bls_1850-43_1975.pdf

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AREA WAGE SURVEYGreenville—Spartanburg, South Carolina, Metropolitan Area, June 1975Bulletin 1850-42

N.CAR.

DOCUMENT CMJLfflWN

DEC 4 13/5Oaytm & :..jiratg0mery Cft,

Public Library,

U S. DEPARTMENT OF LABOR _ _ Bureau of Labor StatisticsDigitized for FRASER

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

Preface

This bulletin p rovides resu lts o f a July 1975 su rvey o f occupational earnings in the Syracuse, N ew Y ork , Standard M etropolitan S ta tis tica l A re a (M adison, Onondaga, and O swego Counties). The su rvey was made as part o f the Bureau o f L ab or S ta tis tics ' annual a rea wage su rvey p rogram . The p rogram is designed to y ie ld data fo r ind ividual m etropo litan areas, as w e ll as national and reg ion a l estim ates fo r a ll Standard M etropo litan S ta tis tica l A reas in the United States, excluding A laska and H aw aii.

A m a jor consideration in the area wage su rvey p ro g ra m is the need to d escr ib e the le v e l and m ovem ent o f wages in a va r ie ty o f labor m arkets , through the analys is o f (1 ) the le v e l and d istribution o f wages by occupation, and (2 ) the m ovem ent o f w ages by occupational ca tegory and sk ill le v e l. The p rogram develops in fo rm ation that may be used fo r many purposes, including wage and sa la ry adm inistration , c o lle c t iv e bargain ing, and ass istance in determ in ing plant location. Survey resu lts a lso a re used by the U .S. Departm ent of Labor to make wage determ inations under the S e rv ic e Contract A c t o f 1965.

C urren tly , 83 areas are included in the p ro gram . (See l is t o f a reas on inside back c o v e r .) In each area , occupational earnings data are co lle c ted annually. In form ation on establishm ent p ractices and supplem entary wage benefits is obtained e v e ry th ird y ea r.

Each yea r a fter a ll individual area wage surveys have been com pleted, two sum m ary bulletins a re issued. The f ir s t brings together data fo r each m etropo litan a rea su rveyed . The second sum m ary bulletin presents national and reg ion a l es tim a tes, p ro jected fro m in d iv idual m etropo litan area data.

The Syracuse survey was conducted by the Bureau 's reg ion a l o ff ic e in New Y ork , N .Y ., under the gen era l d irection o f A lv in I. M argu lis , A sso c ia te A ss is tan t R eg ion a l D irec to r fo r O perations. The survey could not have been accom plished without the cooperation o f the many firm s whose wage and sa la ry data provided the basis fo r the s ta tis tica l in fo rm ation in this bulletin . The Bureau w ishes to express s incere apprec ia tion fo r the cooperation re c e iv e d .

Note:A curren t rep o rt on occupational earnings in the Syracuse a rea is ava ilab le fo r the

m oving and storage industry. A ls o ava ilab le a re lis tin gs o f union wage ra tes fo r building trades, prin ting trades, lo ca l-tran s it operating em p loyees , lo c a l tru ck d r ive rs and h e lp ers , and g ro ce ry store em ployees. F re e copies o f these a re ava ilab le fro m the Bureau 's reg ion a l o ffic e s . (See back cove r fo r addresses.)

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

AREA WAGE SURVEY Bulletin 1850-43October 1975

U.S. DEPARTM ENT OF LABOR, John T. Dunlop, Secretary BUREAU OF LABOR STATISTICS, Julius Shiskin, Commissioner

Syracuse, New York, Metropolitan Area, July 1975

CONTENTS

In trod u c tio n _________________________________________________________________________

Page

2

Tab les:

A . E arn ings:A - l . W eek ly earnings o f o ffice w o rk ers______________________________________________________________________________________________ 3A -2 . W eek ly earnings o f pro fess iona l and techn ica l w o rk e rs _____________________________________________________________________ 5A -3 , A v e ra g e w eek ly earnings o f o ffice , p ro fess ion a l, and techn ica l w o rk ers , by s e x ______________________________________ 6A -4 . H ou rly earnings o f maintenance and powerplant w o rk e rs ___________________________________________________________________ 7A -5 , H ou rly earnings o f custodial and m ateria l m ovem ent w o rk e rs _____________________________________________________________ 8A -6 . A v e ra g e hourly earnings o f maintenance, powerplant, custodial, and m a te r ia l m ovem ent w orkers , by s e x ________ 10A -7 . P e rc en t in creases in average hourly earnings fo r se lected occupational groups, adjusted fo r em ploym ent sh ifts .. 11

Appendix A. Scope and method of survey______________________________________________________________________________________________________ 12Appendix B. Occupational descr ip tion s_____________________________________________________________ ___________________________________________ 14

For sale by the Superintendent of Documents, U.S. Government Printing Office, Washington, D. C. 20402, GPO Bookstores, or BLS Regional Offices listed on back cover. Price 65 cents. Make checks payable to Superintendent of Documents.


IntroductionTh is a rea is 1 o f 83 in which the U.S. Departm ent o f L a b o r 's

Bureau o f Labor S tatistics conducts surveys o f occupational earnings and rela ted benefits on an areaw ide basis. In this area , data w ere obtained by a com bination o f persona l v is it , m a il questionnaire, and telephone in terv iew . R epresen tative estab lishm ents within s ix broad industry d iv isions w ere contacted: M anufacturing; transportation , com munication, and other other public u tilit ies ; w holesale trade; re ta il trade; finance, insurance, and rea l estate; and se rv ic e s . M a jo r industry groups excluded fro m these studies are governm ent operations and the construction and extrac tive industries. Establishm ents having few er than a p resc r ib ed number of w orkers are om itted because o f insu fficient em ploym ent in the occupations studied. Separate tabulations are p rovided fo r each of the broad industry d iv isions which m eet publication c r ite r ia .

A-ser ies tables

T ab les A - 1 through A -6 provide estim ates of stra igh t-tim e hourly or w eek ly earnings fo r w orkers in occupations common to a v a r ie ty o f manufacturing and nonmanufacturing industries. Occupations w ere se lec ted fro m the fo llow ing ca tegories : (a ) O ffice c le r ic a l, (b ) p ro fess ion a l and techn ica l, (c ) maintenance and pow er p i ant, and (d ) custodial

and m ateria l m ovem ent. In the 31 la rg e s t su rvey a reas , tab les A - la through A -6a provide s im ila r data fo r estab lishm ents em ploying 500 w orkers or m ore.

Follow ing the occupational w age tab les is tab le A - 7 which provides percent changes in average earn ings o f o ffic e c le r ic a l w o rk e rs , e lectron ic data processing w o rk e rs , industria l n u rses , sk illed maintenance w orkers , and unskilled plant w o rk e rs . Th is m easu re o f wage trends elim inates changes in average earn ings caused by em p lo y ment shifts among establishm ents as w e ll as tu rn over o f estab lishm ents included in survey sam ples. W here p oss ib le , data are p resen ted fo r a ll industries, manufacturing, and nonmanufacturing. Appendix A d iscusses this wage trend m easure.

Appendixes

This bulletin has two appendixes. Appendix A d escr ib es the methods and concepts used in the a rea wage su rvey p rogram and p rovides inform ation on the scope of the survey. Appendix B p rov ides job descriptions used by Bureau f ie ld econom ists to c la s s ify w o rk ers in occupations fo r which s tra igh t-tim e earn ings in fo rm ation is p resented .


