or follow ing specific procedures or instructions, works from various standardized source documents which have been coded, and follows specified procedures which have been prescribed in detail and require little o r no selecting, coding, o r interpreting o f data to be recorded. R efers to supervisor problems arising from erroneous items or codes o r m issing information.

MESSENGER (O ffice Boy or G irl)

P erfo rm s various routine duties such as running errands, operating m inor o ffice m achines such as sea lers or m a ilers , opening and distributing m ail, and other m inor c le r ica l work. Exclude positions that requ ire operation o f a m otor veh icle as a significant duty.

SECRE TARY

Assigned as personal secretary , norm ally to one individual. Maintains a close and highly responsive relationship to the day-to-day work o f the supervisor. Works fa ir ly independently r e ceiving a minimum of detailed supervision and guidance. P erfo rm s varied c le r ica l and secreta ria l duties, usually including m ost o f the fo llow ing:

a. R eceives telephone ca lls , personal ca lle rs , and incoming m ail, answers routine inquires, and-routes technical inqu iries to the proper persons;

b. Establishes, maintains, and rev ises the supervisor's files ;

c. Maintains the supervisor's calendar and makes appointments as instructed;

d. Relays m essages from supervisor to subordinates;

e. Reviews correspondence, memorandums, and reports prepared by others fo r the su pervisor's signature to assure procedural and typographic accuracy;

f. P erfo rm s stenographic and typing work.

May also perfo rm other c le r ica l and sec reta ria l tasks o f comparable nature and difficu lty. The work typ ically requ ires knowledge o f o ffice routine and understanding o f the organization, program s, and procedures related to the work o f the supervisor.

Exclusions

Not a ll positions that are titled "s e c re ta ry " possess the above characteris tics. Examples o f positions which are excluded from the definition are as fo llow s:

a. Positions which do not m eet the "person a l" secretary concept described above;

b. Stenographers not fu lly trained in sec reta ria l type duties;

c. Stenographers serving as o ffice assistants to a group o f professional, technical, or m anagerial persons;

d. Secretary positions in which the duties are either substantially m ore routine or substantially m ore complex and responsible than those characterized in the definition;

e. Assistant type positions which involve m ore d ifficu lt or m ore responsible technical, adm inistrative, supervisory, or specia lized c le r ica l duties which are not typical o f sec reta ria l work.

SECRETARY— Continued

NO TE : The term "corporate o fficer , " used in the leve l definitions follow ing, re fe rs to those o ffic ia ls who have a significant corporate-w ide policymaking ro le with regard to m ajor company activ ities . The tit le "v ice president, " though norm ally indicative o f this ro le, does not in a ll cases identify such positions. V ice presidents whose prim ary responsib ility is to act p e rsonally on individual cases or transactions (e .g ., approve o r deny individual loan or cred it actions; adm inister individual trust accounts; d irectly supervise a c le r ica l staff) are not considered to be "corporate o ffic e rs " fo r purposes o f applying the follow ing leve l defin itions.

Class A

1. Secretary to the chairman of the board or president o f a company that em ploys, in a ll, o ver 100 but few er than 5,000 persons; or

2. Secretary to a corporate o ffic e r (other than the chairman o f the board or president) o f a company that em ploys, in a ll, o ver 5, 000 but few er than 25, 000 persons; or

3. S ecretary to the head, im m ediately below the corporate o ffic e r leve l, o f a m ajor segment or subsidiary o f a company that em ploys, in a ll, o ver 25,000 persons.

Class B

1. Secretary to the chairman o f the board or president o f a company that em ploys, in a ll, few er than 100 persons; or

2. Secretary to a corporate o ffic e r (other than the chairman of the board or president) o f a company that em ploys, in a ll, over 100 but few er than 5,000 persons; o r

3. Secretary to the head, im m ediately below the o ffic e r le ve l, o ver either a m ajor corporate-w ide functional activ ity (e .g ., m arketing, research , operations, industrial re la tions, etc.) or a m ajor geographic or organizational segment (e .g ., a regional headquarters; a m ajor division ) o f a company that em ploys, in a ll, over 5,000 but few er than 25,000 em ployees; or

4. Secretary to the head o f an individual plant, factory, etc. (o r other equivalent le ve l o f o ffic ia l) that em ploys, in a ll, over 5,000 persons; or

5. Secretary to the head o f a large and important organizational segment (e .g ., a m iddle management supervisor o f an organizational segment often involving as many as severa l hundred persons) or a company that em ploys, in a ll, o ver 25,000 persons.

Class C

1. Secretary to an executive or managerial person whose responsib ility is not equivalent to one o f the specific leve l situations in the definition fo r class B, but whose organizational unit norm ally numbers at least severa l dozen em ployees and is usually divided into organ izational segments which a re often, in turn, further subdivided. In some companies, this leve l includes a wide range o f organizational echelons; in others, only one or two; m-

2. Secretary to the head of an individual plant, factory, etc. (o r other equivalent leve l o f o ffic ia l) that em ploys, in a ll, few er than 5,000 persons.

Class D

1. Secretary to the supervisor or head o f a sm all organizational unit (e .g ., few er than about 25 or 30 persons); c>r

2. Secretary to a nonsupervisory staff specia list, professional em ployee, adm inistrative o ffic e r , or assistant, skilled technician or expert. (NOTE: Many companies assignstenographers, rather than secretaries as described above, to this le ve l o f supervisory or nonsupervisory w orker.)

STENOGRAPHER

P rim a ry duty is to take dictation using shorthand, and to transcribe the dictation. May also type from written copy. May operate from a stenographic pool. May occasionally transcribe from vo ice recordings ( i f p r im ary duty is transcrib ing from recordings, see Transcribing-M achine Operator, General).

N O TE : This job is distinguished from that o f a secretary in that a secretary norm ally works in a confidential relationship with only one manager or executive and perform s m ore responsible and d iscretionary tasks as described in the secretary job definition.

Stenographer, General

Dictation involves a normal routine vocabulary. M ay maintain file s , keep simple records, o r perform other re la tive ly routine c le r ica l tasks.


31

STENOGRAPHER— Continued

Stenographer, Senior

Dictation involves a varied technical o r specia lized vocabulary such as in legal b riefs o r reports on scientific research . May also set up and maintain file s , keep records, etc.

OR

Perfo rm s stenographic duties requiring significantly grea ter independence and responsib ility than stenographer, general, as evidenced by the follow ing: Work requ ires a highdegree o f stenographic speed and accuracy; a thorough working knowledge o f general business and o ffice procedure; and of the specific business operations, organization, po lic ies, p rocedures, files , workflow, etc. Uses this knowledge in perform ing stenographic duties and tesponsible c le r ica l tasks such as maintaining followup files ; assembling m ateria l fo r reports, memorandums, and le tters ; composing simple letters from general instructions; reading and routing incoming m ail; and answering routine questions, etc.