A. Earnings

See footnotes at end o f tab les.


Occupation and industry d ivision

ALL WORKERS—CONTINUED

SECRETARIES - CONTINUED

SECRETARIES. CLASS D ------------------MANUFACTURING ---------------------------NONMANUFACTURING ----------------------

STENOGRAPHERS. GENERAL ------------------NONMANUFACTURING ----------------------

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

STENOGRAPHERS. SENIOR------------- -----MANUFACTURING ---------------------------NONMANUFACTURING ----------------------

SWITCHBOARD OPERATORS ----- ---- ---------NONMANUFACTURING ----------------------

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

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

TYPISTS. CLASS A ---------------------------MANUFACTURING ---------------------------NONMANUFACTURING---------- ---- ----—

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

Weekly earnings 1 (standard) Numbe r o f workers rece iv in g stra igh t-tim e w eek ly earnings o f—

Numberof

workers

$ i t S s $ $ 1 $ I i S $ S S t $ * S S sweekly 75 80 85 90 95 100 110 120 130 140 150 160 170 180 190 200 220 240 260 280 300

(standard) Meant Median 2 Middle range 2 andunder - and

80 85 90 95 100 110 120 130 140 150 160 170 180 190 200 220 240 260 280 300 ove r

$ $ $ $580 39.0 161.50 158.00 135 .00 -178 .50 - - - - - 4 19 93 56 67 67 62 100 9 11 50 24 12 6 - -278 40 .0 161.50 162.00 1 46 .00 -178 .50 - - - - - - - 14 ao 53 42 30 97 9 5 8 - - ** - -302 38 .5 161.50 148.00 125 .00 -202 .00 - - - - - 4 19 79 36 14 25 32 3 - 6 42 24 12 6 - -

84 39 .0 144.50 136.00 1 23 .00 -165 .50 - - - 1 3 4 3 23 20 - 5 10 2 - 13 _ . _ - -70 38 .5 147.50 138.00 123 .50 -165 .50 - - - 1 3 4 3 14 17 - 5 8 2 - - 13 - - - -27 39 .5 177.50 165.50 1 38 .00 -207 .50 - - ” * 8 * * 6 “ - 13 - - * -

571 39 .5 161.00 164.50 1 40 .50 -174 .50 - - - 14 - 6 13 34 74 45 38 195 41 27 8 73 1 2 - - -

332 40 .0 157.00 162.00 1 45 .00 -166 .00 - - - - - 6 11 18 33 31 33 153 19 13 8 4 1 2 - - -239 38 .5 166.00 168.00 1 35 .00 -211 .00 “ 14 “ 2 16 41 14 5 42 22 14 - 69 - - * - -

80 39.0 148.00 145.00 1 15 .00 -192 .50 • 4 - 6 2 4 5 10 4 7 6 6 2 1 16 6 _ 1 - -63 38 .5 145.00 139.00 1 09 .00 -192 .50 - 4 - 6 2 4 5 8 3 4 1 3 2 - 15 6 - - - - -27 39 .0 187.50 192.50 1 92 .50 -195 .00 1 1 2 2 15 6 - - - -

165 39.0 128.50 122.00 1 1 0 .00 -146 .00 - - . 7 - 33 42 16 14 22 8 13 2 2 _ • 664 39.5 135.00 133.00 1 22 .00 -146 .50 - - - - - - 14 16 4 20 5 3 - 2 - • - - - • -

101 38.5 124.50 110.00 1 04 .00 -138 .00 - - 7 - 33 28 * 10 2 3 10 2 - - - 6 - - - -

223 39.0 142.00 140.00 1 20 .00 -157 .00 . . . 5 19 27 43 17 31 34 10 2 17 1895 40.0 142.00 141.00 1 2 5 .00 -153 .00 - - - - - 2 5 26 12 15 24 5 1 1 4 - - - - - -

128 38.0 142.00 131.50 1 14 .50 -169 .00 - * 5 17 22 17 5 16 10 5 1 16 14 - - - - - -

388 38 .5 119.50 107.00 1 00 .00 -135 .00 - 9 10 4 51 126 49 40 15 17 14 25 3 24 180 40 .0 128.00 127.00 1 16 .00 -143 .00 - - - 1 9 6 6 21 12 16 8 - - - - 1 - . • - -

308 38.0 117.50 105.00 1 00 .00 -125 .00 9 10 3 42 120 43 19 3 1 6 25 3 24



Occupation and industry d iv is ionNumber

ofworkers

Averageweekly

(standard)

Weekly earnings1 (standard) Num bei of w orkers rece iv in g s tra igh t-tim e w eek ly earnings of—

Mean 2 Median 2 Middle range 2 UnderS1 AO

$1A0

andunder

150

S150

160

160

170

170

180

180

190

190

200

S200

210

210

22o

220

230

230

240

S S2A0

260

s260

280

S280

300

S300

320

320

340

S340

360

$360

380

$380

A00

S400

A20

$420

440

ALL WORKERS$ $ $ $

COMPUTER OPERATORS, CLASS A ------ — 85 38.5 219.50 211.50 193 .00 -233 .50 - - A 11 2 3 7 12 12 . 18 • 1 11 1 2 - 1 - - -MANUFACTURING --------------------------- 42 AO.O 22A.00 22A.50 19A.00 -233 .50 - - A - 2 3 A 2 6 - 15 _ 1 1 1 2 - 1 - - -NONMANUFACTURING --------------------- A3 37.0 215.00 205.00 180 .50 -239 .00 - - 11 - - 3 10 6 - 3 - 10 - - - - - -

/ n /»ft **

21J *0 10t._«0 17t.->0

COMPUTER PROGRAMMERS,BUSINESS, CLASS A ----------------------- 106 39.0 26 A .00 262.50 236 .50 -282 .00 - - - - - - - 1 3 8 19 17 31 A 23 - - - - - -

MANUFACTURING --------------------------- 56 AO.O 2A8.00 236.50 2 30 .50 -266 .50 - - - - - - - 1 3 8 19 6 12 2 5 - - - “ -

COMPUTER PROGRAMMERS,BUSINESS, CLASS B ----------------------- 108 38.0 205.00 192.00 180 .00 -237 .00 - - 14 l i - 15 18 8 7 4 5 13 8 5 - - - - - - -

NONMANUFACTURING ------------------— 79 37.0 198.50 192.00 160 .00 -215 .00 - - 14 l i - 12 16 3 5 1 2 2 8 5 - - - - “ *

COMPUTER PROGRAMMERS,27 37.5 216.00 180.50 -2A9 .30

COMPUTER SYSTEMS ANALYSTS,

29 AO.O 339.50 3A0.00 3 15 .00 -363 .00 £ 82 6

COMPUTER SYSTEMS ANALYSTS,BUSINESS, CLASS B ----------------------- 72 38.0 290.50 279.50 2 46 .50 -336 .00 - - - - _ - 1 2 - 3 10 13 7 A 10 6 5 10 1 - -

MANUFACTURING --------------------------- 35 AO.O 291.50 300.50 2 73 .50 -318 .50 - - - - _ - - 2 - 2 • 2 7 A 10 5 2 1 - - -NONMANUFACTURING --------------------- 37 36 .5 290.00 255.00 2 39 .00 -360 .00 - - - - - - 1 - - 1 10 11 - - - 1 3 9 1 - -

COMPUTER SYSTEMS ANALYSTS,BUSINESS, CLASS C ----------------------- A3 38.0 2A6.00 2A7.00 170 .00 -310 .50 - 1 1 l 10 1 - 5 1 - 1 2 - 8 8 - - “ - -

DRAFTERS, CLASS A ------------------------- 10A AO.O 22A.50 220.00 206 .00 -2A 5 .50 _ _ _ _ 20 11 1A 18 10 17 14 _ - - _MANUFACTURING --------------------------- 75 AO.O 226.00 220.00 196 .00 -251 .50 - - - - - - 20 2 12 12 1 15 13 - - - - - - - -

DRAFTERS, CLASS B ------------------------- I8A AO.O 220.50 222.50 190 .00-2A0.50 - _ 21 20 10 19 19 12 16 A0 25 _ 1 1 - - -

MANUFACTURING --------------------------- n o AO.O 220.50 227.00 200 .00 -2A 0 .50 - - - - 10 11 2 17 8 11 7 A0 2 - 1 1 - - - -NONMANUFACTURING --------------------- 7A 39.5 221.00 210.00 186 .00 -270 .00 - - - - 11 9 8 2 11 1 9 - 23 - - * - -

_ _ nn'0 0 10~ '"O

NURSES, INDUSTRIAL (REGISTERED) 61 AO.O 203.00 199.00 175 .00 -206 .50 8 5 2 22 7 1 1 5 1 3 1 1MANUFACTURING --------------------------- 55 AO.O 198.00 197.00 174 .00 -199 .50 8 5 2 22 t 1 1 2 2 1 1

See footnotes at end o f tables.


Separate earnings in form ation fo r men and women is not ava ilab le fo r this a rea . In the July 1974 rep o rt (Bu lletin 1850-4), data fo r table A -3 w ere erroneously d escribed as relating separate ly to men and women. The in form ation shown re la ted to men and women combined.


Hourly earnings3 Num ber o f w orkers re ce iv in g s tra igh t-tim e hourly earnings of---

s S $ S 3 * $ S S $ I S $ I I S S $ 4 1 -------Occupation and industry d iv is ion 3.50 3 .70 3.90 4 .10 4 .30 4 .50 4.70 4 .90 5 .10 5.30 5 . 50 5 .70 5 .90 6 . 10 6 .30 6 .50 6 .70 6.90 7.10 7. 30 7.50 7.70

workers Mean 2 Median2 Middle range 2 UnderS and

3.50 under

3 .70 3 .90 4 .10 4 .30 4 .50 4 .70 4 .90 5 .10 5 .30 5.50 5 . 70 5 .90 6.10 6 . 30 6.50 6 .70 6.90 7.10 7f3() 7. 50 7.70 over

ALL WORKERS$ $ $ $

CARPENTERS. MAINTENANCE -------------------- 56 5 .46 5 .26 5 .1 1 - 5 .56 - - - - - - 8 - 6 14 10 7 - 2 - 5 - - - - 4 -MANUFACTURING --------------------------------- 52 5.40 5 .26 5 .1 6 - 5 .56 - - - - - 8 - 4 14 10 7 - 2 - 5 - - - 2 -

ELECTRICIANS. MAINTENANCE ---------------- 243 6 .16 5 .86 5 .6 5 - 7 .49 - - 3 _ _ 3 2 9 12 12 14 49 25 5 15 17 11 - 31 35MANUFACTURING----------------------------- — 239 6.20 5 .69 5 .6 5 - 7 .49 - - - ~ 3 2 8 12 12 14 49 25 5 15 17 11 - - - 31 35

ENGINEERS. STATIONARY ------------------------ 78 5 .69 5 .38 5 .1 1 - 6 .28 - - _ 1 2 2 _ 2 13 17 8 7 4 - 4 6 1 8 2 1MANUFACTURING --------------------------------- 54 5 .74 5.40 5 .1 4 - 6 .28 * * - 2 2 - 2 4 13 6 6 4 4 “ - - - " 8 2 1

_

62 t •[Jil _ r? 21-

• 0 4.7-> j . I j

MACHINE-TOOL OPERATORS. TOOLROOM — 49 5.33 5.40 4 .4 7 - 5 .89 - - . . _ 16 - 5 2 1 1 4 16 - - _ _ 3 1MANUFACTURING ------------ ------------------- 49 5 .33 5 # 40 4 .4 7 - 5 .89 * * - - - 16 - 5 2 1 1 4 16 - - - - * - 3 1

MACHINISTS. MAINTENANCE -------------------- 148 5.60 5 .63 4 .9 8 - 6 .28 - - . _ - - 32 12 16 3 29 _ 37 16 3 _

MANUFACTURING --------------------------------- 148 5.60 5 .63 4 .9 8 - 6 .28 - - - - - - - 32 12 16 3 29 - - 37 16 3 - - - -

MECHANICS. AUTOMOTIVE(MAINTENANCE) ------------------------------------- 456 5.64 5.40 5 .0 5 - 6 .03 1 - - - 1 20 42 8 90 14 94 24 8 71 2 8 • - 3 20 50

MANUFACTURING --------------------------------- 74 5 .53 5 .49 4 .7 7 - 5 .66 - - - - - - 12 8 - 14 4 24 2 - _ • • - _ 10NONMANUFACTURING:

PUBLIC U T IL IT IE S ------------------------ 137 6 .66 6.41 6 .0 3 - 7.4Q - - - - - - - - “ - - 6 60 - 8 - - 3 20 40 -

MECHANICS. MAINTENANCE ---------------------- 311 5 .94 5 .65 4 .7 8 - 7 .49 - - - 12 - 10 63 20 6 35 34 3 4 2 2 32 1 _ 26 61MANUFACTURING --------------------------------- 299 5 .98 5 .65 4 .7 8 - 7 .49 “ * 12 - - 2 63 20 6 35 34 3 4 2 - 31 - - - 26 61

MILLWRIGHTS ------------------------------------------ 174 6 .34 6 .35 5 .3 2 - 7.32 • . - _ _ 1 1 22 25 - 3 _ 17 35 15 _ 55MANUFACTURING --------------------------------- 174 6 .34 6 .35 5 .3 2 - 7.32 - - - - - - 1 1 22 25 - 3 - 17 35 15 - - - 55 -

P IPEF ITTERS , MAINTENANCE ------------------ 138 6 .06 5 .85 5 .6 5 - 6 .45 . - - - 2 10 11 2 44 14 20 4 31MANUFACTURING --------------------------------- 138 6 .06 5 .85 5 .6 5 - 6 .45 - - - - - 2 10 - 11 2 44 - 14 20 “ 4 - - - 31 -

SHEET-METAL WORKERS, MAINTENANCE — 32 6.44 6 .88 5 .5 2 - 7 .32 _ _ 4 8 _ 2 2 _ 16 _ _

MANUFACTURING --------------------------------- 32 6 .44 6 .88 5 .5 2 - 7 .32 - - - - - - - 4 - - - 8 - - 2 2 - - - - 16 -