SWITCHBOARD OPERATOR

Class A . Operates a single- o r multiple-position telephone switchboard handling incoming, outgoing, intraplant or o ffice ca lls. P erfo rm s full telephone information serv ice o r handles complex ca lls, such as conference, co llect, overseas, or s im ilar ca lls, either in addition to doing routine work as described fo r switchboard operator, class B, or as a fu ll-tim e assignment. ( "F u ll" telephone information serv ice occurs when the establishment has varied functions that are not read ily understandable fo r telephone information purposes, e .g ., because o f overlapping or in terrelated functions, and consequently present frequent problem s as to which extensions are appropriate fo r ca lls .)

Class B . Operates a single- or multiple-position telephone switchboard handling incoming, outgoing, intraplant or o ffice ca lls . May handle routine long distance calls and record to lls . May perform lim ited telephone information serv ice . ("L im ited " telephone information serv ice occurs i f the functions of the establishment serviced are read ily understandable fo r telephone information purposes, o r i f the requests are routine, e.g ., giving extension numbers when specific names are furnished, or i f complex calls are re fe rred to another operator.)

These classifications do not include switchboard operators in telephone companies who assist customers in placing calls.

SWITCHBOARD O PER ATO R-REC EPTIO NIST

In addition to perform ing duties o f operator on a single-position or m onitor-type switchboard, acts as receptionist and may also type or perform routine c le r ica l work as part o f regular duties. This typing or c le r ica l work may take the m ajor part of this w orker's tim e while at switchboard.

TABU LATING -M ACH INE O PERATOR (E lec tr ic Accounting Machine Operator)

Operates one or a variety o f machines such as the tabulator, calculator, co lla tor, in te rp reter, sorter, reproducing punch, etc. Excluded from this definition are working supervisors. A lso excluded are operators o f electron ic d igital computers, even though they may also operate EAM equipment.

TABU LATING -M ACH INE OPERATOR (E lec tr ic Accounting Machine Operator)— Continued

Positions are c lassified into leve ls on the basis o f the follow ing definitions.

Class A . P erfo rm s complete reporting and tabulating assignments including devising d ifficu lt control panel w iring under general supervision. Assignments typically involve a varie ty o f long and complex reports which often are irregu la r o r nonrecurring, requiring some planning o f the nature and sequencing of operations, and the use o f a variety o f m achines. Is typ ically involved in training new operators in machine operations or training low er leve l operators in w iring from diagrams and in the operating sequences o f long and complex reports. Does not include positions in which w iring responsib ility is lim ited to selection and insertion o f prew ired boards.

Class B . Perfo rm s work according to established procedures and under specific instructions. Assignments typ ically involve complete but routine and recurring reports or parts o f la rger and m ore complex reports. Operates m ore difficu lt tabulating o r e lec tr ica l accounting machines such as the tabulator and calculator, in addition to the sim pler machines used by class C operators. May be required to do some w iring from diagrams. May train new em ployees in basic machine operations.

Class C . Under specific instructions, operates simple tabulating or e lec tr ica l accounting machines such as the sorter, in terpreter, reproducing punch, co lla tor, etc. Assignments typically involve portions o f a work unit, fo r example, individual sorting or collating runs, or repetitive operations. May perform simple w iring from diagram s, and do some filing work.

TRANSCRIB ING-M ACHINE O PERATOR, G ENERAL

Prim ary duty is to transcribe dictation involving a normal routine vocabulary from transcrib ing-m achine records. May also type from written copy and do simple c ler ica l work. W orkers transcrib ing dictation involving a varied technical or specia lized vocabulary such as legal brie fs or reports on scientific research are not included. A worker who takes dictation in shorthand or by Stenotype or sim ilar machine is classified as a stenographer.

T Y P IS T

Uses a typew riter to make copies o f various m aterials or to make out b ills after calculations have been made by another person. May include typing of stencils, mats, or s im ilar m ateria ls fo r use in duplicating processes. May do c ler ica l work involving little special training, such as keeping simple records, filing records and reports, o r sorting and distributing incoming m ail.

Class A . P erfo rm s one or m ore o f the fo llow ing: Typing m aterial in final form when it involves combining m ateria l from severa l sources: o r responsib ility fo r correct spelling, syllabication, punctuation, etc., of technical or unusual words or foreign language m ateria l; or planning layout and typing o f complicated statistical tables to maintain uniformity and balance in spacing. May type routine form letters , varying details to suit circumstances.

Class B . Perfo rm s one or m ore o f the fo llow ing: Copy typing from rough or clear drafts; or routine typing o f form s, insurance po lic ies, etc.; or setting up simple standard tabulations; or copying m ore complex tables a lready set up and spaced properly.

P R O F E S S IO N A L A N D T E C H N IC A L

COM PUTER O PERATOR

Monitors and operates the control console o f a digital computer to process data according to operating instructions, usually prepared by a p rogram er. Work includes most of the fo llow ing: Studies instructions to determ ine equipment setup and operations; loads equipment with required item s (tape ree ls , cards, etc.); switches necessary auxiliary equipment into circu it, and starts and operates computer; makes adjustments to computer to co rrec t operating problems and meet special conditions; reviews e rro rs made during operation and determ ines cause or re fe rs problem to supervisor or program er; and maintains operating records. May test and assist in correcting program .

For wage study purposes, computer operators are classified as follows:

Class A . Operates independently, o r under only general direction, a computer running program s with most o f the follow ing characteris tics: New program s are frequently tested and introduced; scheduling requirements are of cr itica l importance to m in im ize downtime: the program s are o f complex design so that identification o f e r ro r source often requ ires a working knowledge of the total program , and alternate programs may not be available. May give direction and guidance to lower level operators.

Class B . Operates independently, o r under only general direction, a computer running program s with most of the follow ing characteris tics: Most o f the program s are established production runs, typ ically run on a regu larly recurring basis; there is little o r no testing

COM PUTER O PERATOR— Continued

of new program s required; alternate program s are provided in case original program needs m ajor change or cannot be corrected within a reasonable tim e. In common erro r situations, diagnoses cause and takes correc tive action. This usually involves applying previously program ed co rrec tive steps, o r using standard correction techniques.

OR

Operates under d irect supervision a computer running program s or segments o f program s with the characteristics described fo r class A . May assist a higher leve l operator by independently perform ing less d ifficu lt tasks assigned, and perform ing difficu lt tasks follow ing detailed instructions and with frequent rev iew of operations perform ed.

Class C . Works on routine program s under close supervision. Is expected to develop working knowledge of the computer equipment used and ability to detect problems involved in running routine program s. Usually has received some form al training in computer operation. May assist higher leve l operator on complex program s.

COM PUTER PROGRAM ER, BUSINESS

Converts statements o f business problems, typically prepared by a systems analyst, into a sequence of detailed instructions which are required to solve the problems by automatic data processing equipment. Working from charts o r diagram s, the program er develops the precise instructions which, when entered into the computer system in coded language, cause the manipulation


3 2

COM PUTER PROGRAM ER, BUSINESS— Continued

o f data to achieve desired resu lts. Work involves most o f the fo llow ing: Applies knowledge ofcomputer capabilities, mathematics, logic employed by computers, and particu lar subject matter involved to analyze charts and diagram s of the problem to be programed: develops sequence o f program steps; w rites detailed flow charts to show order in which data w ill be processed; converts these charts to coded instructions fo r machine to follow ; tests and co rrects program s; prepares instructions fo r operating personnel during production run; analyzes, review s, and a lters program s to increase operating effic iency or adapt to new requirements: maintains records of program development and revisions. (NOTE; W orkers perform ing both systems analysis and p ro gram ing should be c lass ified as systems analysts i f this is the sk ill used to determ ine their pay.)

Does not include em ployees p rim arily responsib le fo r the management or supervision o f other e lectron ic data processing em ployees, o r program ers p rim arily concerned with scientific and/or engineering problem s.

For wage study purposes, program ers are c lass ified as follows;

Class A . Works independently or under only general d irection on qomplex problem s which requ ire competence in a ll phases of program ing concepts and practices. Working from diagrams and charts which identify the nature o f desired resu lts, m ajor processing steps to be accomplished, and the relationships between various steps o f the problem solving routine; plans the full range o f program ing actions needed to effic ien tly u tilize the computer system in achieving des ired end products.

At this leve l, program ing is d ifficu lt because computer equipment must be organized to produce severa l in terre lated but d iverse products from numerous and d iverse data elements. A wide va rie ty and extensive number o f internal processing actions must occur. This requires such actions as development of common operations which can be reused, establishment of linkage points between operations, adjustments to data when program requirements exceed computer storage capacity, and substantial manipulation and resequencing o f data elements to fo rm a highly integrated program .

May provide functional direction to low er leve l program ers who are assigned to assist.

Class B . Works independently o r under only general direction on re la tive ly simple program s, or on sim ple segments o f complex program s. Program s (or segments) usually process in form ation to produce data in two or three varied sequences o r form ats. Reports and listings are produced by refining, adapting, a rraying, or making m inor additions to or deletions from input data which are read ily available. While numerous records may be processed, the data have been refined in p rior actions so that the accuracy and sequencing o f data can be tested by using a few routine checks. Typ ica lly, the program deals with routine record-keep ing type operations.

OR

Works on com plex program s (as described fo r class A ) under close d irection of a higher leve l p rogram er or supervisor. May assist higher leve l program er by independently p e rform ing less d ifficu lt tasks assigned, and perform ing m ore difficu lt tasks under fa ir ly close direction.

May guide o r instruct low er leve l program ers.

Class C . Makes practical applications o f program ing practices and concepts usually learned in form al train ing courses. Assignments are designed to develop competence in the application o f standard procedures to routine problem s. Receives close supervision on new aspects o f assignments; and work is reviewed to v e r ify its accuracy and conformance with required procedures.

COM PUTER SYSTEMS A N A LYS T , BUSINESS

Analyzes business problems to formulate procedures fo r solving them by use o f electronic data processing equipment. Develops a complete description o f a ll specifications needed to enable program ers to prepare requ ired d igital computer program s. Work involves most of the fo llow ing: Analyzes subject-m atter operations to be automated and identifies conditions and c r ite r ia required to achieve satisfactory results; specifies number and types of records, file s , and documents to be used; outlines actions to be perform ed by personnel and computers in sufficient detail for presentation to management and fo r program ing (typically this involves preparation o f work and data flow charts); coordinates the development of test problem s and participates in tr ia l runs of new and revised system s; and recommends equipment changes to obtain m ore e ffective o vera ll operations. (NOTE: W orkers perform ing both systems analysis and program ing should be c lassified as systems analysts i f this is the skill used to determ ine their pay.)

Does not include em ployees p r im arily responsible fo r the management or supervision of other e lectron ic data processing em ployees, or systems analysts p r im arily concerned with scientific or engineering problem s.

For wage study purposes, systems analysts are classified as follows:

Class A. Works independently or under only general direction on complex problems involving all phases o f systems analysis. Problem s are complex because o f d iverse sources of input data and m ultip le-use requirements o f output data. (F o r example, develops an integrated production scheduling, inventory control, cost analysis, and sales analysis record in which

COM PUTER SYSTEMS A N A LYS T , BUSINESS— Continued

eve ry item o f each type is automatically processed through the fu ll system o f records and appropriate followup actions are in itiated by the computer.) Confers with persons concerned to determ ine the data processing problem s and advises subject-m atter personnel on the im p lica tions o f new or rev ised system s of data processing operations. Makes recommendations, i f needed, fo r approval o f m a jor systems installations or changes and fo r obtaining equipment.

May provide functional direction to low er le ve l systems analysts who are assigned to assist.

Class B. Works independently or under only general d irection on problems that are re la tive ly uncomplicated to analyze, plan, program , and operate. Problem s are o f lim ited com plexity because sources o f input data are homogeneous and the output data are c lose ly related. (F o r example, develops systems fo r maintaining depositor accounts in a bank, maintaining accounts receivab le in a re ta il establishment, o r maintaining inventory accounts in a manufacturing or wholesale establishment.) Confers with persons concerned to determ ine the data processing problem s and advises subject-m atter personnel on the implications o f the data processing systems to be applied.

OR

Works on a segment o f a complex data processing scheme or system , as described fo r class A . Works independently on routine assignments and rece ives instruction and guidance on com plex assignments. Work is review ed fo r accuracy o f judgment, compliance with instructions, and to insure proper alinement with the o vera ll system .

Class C . Works under im m ediate supervision, carrying out analyses as assigned, usually o f a single activity. Assignm ents are designed to develop and expand practical experience in the application o f procedures and skills requ ired fo r systems analysis work. For example, m ay assist a higher le ve l systems analyst by preparing the detailed specifications requ ired by p rogram ers from inform ation developed by the higher leve l analyst.

DRAFTSM AN

Class A . Plans the graphic presentation o f complex items having distinctive design features that d iffe r significantly from established drafting precedents. Works in c lose support with the design orig inator, and may recommend m inor design changes. Analyzes the effect o f each change on the details o f form , function, and positional relationships o f com ponents and parts. Works with a minimum o f supervisory assistance. Completed work is review ed by design orig inator fo r consistency with p r io r engineering determ inations. May either prepare drawings, o r d irect the ir preparation by low er le ve l draftsmen.