TOOL AND DIE MAKERS --------------------------- 351 6 .13 5 .95 5 .3 3 - 6 .6 a - - _ - _ 2 3 4 68 29 31 34 24 44 _ 38 74MANUFACTURING --------------------------------- 351 6 .13 5 .95 5 .3 3 - 6 .64 2 3 4 68 29 31 34 24 44 38 74



Occupation and industry d ivision

ALL WORKERS

SUAROS AND WATCHMEN ---------------------------MANUFACTURING --------------------------------NONMANUFACTURING ---------------------------

GUARDS!MANUFACTURING------------------------- ------

JANITORS. PORTERS. AND CLEANERS -----MANUFACTURING --------------------------------NONMANUFACTURING ---------------------------

LABORERS. MATERIAL HANOLING ------------MANUFACTURING --------------------------------NONMANUFACTURING — -----------------—

PUBLIC U T IL IT IE S -------------------

ORDER FILLERS --------------------------------------MANUFACTURING--------------------------------NONMANUFACTURING--------------------------

PACKERS. SHIPPING -------------------------------MANUFACTURING --------------------------------

RECEIVING CLERKS ---------------------------------NONMANUFACTURING ---------------------------

SHIPPING CLERKS ----------------------------------MANUFACTURING --------------------------------

SHIPPING AND RECEIVING CLERKS --------MANUFACTURING --------------------------------

TRUCKDRIVERS---------------------------------------MANUFACTURING ---------------------------------NONMANUFACTURING - — ----— - — --------

PUBLIC U T IL IT IE S -----------------------

TRUCKDRIVERS. LIGHT (UNDER1-1/2 TONS) ------------------------------------NONMANUFACTURING ----------------- -----—

TRUCKDRIVERS. MEDIUM (1 -1/2 TOANO INCLUDING A TONS) ------------------MANUFACTURING --------------------------------NONMANUFACTURING ---------------------------

TRUCKDRIVERS. HEAVY (OVER A TONS.TRAILER TYPE) --------------------------------MANUFACTURING --------------------------------NONMANUFACTURING ---------------------------

PUBLIC U T IL IT IE S -----------------------

Hourly earnings3 Num ber of w orkers re ce iv in g s tra igh t-tim e hou rly earnings of—

$ 1 ------ $ 1 s $ % $ $ I S S S $ S I $ S s s I S s2.10 2 .20 2.30 2 . A0 2 .50 2 .60 2.70 2.80 2.90 3 .20 3 • b0 3.80 A .10 A.A0 A .70 5 .00 5 .30 5 .60 5 .90 6 .20 6 .5 0 6 .80 7 .10

workers Mean2 Median2 Middle range 2 andunder

2.20 2 .30 2 .A0 2 .50 2 .60 2.70 2.80 2.90 3.20 3 .60 3 .80 A . 10 A.A0 A . 70 5 .0 0 5 .30 5 .60 5 .90 6.20 6 .50 6 .8 0 7 .10 7 .A0

$ $ $ $79A 2.7A 2 .1 3 2 .1 0 - 2 .75 A58 29 90 - 12 25 - - 2 18 16 8 88 6 1 1A - 17 10 - - -176 A .66 A.A2 A .A 2 - A .82 2 16 1A 8 88 6 1 1A - 17 10 - - -618 2 .1 9 2 .10 2 .1 0 - 2 .20 A58 29 90 * 12 25 * “ * 2 2

176 A .66 4 ,4 2 A .A 2 - A .82 2 16 1A 8 88 6 1 1A - 17 10 - - -

1.257 3.A1 2 .76 2 .6 0 - A .A3 26 95 10 A 70 39A 32 23 36 A0 80 76 33 109 13A 1A 57 2A _ - _

A97 A .29 A . A3 3 .6 6 - A . 75 - 2 - - 11 2 12 A A0 80 50 29 10A 72 1A 5A 23 - - - - -

760 2 .83 2 .60 2 .5 5 - 2 .65 26 93 10 A 59 39A 30 11 32 * - 26 A 5 62 - 3 1 - - - - -

890 A .01 A .00 3 .0 0 - A .25 - 20 - 32 62 6 32 - 108 38 A 1 273 11A 2A _ 2 _ 22 59 4 1 A0 12A69 A .05 A .00 3 .9 0 - A . 15 - 6 - - A 4 - 3 13 A 1 272 96 t - - - 21 3 - - - -A21 3 .96 3.00 2 .6 0 - 6 .07 - 1A - 32 58 6 28 - 105 25 - 1 18 18 - 2 - 1 56 4 1 A0 12

52 7 .09 7 .09 7 .0 A - 7 .09 A0 12

253 A .98 5 .83 3 .5 3 - 6 .2A - - 1 - A 3 16 13 38 17 11 20 - _ 4 18 105 33.90 3 .90 3 .3 0 - A .A 1 - - - - 3 3 - - 12 A 16 15 A 20 - - _ 4 3 - - - _

169 5.51 6 .2A A . 10- 6.2A - - 1 - 1 - - 4 9 22 2 7 - - - - - 15 105 3 “ -

18A A.A2 A . 32 3 .7 9 - A .65 . _ 8 10 28 27 28 A5 1 35 ? _

127 A.A6 A .32 3 .9 0 - A ,5 a * - - - - - 6 8 13 16 28 27 - 1 - 26 2 - - - -

61 5 .08 A .99 A . 10- 6 .36 - - _ - - - 2 - 11 _ 12 5 4 _ 1 _ 2b _ _ _

38 5 .55 6 .3 6 3 .7 3 - 6 .36 - ” - - - - - 2 “ 9 - - - - - 1 26 - - -

A7 A .56 A . 37 A .37- A .A3 1 1 - 2A 15 _ _ 6 _

39 A .35 A .37 A .37- A .A3 2A 15

73 A .32 A .50 3 .8 7 - A .75 - - - 1 - - _ - - 10 1A 10 15 21 2 _ _ _

62 A .32 A . 31 3 .8 7 - A . 75 9 1A 10 6 21 2 - - - - - - -

1 .055 5 .63 6 .35 A .55- 7 .1 A - 13 - • 1A 1A _ 15 7A A7 18 35 100 AA 78 18 4 2A 190 62 305297 5.31 5 .05 A .56- 6 .35 - - - - - - - 5 - 17 1 25 A9 35 57 6 - 4 36 - 62 -758 5 .7 6 6 . AO A .55- 7 .1A 13 - - 1A 1A - 10 7a 30 17 10 51 9 21 12 4 20 15A - - 3053A3 6 .95 7 .1 A 7 .1 A - 7 .1A 6 • 21 5 * 6 * 305

132 S.A1 7 .1 A 3 .A 1 - 7 .1 a 13 _ _ 15 1A 9 _ 7 _ 6 . 6812A 5.55 7 .1A 3 .A 1 - 7.1A 13 “ • 10 1A 6 * • 7 6 “ * - 68

89 3.9A A .00 2 .7 5 - 5 .15 _ 1A 1A _ 1A 9 9 2 3 18 633 A . 11 A .20 3 .5 3 - A .A5 1A 1 9 2 3 A • - - - -

56 3.83 3 .32 2 .6 9 - 5 .2A “ * • * 1A 1A * * “ “ 8 “ 1A - 6 - - - -

A21 6 .2 5 6 . A0 6 .2 0 - 6 .82 2A _ 3 13 2 51 5 A 159 . 62 98136 5 .8 7 5 .29 5 .1 1 - 6 .82 3 13 2 51 - - _ 5 - 62285 6.A3 6 . A0 6 .A0- 7.1A 2A - - - - - 5 - 4 15A - - 98103 7.12 7 . 1A 7 .1 A - 7 .29 5 98