C lass B . P er fo rm s nonroutine and complex drafting assignments that requ ire the application o f most o f the standardized drawing techniques regu larly used. Duties typ ically invo lve such work as: Prepares working drawings o f subassemblies with irregu la r shapes,multiple functions, and p rec ise positional relationships between components; prepares arch itectural drawings fo r construction o f a building including detail drawings o f foundations, wall sections, f lo o r plans, and roo f. Uses accepted form ulas and manuals in making necessary computations to determ ine quantities o f m ateria ls to be used, load capacities, strengths, stresses, etc. R eceives in itia l instructions, requirem ents, and advice from supervisor. Completed work is checked fo r technical adequacy.

Class C . P repares detail drawings o f single units o r parts fo r engineering, construction, manufacturing, or repa ir purposes. Types of drawings prepared include isom etric projections (depicting three dimensions in accurate scale) and sectional views to c la r ify positioning o f components and convey needed information. Consolidates details from a number o f sources and adjusts or transposes scale as required. Suggested methods o f approach, applicable precedents, and advice on source m ateria ls are given with in itia l assignments. Instructions are less complete when assignments recur. Work may be spot-checked during progress.

D RAFTSM AN -TR ACE R

Copies plans and drawings prepared by others by placing tracing cloth or paper over drawings and tracing with pen or pencil. (Does not include tracing lim ited to plans p rim arily consisting o f straight lines and a large scale not requ iring c lose delineation.)

AND/OR

Prepares sim ple o r repetitive drawings of easily visualized item s. Work is closely supervised during p rogress .

ELECTRONICS TECHNICIAN

Works on various types o f electron ic equipment and related devices by perform ing one or a combination o f the follow ing: Installing, maintaining, repairing, overhauling, troubleshooting, m odifying, constructing, and testing. Work requ ires practical application o f technical knowledge o f e lectron ics princip les, ability to determ ine malfunctions, and sk ill to put equipment in requ ired operating condition.


3 3

ELECTRONICS TECHNICIAN— Continued

The equipment— consisting o f either many d ifferent kinds o f circuits o r multiple repetition o f the same kind o f circu it— includes, but is not lim ited to, the follow ing: (a) E lectron ic transmitting and receiv ing equipment (e .g ., radar, radio, te levis ion , telephone, sonar, navigational a ids), (b) d ig ita l and analog computers, and (c ) industrial and m edical measuring and controlling equipment.

This c lassification excludes repairm en o f such standard electron ic equipment as common o ffice machines and household radio and te levis ion sets: production assem blers and testers: workers whose prim ary duty is servic ing electron ic test instruments; technicians who have administra tive or supervisory responsib ility: and draftsmen, designers, and professional engineers.

Positions are c lassified into leve ls on the basis o f the follow ing definitions.

Class A . Applies advanced technical knowledge to so lve unusually complex problems (i.e ., those that typ ically cannot be solved so le ly by re ference to manufacturers' manuals or s im ilar documents) in working on electron ic equipment. Examples o f such problems include location and density o f c ircu itry , e lectro-m agnetic radiation, isolating malfunctions, and frequent engineering changes. Work involves: A detailed understanding o f the in terre lation ships o f circu its: exerc is ing independent judgment in perform ing such tasks as making circu it analyses, calculating wave fo rm s, tracing relationships in signal flow; and regu larly using complex test instruments (e .g ., dual trace oscilloscopes, Q -m eters, deviation m eters, pulse generators).

Work m ay be reviewed by supervisor (frequently an engineer or designer) fo r general compliance with accepted practices. May provide technical guidance to lower leve l technicians.

Class B . Applies comprehensive technical knowledge to solve complex problems (i.e ., those that typ ically can be solved so le ly by properly interpreting manufacturers' manuals or sim ilar documents) in working on electron ic equipment. Work involves: A fam ilia r ity withthe interrelationships o f circu its; and judgment in determ ining work sequence and in selecting tools and testing instruments, usually less complex than those used by the class A technician.

ELECTRONICS TECHNICIAN— Continued

R eceives technical guidance, as required, from supervisor o r higher leve l technician, and work is review ed fo r specific compliance with accepted practices and work assignments. May provide technical guidance to lower leve l technicians.

Class C . Applies working technical knowledge to perform simple o r routine tasks in working on electron ic equipment, fo llow ing detailed instructions which cover virtua lly a ll procedures. Work typ ically involves such tasks as: Assisting higher leve l technicians byperform ing such activities as replacing components, w iring circu its , and taking test readings; repairing simple electron ic equipment; and using tools and common test instruments (e .g ., m u ltim eters, audio signal generators, tube testers , o scilloscopes). Is not required to be fam ilia r with the interrelationships o f circu its . This knowledge, however, may be acquired through assignments designed to increase competence (including classroom training) so that w orker can advance to higher leve l technician.

R eceives technical guidance, as required, from supervisor or higher leve l technician. Work is typ ically spot checked, but is given detailed rev iew when new or advanced assignments are involved.

NURSE, INDUSTRIAL (R egistered )

A reg istered nurse who gives nursing serv ice under general m edical d irection to i l l or injured em ployees or other persons who become i l l o r suffer an accident on the prem ises o f a factory or other establishment. Duties involve a combination o f the fo llow ing: Giving firs t aidto the i l l o r injured; attending to subsequent dressing o f em ployees' in juries: keeping records o f patients treated; preparing accident reports fo r compensation or other purposes; assisting in physical examinations and health evaluations of applicants and em ployees; and planning and ca rry ing-out program s involving health education, accident prevention, evaluation o f plant environment, or other activ ities affecting the health, w elfa re , and safety o f a ll personnel. Nursing supervisors or head nurses in establishments employing m ore than one nurse are excluded.

M A IN T E N A N C E A N D P O W E R P L A N T

CARPENTE R, M AINTENANCE

Perfo rm s the carpentry duties necessary to construct and maintain in good repair building woodwork and equipment such as bins, cribs, counters, benches, partitions, doors, floors , sta irs, casings, and tr im made o f wood in an establishment. Work involves most o f the fo llow ing: Planning and laying out o f work from blueprints, drawings, m odels, or verbal instructions; using a varie ty o f carpenter's handtools, portable power tools, and standard measuring instruments; making standard shop computations relating to dimensions o f work; and selecting m ateria ls necessary fo r the work. In general, the work o f the maintenance carpenter requires rounded training and experience usually acquired through a form al apprenticeship o r equivalent training and experience.

E LE C TR IC IAN , M AINTENANCE

Perfo rm s a varie ty o f e lec tr ica l trade functions such as the installation, maintenance, or repa ir o f equipment fo r the generation, distribution, or u tilization o f e lec tr ic energy in an establishment. Work involves most o f the fo llow ing: Installing or repairing any of a va rie ty o f e le c tr ica l equipment such as generators, transform ers, switchboards, contro llers, circu it b reakers , m otors, heating units, conduit system s, or other transm ission equipment; working from blueprints, drawings, layouts, or other specifications; locating and diagnosing trouble in the e lec tr ica l system or equipment; working standard computations relating to load requirements of w iring or e lec tr ica l equipment; and using a va rie ty o f e lec tr ic ian 's handtools and m easuring and testing instruments. In general, the work o f the maintenance electric ian requ ires rounded training and experience usually acquired through a form al apprenticeship or equivalent training and experience.

ENGINEER, STATIO N AR Y

Operates and maintains and may also supervise the operation o f stationary engines and equipment (mechanical or e lec tr ica l) to supply the establishment in which employed with power, heat, re frigera tion , or air-condition ing. Work involves: Operating and maintaining equipmentsuch as steam engines, a ir com pressors , generators, m otors, turbines, ventilating and r e fr ig erating equipment, steam bo ilers and bo ile r-fed water pumps; making equipment repairs; and keeping a record o f operation o f machinery, tem perature, and fuel consumption. May also supervise these operations. Head or ch ief engineers in establishments employing m ore than one engineer are excluded.

F IREM AN , STA TIO N AR Y BOILER

F ires stationary bo ilers to furnish the establishment in which employed with heat, power, o r steam. Feeds fuels to f ir e by hand o r operates a mechanical stoker, gas, or o il burner; and checks water and safety va lves . May clean, o il, or assist in repairing boilerroom equipment.

H ELPE R , M AIN TEN AN CE TRADES

Assists one or m ore workers in the skilled maintenance trades, by perform ing specific or general duties o f lesser skill, such as keeping a worker supplied with m aterials and tools; cleaning working area, machine, and equipment; assisting journeyman by holding m aterials or tools; and perform ing other unskilled tasks as d irected by journeyman. The kind o f work the helper is perm itted to perfo rm varies from trade to trade: In some trades the helper is confined to supplying, lifting, and holding m ateria ls and tools, and cleaning working areas; and in others he is perm itted to perfo rm specia lized machine operations, or parts o f a trade that are also perform ed by workers on a fu ll-tim e basis.

M ACH INE-TO O L O PERATO R, TOOLROOM

Specializes in the operation o f one or m ore types of machine tools, such as j ig borers, cy lindrica l or surface grinders, engine lathes, or m illin g machines, in the construction of machine-shop tools, gages, jigs , fixtures, or dies. Work involves most of the follow ing: Planning and perform ing d ifficu lt machining operations; processing items requiring complicated setups or a high degree o f accuracy; using a va rie ty o f precision measuring instruments; selecting feeds, speeds, tooling, and operation sequence; and making necessary adjustments during operation to achieve requ isite tolerances or dimensions. May be required to recognize when tools need dressing, to dress tools, and to select proper coolants and cutting and lubricating o ils . For cross-industry wage study purposes, m achine-tool operators, toolroom , in tool and die jobbing shops are excluded from this classification .

M ACHINIST, M AINTENANCE

Produces replacement parts and new parts in making repairs o f m etal parts o f mechanical equipment operated in an establishment. Work involves most o f the fo llow ing: Interpreting written instructions and specifications; planning and laying out o f work; using a varie ty o f m achinist's


3 4

M ACHINIST, M A IN TEN AN CE— Continued

handtools and precis ion measuring instruments; setting up and operating standard machine tools; shaping o f m etal parts to close tolerances; making standard shop computations relating to dimensions o f work, tooling, feeds, and speeds o f machining; knowledge of the working properties of the common m etals; selecting standard m ateria ls , parts, and equipment requ ired fo r his work; and fitting and assem bling parts into mechanical equipment. In general, the machin ist's work norm ally requ ires a rounded training in machine-shop practice usually acquired through a form al apprenticeship or equivalent training and experience.

M ECHANIC, AU TO M O TIVE (Maintenance)

Repairs automobiles, buses, motortrucks, and tractors o f an establishment. Work invo lves most_of_the_following: Examining automotive equipment to diagnose source o f trouble; d isassem bling equipment and perform ing repairs that involve the use o f such handtools as wrenches, gages, d r ills , or specia lized equipment in disassembling or fitting parts; replacing broken or defective parts from stock; grinding and adjusting valves; reassem bling and installing the various assem blies in the veh icle and making necessary adjustments; and alining wheels, adjusting brakes and lights, or tightening body bolts. In general, the work o f the automotive mechanic requires rounded training and experience usually acquired through a form al apprenticeship or equivalent train ing and experience.

This c lassification does not include mechanics who repa ir custom ers' veh icles in autom obile repa ir shops.

M ECHANIC, M AINTENANCE

Repairs m achinery o r mechanical equipment o f an establishment. Work involves most o f the fo llow ing: Examining machines and mechanical equipment to diagnose source o f trouble;dismantling or partly dismantling machines and perform ing repairs that m ainly involve the use o f handtools in scraping and fitting parts; replacing broken or defective parts with item s obtained from stock; ordering the production o f a replacement part by a machine shop or sending o f the machine to a machine shop fo r m ajor repairs; preparing written specifications fo r m ajor repairs or fo r the production o f parts ordered from machine shop; reassem bling machines; and making a ll necessary adjustments fo r operation. In general, the work of a maintenance mechanic requires rounded training and experience usually acquired through a fo rm al apprenticeship o r equivalent training and experience. Excluded from this c lassification are workers whose prim ary duties involve setting up or adjusting machines.

M ILLW RIG H T

Installs new machines or heavy equipment, and dismantles and installs machines o r heavy equipment when changes in the plant layout are required. Work involves m ost o f the fo llow ing; Planning and laying out o f the work; in terpreting blueprints o r other specifications; using a varie ty o f handtools and rigging; making standard shop computations relating to stresses, strength of m ateria ls , and centers o f gravity; alining and balancing o f equipment; selecting standard tools, equipment, and parts to be used; and installing and maintaining in good order power transm ission equipment such as drives and speed reducers. In general, the m illw righ t's work norm ally requ ires a rounded training and experience in the trade acquired through a form al apprenticeship or equivalent training and experience.

PA IN TE R , M AINTENANCE

Paints and redecorates w alls, woodwork, and fixtures o f an establishment. Work involves the fo llow ing: Knowledge of surface peculiarities and types o f paint requ ired fo r different applications; preparing surface fo r painting by removing old finish or by placing putty or f i l le r in nail holes and in terstices ; and applying paint with spray gun or brush. May m ix co lors, o ils, white lead, and other paint ingredients to obtain proper co lor o r consistency. In general, the work o f the maintenance painter requ ires rounded training and experience usually acquired through a form al apprenticeship o r equivalent training and experience.