Hourly earnings3 Num ber of w orker s rece iv in g s tra igh t-tim e hourly earnings o f—

Number $ S S S $ $ S $ $ s S $ s S I i s S J $ t J “5Occupation and industry div sion 2.10 2.20 2.30 2.40 2.50 2.60 2.70 2 .80 2.90 3.20 3 .50 3 .80 4 .10 4 .40 4 .70 5.00 5 .30 5 .60 5.90 6.20 6.50 6.80 7.10

workers Mean 2 Median2 Middle range 2 andunder

2.20 2.30 2.40 2.50 2.60 2 .70 2.80 2.90 3 .20 3.50 3.80 4 .10 4 .40 4 .70 5.00 5.30 5 .60 5 .90 6.20 6.50 6.80 7.10 7.40

ALL WORKERS—CONTINUED

TRUCKDRIVERS - CONTINUED

TRUCKORIVERS. HEAVY (OVER 4 TONS. $ $ $ $60 29£

^*10 9 10

34 29 123 60 43 197 85 1rrn ~

29 123 60 42 190J J0 J “

414 4 .95 5 .84 3 .7 9 - 6 .18 11 22 14 16 13 24 24 16 24 8 46 177' “22 16 45

See footnotes at end of tab les.


Table A-6. Average hourly earnings of maintenance, powerplant,

custodial, and material movement workers, by sex,

in Syracuse, N.Y., July 1975

Sex, occupation, and industry d iv is ionNumber

ofwoikers

Average(mean1 )hourly

earnings3

Sex, occupation, and industry d ivisionNumber

ofworkers

Average (mean2 ) hourly

earnings3

m a in t e n a n c e and po w e r pla n t OCCUPATIONS - MEN

CUSTODIAL AND MATERIAL MOVEMENT OCCUPATIONS - MEN— CONTINUED

« . r^r-. v r-. • . 1.1 r-d2 5.40

243239

6 .166.20

7*09MANUEACTURING ---------------------------------

7854

5 .695 .74

ENGINEERS * STATIONARY — — — — — MANUFACTURING ---------------------------------

6262

4 .7 64 .7 6

* * j J** *

RECEIVING CLERKS 61 5 .0 8

MACHINE-TOOL OPERATORS, TOOLROOM - - 4949

5 .335 .33 SHIPPING CLERKS ---------------------------------- 46 4 .5 8

MACHINISTS. MAINTENANCE -------------------- 148148

5.605.60 SHIPPING AND RECEIVING CLERKS — — 70 4 .3 2

MECHANICS, AUTOMOTIVE456

745 .645 .53

4-30

TRUCKDRIVERS --------------------------------------- 1,055 5 .6 3

NONMANUFACTURING:MANUFACTURING —— — — — — ——

7 j»85*31

137 6.665*76

343 6 .9 5

MECHANICS. MAINTENANCE --------------------- 311299

5.945 .96 TRUCKDRIVERS, LIGHT (UNDER

l - l / £ IUN51 — — — — — — 132 5.41

MILLWRIGHTS ------------------------------------------MANUFACTURING------------------— --------

174174

6 .346 .34 TRUCKDRIVERS, MEDIUM (1 -1/2 TO

PIPEFITTERS , MAINTENANCE ------------------ 138 6*063 .94

138 6 .06 4 .11NUNMANUr ACT UKINo — -----— ---- 56 3 .8 3

SHEET-METAL WORKERS, MAINTENANCE — 3232

6 .446 .44 TRUCKDRIVERS, HEAVY (OVER 4 TONS,

1 K A lL tK 1 T r t ) — — — — — 421 6 .2 5

351 6 .136 .13

136 5 .8 7

MANUFACTURING --------------------------------- 351NUNMANUrAL1 UKINb — — —

PUBLIC U T IL IT IE S -------------285103

6 .4 37 .12

TRUCKORIVERSt HEAVY (OVER 4 TONS,

CUSTODIAL AND MATERIAL MOVEMENT 5 I 14

_MANUFACTURING --------------------------------- 172

5874 .662.20

GUARDS:MANUFACTURING ---------------------------------

JANITORS, PORTERS, AND CLEANERS -----

172

924451473

4 .6 6

3.604 .3 5

CUSTODIAL AND MATERIAL MOVEMENT OCCUPATIONS - WOMEN

JANITORS, PORTERS. AND CLEANERS ----- 333 2 .8 7

See footnotes at end o f tables.


Table A-7. Percent increases in average hourly earnings for

selected occupational groups, adjusted for employment

shifts, in Syracuse, N.Y., Ju ly 1975

Industry and occupational group

A ll industries:Office clerical (men and women)_________________Electronic data processing (men and women)____Industrial nurses (men and women)_______________Skilled maintenance trades (men)________________Unskilled plant workers (men)____________________

Manufacturing:Office clerical (men and women)_________________Electronic data processing (men and women)____Industrial nurses (men and women)_______________Skilled maintenance trades (m en)________________Unskilled plant workers (m en)____________________

Nonmanufacturing:Office clerical (men and women)_________________Electronic data processing (men and women)____Industrial nurses (men and women)_______________Skilled maintenance trades (men)________________Unskilled plant workers (men)____________________

July 1974 to

July 1975

7.27.27.3 8.1 6.9

7.8 7.1 7.57.97.3

* Data do not meet publication criteria.

NOTE: The percent increases presented in this table are based on changes in averagehourly earnings for establishments reporting the trend jobs in both the current and previous year (matched establishments). They are not affected by changes in average earnings resulting from employment shifts among establishments or turnover of establishments included in survey samples. The percent increases, however, are still affected by factors other than wage increases. Hirings, layoffs, and turnover may affect an establishment average for an occupation when workers are paid under plans providing a range of wage rates for individual jobs. In periods of increased hiring, for example, new employees enter at the bottom of the range, depressing the average without a change in wage rates.

These wage trends are not linked to the wage indexes previously published for this area because the wage indexes measured changes in area averages whereas these wage trends measure changes in matched establishment averages. Other characteristics of these wage trends which differ from the discontinued indexes include (1) earnings data of office clerica l workers and industrial nurses are converted to an hourly basis, (2) trend estimates are provided for nonmanufacturing establishments where possible, and (3) trend estimates are provided for electronic data processing jobs.

For a more detailed description of the method used to compute these wage trends, see "Improving Area Wage Survey Indexes," Monthly Labor Review, .January 1973, pp. 52-57.

Footnotes 1 2 3

1 Standard hours reflect the workweek for which employees receive their regular straight-time salaries (exclusive of pay for overtime at regular and/or premium rates), and the earnings correspond to these weekly hours.

2 The mean is computed for each job by totaling the earnings of all workers and dividing by the number of workers. The median designates position— half of the employees surveyed receive more and half receive less than the rate shown. The middle range is defined by 2 rates of pay; a fourth of the workers earn less than the lower of these rates and a fourth earn more than the higher rate.