P IP E F IT T E R , M AINTENANCE

Installs o r repairs w ater, steam, gas, or other types o f pipe and pipefittings in an establishment. Work involves most o f the fo llow ing; Laying out o f work and measuring to locate position o f pipe from drawings or other written specifications; cutting various sizes of pipe to co rrec t lengths with ch isel and hammer or oxyacetylene torch or pipe-cutting machines; threading pipe with stocks and dies; bending pipe by hand-driven or pow er-driven machines; assembling pipe with couplings and fastening pipe to hangers; making standard shop computations relating to pressures, flow , and size o f pipe required; and making standard tests to determ ine whether fin ished pipes m eet specifications. In general, the work o f the maintenance p ipefitter requires rounded training and experience usually acquired through a form al apprenticeship or equivalent training and experience. W orkers p rim arily engaged, in installing and repairing building sanitation or heating system s are excluded.

S H E E T-M E TA L WORKER, M AINTENANCE

Fabricates, installs , and maintains in good repa ir the sheet-m etal equipment and fixtures (such as machine guards, grease pans, shelves, lockers, tanks, ven tila tors , chutes, ducts, m etal roofing) o f an establishment. Work involves most of the fo llow ing; Planning and laying out a ll types of sheet-m etal maintenance work from blueprints, m odels, or other specifications; setting up and operating a ll available types o f sheet-m etal working machines; using a va rie ty o f handtools in cutting, bending, form ing, shaping, fitting, and assem bling; and installing sheet-m etal a rtic les as requ ired. In general, the work o f the maintenance sheet-m etal w orker requires rounded training and experience usually acquired through a form al apprenticeship or equivalent training and experience.

TO O L AND DIE M AKER

* Constructs and repairs machine-shop tools, gages, jig s , fixtures or dies fo r forgings, punching, and other m eta l-form ing work. Work involves most o f the fo llow ing; Planning and laying out o f work from m odels, blueprints, drawings, o r other ora l and written specifications; using a va rie ty o f too l and die m aker's handtools and precis ion m easuring instruments; understanding o f the working properties o f common m etals and alloys; setting up and operating o f machine tools and related equipment; making necessary shop computations relating to dimensions o f work, speeds, feeds, and tooling o f machines; heat-treating o f m etal parts during fabrication as w ell as o f finished tools and dies to achieve required qualities; working to close tolerances; fitting and assem bling o f parts to prescribed tolerances and allowances; and selecting appropriate m ateria ls , too ls, and p rocesses. In general, the tool and die m aker's work requ ires a rounded training in machine-shop and toolroom practice usually acquired through a form al apprenticeship or equivalent training and experience.

Fo r cross-industry wage study purposes, tool and die m akers in tool and die jobbing shops are excluded from this classification .

C U S T O D IA L A N D M A T E R IA L M O V E M E N T

GUARD AND W ATCHMEN

Guard. Per fo rm s routine po lice duties, either at fixed post o r on tour, maintaining order, using arm s or fo rce where necessary. Includes gatemen who are stationed at gate and check on identity o f em ployees and other persons entering.

Watchman. Makes rounds o f p rem ises period ica lly in protecting property against fir e , theft, and illega l entry.

JANITOR, PO RTER, OR CLEANER

Cleans and keeps in an ord er ly condition factory working areas and washrooms, or prem ises o f an o ffice , apartment house, o r com m ercia l or other establishment. Duties involve a combination o f the fo llow ing; Sweeping, mopping or scrubbing, and polishing floors ; rem oving chips, trash, and other refuse; dusting equipment, furniture, o r fixtures; polishing m etal f ix tures or trim m ings; provid ing supplies and m inor maintenance serv ices ; and cleaning lavatories, showers, and restroom s. W orkers who specia lize in window washing are excluded.

LABO RER, M A T E R IA L HANDLING

A w orker employed in a warehouse, manufacturing plant, store, o r other establishment whose duties involve one or m ore o f the fo llow ing: Loading and unloading various m ateria ls and merchandise on or from freigh t cars, trucks, o r other transporting devices; unpacking, shelving, or placing m ateria ls or merchandise in proper storage location; and transporting m aterials or m erchandise by handtruck, car, o r wheelbarrow . Longshoremen, who load and unload ships are exc luded.

ORDER F IL L E R

F ills shipping or tran sfer orders fo r finished goods from stored merchandise in accordance with specifications on sales slips, custom ers' o rders , o r other instructions. May, in addition to fillin g orders and indicating item s filled o r om itted, keep records o f outgoing o rd e rs , requ isition additional stock or report short supplies to supervisor, and perfo rm other re lated duties.


PACK ER, SH IPPING

Prepares finished products fo r shipment or storage by placing them in shipping conta iners, the specific operations perform ed being dependent upon the type, s ize , and number o f units to be packed, the type o f container em ployed, and method o f shipment. Work requires the placing o f item s in shipping containers and may involve one or m ore o f the fo llow ing: Knowledge o f various item s o f stock in o rder to v e r ify content; selection o f appropriate type and size o f container; inserting enclosures in container; using ex ce ls io r or other m ateria l to prevent breakage or damage; closing and sealing container; and applying labels or entering identifying data on container. Packers who also make wooden boxes or crates are excluded.

SH IPPING AND RECEIVING CLERK

Prepares merchandise fo r shipment, or rece ives and is responsible fo r incoming shipments o f merchandise or other m a te r ia ls . Shipping work in vo lves ; A knowledge of shipping procedures, p ractices, routes, available means o f transportation, and rates; and preparing records o f the goods shipped, making up b ills o f lading, posting weight and shipping charges, and keeping a file o f shipping records. May d irect o r assist in preparing the merchandise fo r shipment. Receiving work in vo lves : Verify ing o r directing others in verify in g the correctness o f shipments against b ills o f lading, invoices, o r other records; checking fo r shortages and re jecting damaged goods; routing merchandise or m aterials to proper departments; and maintaining necessary records and files .

For wage study purposes, workers are c lassified as fo llow s:

Receiving c lerkShipping clerkShipping and receiving c lerk

TRUCKDRIVER

D rives a truck within a city o r industrial area to transport m ateria ls , merchandise, equipment, or men between various types o f establishments such as: Manufacturing plants, freight depots, warehouses, wholesale and reta il establishments, or between reta il establishments and custom ers' houses o r places o f business. May also load or unload truck with or without helpers, make m inor mechanical repa irs, and keep truck in good working order. D river-sa lesm en and over-th e-road d r ivers are excluded.

3 5

TRUCKDRIVER— Continued

For wage study purposes, truckdrivers are c lass ified by size and type of equipment, as fo llow s: (T ra c to r - tra ile r should be rated on the basis o f tra ile r capacity.)

T ruckdriver (combination of sizes listed separately)T ruckdriver, light (under IV2 tons)T ruckdriver, medium ( 1V2 to and including 4 tons)T ruckdriver, heavy (over 4 tons, tra ile r type)T ruckdriver, heavy (over 4 tons, other than tra ile r type)

TRUCKER, POWER

Operates a manually controlled gasoline- or e lectric-pow ered truck or tractor to transport goods and m ateria ls o f a ll kinds about a warehouse, manufacturing plant, o r other establishment.

For wage study purposes, workers are c lassified by type o f truck, as follows:

Trucker, power (fo rk lift)Trucker, power (other than fo rk lift)

WAREHOUSEMAN

As directed, perform s a va rie ty of warehousing duties which require an understanding o f the establishment's storage plan. Work involves most o f the fo llow ing: Verifying m aterials(or m erchandise) against receiv ing documents, noting and reporting discrepancies and obvious damages; routing m ateria ls to p rescribed storage locations; storing, stacking, or palletizing m ateria ls in accordance with prescribed storage methods; rearranging and taking inventory o f stored m ateria ls ; examining stored m ateria ls and reporting deterioration and damage; removing m ateria l from storage and preparing it fo r shipment. May operate hand or power trucks in perform ing warehousing duties.

Exclude workers whose prim ary duties involve shipping and receiv ing work (see shipping and receiv ing c lerk and packer, shipping), o rder fillin g (see order f i l le r ) , or operating power trucks (see trucker, power).


Available On Request-----

The following areas are surveyed periodically for use in administering the Service Contract Act of 1965. Copies of public releases are or w ill be available at no cost while supplies last from any of the BLS regional offices shown on the back cover.

Alamogordo—Las Cruces, N. Mex.Alaska Albany, Ga.Am arillo , Tex.Atlantic City, N.J.Augusta, Ga.—S. C.Bakersfield, Calif.Baton Rouge, La.B iloxi, Gulfport, and Pascagoula, Miss. Bridgeport, Norwalk, and Stamford, Conn. Cedar Rapids, Iowa Champaign—Urbana, 111.Charleston, S.C.C larksville, Tenn., and Hopkinsville, Ky. Colorado Springs, Colo.Columbia, S.C.Columbus, Ga—Ala.Corpus Christi, Tex.Crane, Ind.Dothan, Ala.Duluth—Superior, Minn.—Wis.El Paso, Tex.Eugene—Springfield, Oreg.Fargo—Moorhead, N. Dak.—Minn. Fayetteville, N.C.Fitchburg—Leom inster, Mass.Frederick—Hagerstown, M d—Pa.—W. Va. Fresno, Calif.Grand Forks, N. Dak.Grand Island—Hastings , Nebr.Greenboro—Winston Salem—High Point, N.C. Harrisburg, Pa.Knoxville, Tenn.

Laredo, Tex.Las Vegas, Nev.Lower Eastern Shore, Md.—Va.Macon, Ga.Marquette, Escanaba, Sault Ste.

M arie, Mich.Melbourne—Titusville—Cocoa, Fla.

(Brevard Co.)Meridian, M iss.M iddlesex, Monmouth, Ocean, and Somerset

Cos., N.J.M obile, A la., and Pensacola, Fla. Montgomery, A la.Nashville, Tenn.Northeastern MaineNorwich—Groton—New London, Conn.Ogden, Utah Orlando, Fla.Oxnard—Simi Valley—Ventura, Calif.Panama City, Fla.Portsmouth, N.H.—Maine—M ass.Pueblo, Colo.Reno, Nev.Sacramento, Calif.Santa Barbara—Santa Maria—Lom poc, Calif. Sherman—Denison, Tex.Shreveport, La.Springfield—Chicopee—Holyoke, Mass —Conn. Topeka, Kans.Tucson, A r iz .Vallejo—Fa irfie ld—Napa, Calif.Wilmington, D el—N .J—Md.Yuma, A r iz .

Reports for the following surveys conducted in the prior year but since discontinued are also available:

Alpena, Standish, and Tawas City, Mich. Asheville, N.C.Austin, T ex .*Fort Smith, A rk —Okla.Great Falls, Mont.

Lexington, K y.* Pine Bluff, Ark. Stockton, Calif. Tacoma, Wash. Wichita Falls, Tex.

* Expanded to an area wage survey in fisca l year 1973. See inside back cover.

The twelfth annual report on salaries for accountants, auditors, chief accountants, attorneys, job analysts, d irectors of personnel, buyers, chemists, engineers, engineering technicians, draftsmen, and c lerica l employees. Order as BLS Bulletin 1742, National Survey of Professional, Administrative, Technical, and C lerica l Pay, June 1971, 75 cents a copy, from any of the BLS regional sales offices shown on the back co ve r , or from the Superintendent of Documents, U.S. Government Printing O ffice, Washington, D.C., 20402.

☆ u .s . G O V E R N M E N T P R I N T I N G O F F I C E : 197 3—'746-188/60Digitized for FRASER http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis

A rea W ag e SurveysA list of the latest available bulletins is presented below. A d irectory of area wage studies including more lim ited studies conducted at the

request of the Employment Standards Administration of the Department of Labor is available on request. Bulletins may be purchased from any of the BLS regional sales offices shown on the back cover, or from the Superintendent of Documents, U.S. Government Printing O ffice, Washington, D.C., 20402.

Area

Akron, Ohio, July 1971 1_________________________________Albany—Schenectady—Troy, N .Y ., Mar. 1972___________Albuquerque, N. M ex., Mar. 1972 1_____________________Allentown—Bethlehem—Easton, Pa.—N.J., May 1972 1 __Atlanta, Ga., May 1972 1_________________________________Austin, Tex., Dec. 19721 (to be surveyed)Baltim ore, M d., Aug. 1971______________________________Beaumont—Port Arthur—Orange, Tex., May 1972______Binghamton, N .Y., July 1972____________________________Birmingham, Ala., Mar. 1972___________________________Boise City, Idaho, Nov. 1971____________________________Boston, Mass., Aug. 1972 1 ______________________________Buffalo, N .Y., Oct. 1971_________________________________Burlington, Vt., Dec. 1971______________________________Canton, Ohio, May 1972 1_________ ______________________Charleston, W. Va., Mar. 1972 1 ________________________Charlotte, N.C., Jan. 1972 1 _____________________________Chattanooga, Tenn.-Ga., Sept. 1972 1 ------------------------Chicago, 111., June 1972_________________________________Cincinnati, Ohio—Ky.—Ind., Feb. 1972___________________Cleveland, Ohio, Sept. 1972 1____________________________Columbus, Ohio, Oct. 1971______________________________Dallas, Tex., Oct. 1971__________________________________Davenport—Rock Island—Moline, Iowa^Ill., Feb. 1972 1__Dayton, Ohio, Dec. 1971 1________________________________Denver, Colo., Dec. 1971 1______________________________Des Moines, Iowa, May 1972 1 __________________________Detroit, Mich., Feb. 1972_______________________________Durham, N.C., Apr. 1972 1______________________________Fort Lauderdale—Hollywood and West Palm