3 Excludes premium pay for overtime and for work on weekends, holidays, and'late shifts.


Appendix A

A rea wage and re la ted benefits data are obtained by persona l v is its o f Bureau fie ld rep resen tatives at 3 -yea r in terva ls . 1 In each of £he in terven ing y ea rs , in form ation on em ploym ent andoccupational earnings is co llec ted by a combination of personal v is it ; m a il questionnaire, and telephone in terv iew from establishm ents participating in the previous survey.

In each o f the 83 2 areas cu rren tly surveyed , data are obtained from rep resen ta tive establishm ents within six broad industry d iv is ions: Manufacturing; t rein sport ation, com m unication, and other public u tilities ; wholesa le trade; re ta il trade; finance, insurance, and rea l estate; and se rv ices . M a jor industry groups excluded from these studies are governm ent operations and the construction and ex tractive industries. Establishm ents having few er than a p resc r ib ed number o f w orkers are om itted because of insu ffic ien t em ploym ent in the occupations studied. Separate tabulations are provided fo r each of the broad industry d ivis ions which m eet publication c r ite r ia .

These surveys are conducted on a sam ple basis . The sampling procedures invo lve detailed stratification o f a ll establishm ents within the scope o f an individual a rea survey by industry and number o f em ployees. F ro m th is stra tified un iverse a p robab ility sam ple is se lected , w ith each establishm ent having a predeterm ined chance o f se lection . T o obtain optimum accuracy at m inim um cost, a g rea te r proportion o f la rge them sm all estab lishm ents is se lected . When data are com bined, each establishm ent is weighted according to its p robab ility o f se lection , so that unbiased estim ates are generated. F o r exam ple, i f one out o f four establishm ents is se lected , it is g iven a weight of four to represen t its e lf plus three others. An alternate o f the same o r ig in a l p robab ility is chosen in the same indu stry -s ize c lassifica tion i f data are not ava ilab le fo r the o r ig in a l sam ple m em ber. I f no suitable substitute is ava ilab le, additional weight is assigned to a sam ple m em ber that is s im ila r to the m issing unit.

Occupations and Earnings

Occupations se lected fo r study are common to a v a r ie ty o f manufacturing and nonmanufacturing industries, and are o f the fo llow ing types: (1) O ffice c le r ic a l; (2) p ro fess ion a l and techn ical; (3)maintenance and powerplant; and (4) custod ial and m a te r ia l m ovem ent. Occupational c la ss ifica tion is based on a un iform set o f job descrip tions designed to take account o f in terestab lishm ent varia tion in duties within the same job. Occupations se lected fo r study are lis ted and described in appendix B. Unless otherw ise ind icated, the earnings data fo llow ing the job t it le s are fo r a ll industries combined. Earnings data fo r some of the occupations lis ted and described , o r fo r some industry d ivis ions within occupations, are not presen ted in the A -s e r ie s tab les , because e ith er (1 ) em ploym ent in the occupation is too sm all to provide enough data to m e r it p resentation , or (2) there is poss ib ility o f d isc losu re of individual establishm ent data. Separate m en 's and w om en ’ s earnings data are not presented when the number of w orkers not iden tified by sex is 20 percent o r m ore of the men o r women iden tified in an occupation. Earnings data not shown separa te ly fo r industry d ivisions are included in a ll industries combined data, where shown. L ik ew ise , data are included in the o v e ra ll c lass ifica tion when a subc lass ifica tion of e lec tron ics techn icians, s e c re ta r ie s , o r tru ck d rive rs is not shown or in form ation to subclassify is not availab le.

Occupational em ploym ent and earn ings data are shown fo r fu ll-t im e w ork ers , i.e . , those h ired to work a regu lar w eek ly schedule. Earn ings data exclude prem ium pay fo r o vertim e and fo r work on weekends, holidays, and late shifts. Nonproduction bonuses are excluded, but co s t-o f- liv in g allowances and incentive bonuses are included. W eek ly hours fo r o ffic e c le r ic a l and p ro fess ion a l and techn ical occupations re fe r to the standard workweek (rounded to the n earest ha lf hour) fo r which em ployees rece ive regu lar s tra igh t-tim e sa la r ies (exc lu s ive of pay fo r o vertim e at regu lar and/or prem ium ra tes ). A verage weekly earnings fo r these occupations are rounded to the nearest ha lf dollar.

These surveys m easure the le v e l o f occupational earn ings in an a rea at a particu la r tim e. Com parisons o f individual occupational averages o ve r tim e m ay not re fle c t expected wage changes. The averages fo r individual jobs are a ffected by changes in wages and em ploym ent patterns. F o r exam ple, proportions o f w ork ers em ployed by h igh- o r low -w age firm s may change, or h igh-wage w orkers may advance to b etter jobs and be rep laced by new w orkers at low er rates. Such shifts Ln employment could d ecrease an occupational a verage even though m ost establishm ents in an area increase wages during the yea r. Trends in earnings o f occupational groups, shown in table A - 7, are better ind icators o f wage trends than individual jobs w ithin the groups.

1 Personal visits were on a 2-year cycle before July 1972.2 Included in the 83 areas are 13 studies conducted by the Bureau under contract. These areas are Akron, Ohio; Austin, T ex .; Binghamton,

N .Y . —Pa.; Birmingham, A la . ; Fort Lauderdale—Hollywood and West Palm Beach—Boca Raton, Fla. ; Lexington—Fayette, K y .; Melbourne—Titusville— Cocoa, Fla.; Norfolk—Virginia Beach—Portsmouth and Newport News—Hampton, Va. —N. C. ; Poughkeepsie—Kingston—Newburgh, N1. Y . ; Raleigh— Durham, N .C .; Syracuse, N .Y . ; Utica—Rome, N .Y .; and Westchester County, 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 o f Labor.

A verage earnings re flec t com posite , areaw ide estim a tes . Industries and estab lishm ents d iffe r in pay le v e l and job staffing, and thus contribute d iffe ren tly to the estim ates fo r each job . Pay averages may fa il to re fle c t accurately the wage d iffe ren tia l among jobs in individual estab lishm ents.

A verage pay le ve ls fo r men and women in se lected occupations should not be assum ed to re fle c t d ifferences in pay of the sexes within ind ividual estab lishm ents. F a c to rs which m ay contribute to d ifferences include progress ion within estab lished rate ranges, since only the rates paid incumbents are co llec ted , and perform ance of sp ec ific duties w ithin the gen era l survey job descrip tions . Job descrip tions used to c la ss ify em ployees in these su rveys usually a re m ore g en era lized than those used in individual establishm ents and allow fo r m in or d iffe ren ces among estab lishm ents in sp ec ific duties perform ed.

Occupational em ploym ent estim ates rep resen t the to ta l in a ll estab lishm ents w ithin the scope of the study and not the number actually surveyed. Because occupational structures among es tab lish ments d iffe r , estim ates of occupational em ploym ent obtained from the sam ple o f estab lishm ents studied serve only to indicate the re la tive im portance o f the jobs studied. These d iffe ren ces in occupational structure do not a ffect m a ter ia lly the accuracy of the earn ings data.