Beach, F la., Apr. 1972 1_______________________________Fort Worth, Tex., Oct. 1971_____________________________Green Bay, W is., July 1972 1------------------------------------G reenville, S.C., May 1972______________________________Houston, Tex., Apr. 1972________________________________Huntsville. A la., Feb. 1972 1 ____________________________Indianapolis, Ind., Oct. 1972 1___________________________Jackson, M iss., Jan. 1972_______________________________Jacksonville, F la., Dec. 1971___________________________Kansas City, Mo.-Kans., Sept. 1971____________________Lawrence—Haverhill, Mass.—N.H., June 1972 1_________Lexington, Ky., Nov. 1972 1 (to be surveyed)Little Rock-North L ittle Rock, Ark., July 1972 1______Los Angeles—Long Beach and Anaheim—Santa Anar-

Garden Grove, Calif., Mar. 1972______________________Lou isville, Ky.—Ind., Nov. 1971 1________________________Lubbock, Tex., Mar. 1972 1_____________________________Manchester, N.H., July 1972 1 ________________ _________Memphis, Tenn.—A rk ., Nov. 1971 1_____________________M iami, F la., Nov. 1971__________________________________Midland and Odessa, Tex., Jan. 1972 1 _________________

Bulletin number and price

1685-87, 40 cents1725-49, 30 cents1725-59, 35 cents1725-87, 35 cents1725-77, 45 cents

1725-16, 35 cents1725-69, 30 cents1775-5, 45 cents1725-58, 30 cents1725-27, 30 cents1775-13, 75 cents1725-34, 45 cents1725-25, 25 cents1725-75, 35 cents1725-63, 35 cents1725-48, 35 cents1775-14, 55 cents1725-92, 70 cents1725-56, 35 cents1775-15, 75 cents1725-19, 30 cents1725-26, 35 cents1725-55, 35 cents1725-36, 35 cents1725-44, 35 cents1725-86, 35 cents1725-68, 40 cents1725-64, 30 cents

1725-74, 35 cents1725-21, 30 cents1775-1, 55 cents1725-66, 30 cents1725-79, 35 cents1725-50, 35 cents1775-27, 30 cents1725-38, 30 cents1725-39, 30 cents1725-18, 35 cents1725-81, 35 cents

1775-2, 55 cents

1725-76, 45 cents1725-29, 35 cents1725-57, 35 cents1775-8, 55 cents1725-40, 35 cents1725-28, 30 cents1725-37, 30 cents

Area

Milwaukee, W is., May 1972 1_____________________________Minneapolis—St. Paul, Minn., Jan. 1972 1 _______________Muskegon—Muskegon Heights, Mich., June 1972 1 ______Newark and Jersey City, N.J., Jan. 1972 1______________New Haven, Conn., Jan. 1972 1___________________________New Orleans, La., Jan. 1972_____________________________New York, N .Y., Apr. 1972 1_____________________________Norfo lk-V irgin ia Beach—Portsmouth and

Newport News—Hampton, Va., Jan. 1972------------------Oklahoma City, Okla., July 1972_________________________Omaha, Nebr.—Iowa, Sept. 1971 1________________________Paterson—Clifton—Passaic, N.J., June 1972 1 ___________Philadelphia, Pa.—N.J., Nov. 1971 1 ---------------------------Phoenix, A r iz . , June 1972 1______________________________Pittsburgh, P a ., J an. 1972----------------------------------------Portland, Maine, Nov. 1971 1_____________________________Portland, Oreg.—Wash., May 1972 1 _____________________Poughkeepsier—Kingston—Newburgh, N .Y.,

Providence—Warwick—Pawtucket, R.I.—M ass.,

Raleigh, N .C., Aug. 197 2_________________________________Richmond, Va ., Mar. 1972 1_____________________________River side—San Bernardino—Ontario, Calif.,

Dec. 1971_________________________________________________Rochester, N .Y. (o ffice occupations only), July 1972___Rockford, 111., J une 1972 1 _______________________________St. Louis, Mo.—111., Mar. 1972___________________________Salt Lake City, Utah, Nov. 1971_________________________San Antonio, T ex ., May 1972_____________________________San Diego, C a lif., Nov. 1971 1____________________________San Francisco—Oakland, Calif., Oct. 1971 1_____________San Jose, C a lif., Mar. 1972______________________________Savannah, Ga., May 1972 1 _______________________________Scranton, P a ., July 1972-------------------------------------------Seattle—Eve rett, W ash., J an. 1972_____________ _________Sioux F a lls , S. Dak., Dec. 1971__________________________South Bend, Ind., May 1972 1 -------------------------------------Spokane, Wash., J une 1972 1--------------------------------------Syracuse, N .Y ., July 1972-----------------------------------------Tampa—St. Petersburg, F la ., Aug. 1972________________Toledo, Ohio-M ich., Apr. 1972 1 -------------------------------Trenton, N .J ., Sept. 1972 1_______________________________Utica—Rome, N .Y ., J uly 1972_____________________________Washington, D .C .-M d.-Va., Mar. 1972 1 ________________Waterbury, Conn., Mar. 1972 1 __________________________Wate rloo, Iowa, Nov. 1971_______________________________Wichita. Kans., Apr. 1972 1______________________________W orcester, M ass., May 1972 1___________________________York, Pa., Feb. 19721 ___________________________________Youngstown—Warren, Ohio, Nov. 1971*_________________

Bulletin number and price

1725-83, 45 cents1725-45, 50 cents1725-85, 35 cents1725-52, 50 cents1725-41, 35 cents1725-35, 30 cents1725-90, 50 cents

1725-42, 30 cents1775-6, 45 cents1725-13, 35 cents1725-88, 40 cents1725-62, 50 cents1725-94, 55 cents1725-46, . 40 cents1725-22, 35 cents1725-89, 35 cents

1725-80, 35 cents

1725-70, 30 cents1775-7, 45 cents1725-72, 35 cents

1725-43, 30 cents1775-4, 45 cents1725-84, 35 cents1725-61, 35 cents1725-24, 30 cents1725-67, 30 cents1725-32, 35 cents1725-33, 50 cents1725-65, 30 cents1725-73, 35 cents1775-10, 45 cents1725-47, 30 cents1725-30, 25 cents1725-60, 35 cents1725-91, 35 cents1775-11, 45 cents1775-9, 45 cents1725-78, 35 cents1775-12, 55 cents1775-3, 45 cents1725-93, 70 cents1725-53, 35 cents1725-20, 30 cents1725-82, 35 cents1725-71, 35 cents1725-54, 35 cents1725-51, 35 cents

1Data on establishment practices and supplementary wage provisions are also presented.


bls_1775-27_1973.pdf

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Transcript of bls_1775-27_1973.pdf