W age trends fo r se lected occupational groups

The percents o f change in table A -7 re la te to wage changes between the ind icated dates. Annual rates o f in crease , where shown, re f le c t the amount o f in c rea se fo r 12 months when the tim e span between surveys was other than 12 months. Annual ra tes are based on the assumption that wages

E lec tron ic data p rocess in g (men and wom en)— Continued

Com puter system s analysts, c la sses A,B , and C

Industria l nurses (men and w om en ):

N u rses , industria l (re g is te re d )

Sk illed m aintenance (m en ):

C arpen ters E le c tr ic ian s M ach in ists M echanicsM echan ics (au tom otive )Pa in ters P ip e fit te rs T o o l and die m akers

U nsk illed plant (m en ):

Jan itors, p o r te rs , and c leaners L a b o re rs , m a te r ia l handling

P ercen t changes fo r individual areas in the p ro g ram are com puted as fo llow s:

1. Each occupation is assigned a w eight based on its p roportionate em ploym ent in the se lected group o f occupations in the base year.

2. These weights are used to compute group averages . Each occupation 's average (m ean) earnings is m ultip lied by its weight. The products are to ta led to obtain a group average .

3. The ratio o f group averages fo r 2 consecu tive y ea rs is com puted by d iv id ing the average fo r the current y ea r by the average fo r the e a r l ie r y ea r . The resu lts— exp ressed as a percen t— less 100 is the percen t change.

Establishm ent p ractices and supplem entary wage p rov is ion s

Tabulations on se lected establishm ent p ra c tic es and supplem entary wage p rov is ion s (B -s e r ie s tab les ) are not presented in this bulletin . In fo rm ation fo r these tabulations is co lle c ted at 3 -yea r in te r v a ls .1 These tabulations on m inim um entrance s a la r ie s fo r in experienced o ffic e w o rk e rs ; shift d ifferen tia ls ; scheduled w eekly hours and days; paid ho lidays; paid vaca tions; and health , insurance, and pension plans are presented (in the B -s e r ie s ta b le s ) in prev iou s bu lletins fo r th is area.

in creased at a constant rate between surveys.

Occupations used to compute wage trends are:

O ffice c le r ic a l (men and w om en ):

Bookkeeping-m achine opera tors, class B

C lerks , accounting, c lasses A and B C lerks , f i le , c lasses A , B, and C C lerks , order C lerks , payro llKeypunch opera tors, c lasses A and BM essengersSecreta riesStenographers, genera l Stenographers, senior Switchboard operators Tabulating-m achine operators,

class BTyp is ts , c lasses A and B

E lectron ic data processing (men and wom en ):

Computer opera tors , c la sses A , B , and C Computer p ro gram m ers , c lasses A , B ,

and C


Establishments and workers within scope of survey and number studied

in Syracuse, N .Y . ,1 July 1975

M inim um Num ber o f estab lishm ents W ork ers in estab lishm ents

Industry d iv is io n 2em ploym ent in estab lish - Within scope

o f study*

W ithin scope o f study4

ments in scope o f study

StudiedNum ber P e rcen t

Studied

A l l d iv is ion s ___________________________________ _ 442 118 93, 624 100 57, b67

M anu facturing _______ __________________ __ ____ 50 147 42 47, 939 51 33, 347N on m an u factu rin g______________ __________________ - 295 76 45, 685 49 24, 320

T ran sporta tion , com m unication, and o ther public u t i l i t ie s 5 50 36 12 9, 647 10 7, 803

W h olesa le t r a d e 6 50 61 10 5, 800 6 1, 693R e ta il t r a d e 6______ _____ ___________________ _ 50 89 17 14, 085 15 5, 771F inance , insurance, and rea l e s ta te6 _______ 50 41 12 8, 992 10 5, 003S e rv ic e s 6 7 50 68 25 7, 161 8 4, 050

1 The Syracuse Standard M etropo litan S ta tis tica l A rea , as defined by the O ffice o f M anagem ent and Budget through F eb ru a ry 1974, consists o f M adison , Onondaga, and Oswego Counties. The "w o rk e rs w ithin scope o f study" estim a tes shown in this tab le p rov id e a reasonab ly accurate d escr ip tion o f the s iz e and com position o f the labor fo r c e included in the su rvey. E stim ates a re not intended, how ever, fo r com parison with other em ploym ent indexes to m easure em ploym ent trends or le v e ls since (1) planning o f wage su rveys requ ires estab lishm ent data com piled con s id erab ly in advance o f the p a y ro ll p eriod studied, and (2) sm a ll estab lishm ents a re excluded fr o m the scope o f the survey.

2 The 1967 ed ition o f the Standard Industria l C lass ifica tion Manual was used in c la ss ify in g estab lishm ents by industry d iv is ion .3 Includes a ll establishm ents with to ta l em ploym ent at o r above the m inim um lim ita tion . A l l outlets (w ith in the area ) of com panies in industries

such as trade , finance, auto repa ir s e rv ic e , and m otion p ictu re theaters a re considered as 1 estab lishm ent.4 Includes a ll w orkers in a ll establishm ents with to ta l em ploym ent (w ith in the a rea ) at or above the m in im um lim ita tion .5 A b b rev ia ted to "public u tilit ie s " in the A - s e r ie s tab les. Taxicabs and s e rv ic e s inciden ta l to w ater transportation w ere excluded.6 Th is d iv is ion is represen ted in estim ates fo r " a l l in du stries " and "nonm anufacturing" in the A - s e r ie s tab les . Separate p resen ta tion o f data

is not m ade fo r one o r m ore o f the fo llow in g reasons: (1) Em ploym ent is too sm all to p rov ide enough data to m e r it separate study, (2 ) the sam ple was not designed in it ia lly to p erm it separate presentation , (3) response was in su ffic ien t or inadequate to p e rm it separa te presen tation , and (4) there is p o s s ib il ity o f d isc lo su re o f individual establishm ent data.

7 H otels and m otels ; laundries and other person a l s e rv ic e s ; business s e rv ic e s ; autom obile rep a ir , renta l, and park ing; m otion p ic tu res ; nonpro fit m em bersh ip organ izations (excluding re lig iou s and charitab le organ iza tion s ); and engineering and a rch itec tu ra l s e rv ic e s .


Appendix B. Occupational Descriptions

The p r im a ry purpose o f p reparing job descrip tions fo r the Bureau 's wage surveys is to assist its f ie ld sta ff in c la ss ify in g into appropriate occupations w orkers who are em ployed under a va r ie ty o f p ay ro ll t it le s and d ifferen t work arrangem ents from establishm ent to estab lishm ent and fro m a rea to area. Th is p erm its the grouping o f occupational wage rates representing com parable job content. Because o f this em phasis on in terestab lishm ent and in te ra rea com parab ility o f occupational content, the Bureau 's job descriptions may d iffe r s ign ifican tly from those in use in individual establishm ents or those p repared fo r other purposes. In applying these job descrip tions, the Bureau 's f ie ld econom ists a re instructed to exclude work ing su p erv isors ; apprentices; lea rn e rs ; beginners; tra in ees ; and handicapped, p a rt-tim e , tem pora ry , and probationary w o rkers .

OFFICE

B IL L E R , M ACHINE

P rep a res statem ents, b il ls , and in vo ices on a m achine other than an ord inary o r e lec trom atic typew riter. M ay also keep records as to b illin gs or shipping charges or p e r fo rm other c le r ic a l work incidental to b illin g operations. F o r wage study purposes, b il le r s , m achine, are c la ss ified by type of machine, as fo llow s:

B il le r , machine (b illin g m achine). Uses a specia l b illin g machine (com bination typing and adding m achine) to p repare b ills and in vo ices from cu stom ers ' purchase o rd e rs , in terna lly prepared ord ers , shipping m em orandum s, etc. U sually in vo lves application of p redeterm ined discounts and shipping charges and entry o f n ecessa ry extensions, which m ay o r may not be computed on the b illing machine, and tota ls which are autom atically accumulated by machine. The operation usually invo lves a la rge number o f carbon copies o f the b il l being p repared and is often done on a fanfold machine.

B il le r , machine (bookkeeping m ach ine). Uses a bookkeeping machine (w ith o r without a typ ew riter keyboard ) to p repare cu stom ers ' b ills as part o f the accounts rece ivab le operation. G enera lly invo lves the simultaneous en try o f figu res on cu stom ers ' led ger record . The machine autom atically accumulates figu res on a number o f v e r t ic a l columns and computes and usually prints autom atically the debit or c red it ba lances. Does not invo lve a knowledge o f bookkeeping. W orks from uniform and standard types o f sa les and c red it s lips.

B O O KKEEPIN G -M AC H IN E O PE R A TO R

Operates a bookkeeping m achine (w ith o r without a typ ew r ite r keyboard ) to keep a reco rd of business transactions.

C lass A . Keeps a set o f reco rds requ irin g a knowledge o f and experience in basic bookkeeping p rin c ip les , and fa m ilia r ity w ith the structure o f the pa rticu lar accounting system used. Determ ines p roper records and distribution o f debit and c red it item s to be used in each phase o f the w ork. May p repare consolidated rep o rts , balance sheets, and other records by hand.

C lass B . Keeps a reco rd o f one o r m ore phases o r sections o f a set o f records usually requ iring litt le knowledge o f basic bookkeeping. Phases or sections include accounts payable, pay ro ll, custom ers ' accounts (not including a s im ple type o f b illin g described under b i l le r , m ach ine), cost distribution, expense distribution , inven tory con tro l, etc. M ay check or assist in preparation o f t r ia l balances and prepare con tro l sheets fo r the accounting departm ent.

C LE R K S , ACCOUNTING

P er fo rm s one or m ore accounting c le r ic a l tasks such as posting to re g is te rs and led gers ; reconcilin g bank accounts; ve r ify in g the in ternal consistency , com p leteness, and m athem atica l accuracy of accounting documents; assigning p resc r ib ed accounting distribution codes; exam ining and v e r ify in g fo r c le r ic a l accuracy various types of repo rts , l is ts , ca lcu lations, posting, e tc .; or preparing sim ple or assisting in preparing m ore com plicated journal vouchers. May w ork in e ith er a manual or automated accounting system .

The work requ ires a knowledge o f c le r ic a l methods and o ffic e p ra c tices and procedu res which re la tes to the c le r ic a l processing and record ing of transactions and accounting in form ation . W ith exp erien ce , the w orker typ ica lly becom es fa m ilia r with the bookkeeping and accounting te rm s and procedu res used in the assigned w ork, but is not requ ired to have a know ledge o f the fo rm a l p rin c ip les o f bookkeeping and accounting.

Positions are c la ss ified into le v e ls on the basis o f the fo llow ing defin itions.

Glass A. Under genera l supervis ion , p e r fo rm s accounting c le r ic a l operations which requ ire the application o f experience and judgm ent, fo r exam p le, c le r ic a lly p rocess in g com plica ted or nonrepetitive accounting transactions, se lecting among a substantial va r ie ty o f p resc r ib ed accounting codes and c lass ifica tion s , or tracing transactions though p revious accounting actions to determ ine source o f d iscrepancies. May be assisted by one o r m ore c lass B accounting c le rk s .

C lass B . Under c lose supervision , fo llow ing deta iled instructions and standardized p rocedu res, p er fo rm s one o r m ore routine accounting c le r ic a l opera tions , such as posting to le d g e rs , cards , or w orksheets where identification of item s and loca tions o f postings are c le a r ly ind icated; checking accuracy and com pleteness o f standardized and rep e tit iv e reco rd s o r accounting documents; and coding documents using a few p rescr ib ed accounting codes.

C LE R K , F IL E

F ile s , c la s s if ie s , and re tr ie v e s m a te r ia l in an estab lished filin g system . M ay p e r fo rm c le r ic a l and manual tasks requ ired to m aintain fi le s . Pos ition s are c la s s if ie d into le v e ls on the basis of the fo llow ing defin itions.

C lass A . C la ss ifies and indexes f i le m a te r ia l such as correspondence , rep o rts , techn ica l documents, e tc ., in an estab lished filin g system containing a num ber o f v a r ie d subject m atter f ile s . May also file this m ateria l. May keep reco rds o f various types in conjunction with the f ile s . May lead a sm all group o f low er le v e l f i le c le rk s .


C lass B . Sorts , codes , and fi le s unclassified m ateria l by sim ple (subject m a tte r ) headings or pa rtly c la ss ified m a te r ia l by fin e r subheadings. P rep a res sim ple re la ted index and c ro s s -re fe ren c e aids. As requested, loca tes c le a r ly iden tified m ater ia l in file s and forw ards m a te r ia l. May p erfo rm re la ted c le r ic a l tasks requ ired to m aintain and serv ic e file s .

C lass C . P e r fo rm s routine filin g o f m a ter ia l that has already been c la ss ified or which is ea s ily c la ss ified in a s im p le s e r ia l c la ss ifica tion system (e .g ., alphabetical, ch rono log ica l, or nu m erica l). As requested , loca tes read ily ava ilab le m ateria l in f ile s and forw ards m a ter ia l; and may f i l l out w ithdrawal charge. May p e r fo rm sim ple c le r ic a l and manual tasks requ ired to maintain and se rv ic e f ile s .

C L E R K , ORDER

R ece iv es cu s tom ers ' o rd ers fo r m a te r ia l or m erchandise by m ail, phone, o r personally . Duties in vo lve any com bination o f the fo llow in g : Quoting p rices to custom ers; making out an ordersheet lis tin g the item s to make up the o rd e r; checking p rices and quantities o f item s on o rd er sheet; and distributing o rd er sheets to re sp ec tive departm ents to be filled . May check w ith cred it department to determ ine c red it rating o f custom er, acknowledge receip t o f orders from custom ers, fo llow up orders to see that they have been fi l le d , keep f i le o f orders rece ived , and check shipping invo ices w ith o r ig in a l orders .

C L E R K , P A Y R O L L

Computes w ages o f company em ployees and enters the n ecessary data on the p ay ro ll sheets. Duties in vo lve : C a lcu lating w o rk e rs ' earn ings based on tim e or production reco rds ; and postingca lcu lated data on p a y ro ll sheet, showing in form ation such as w o rk e r 's name, w ork ing days, tim e , ra te , deductions fo r insurance, and to ta l wages due. May make out paychecks and ass is t paym aster in making up and distributing pay envelopes. May use a calculating machine.

K E YPU N C H O PE R A TO R

Operates a keypunch m achine to re c o rd or v e r ify alphabetic and/or num eric data on tabulating cards or on tape.

P os ition s are c la s s if ie d into le v e ls on the basis of the fo llow ing definitions.

C lass A . W ork requ ires the application o f experience and judgment in se lecting procedures to be fo llow ed and in search ing fo r , in terp retin g , selecting, or coding item s to be keypunched from a v a r ie ty o f source documents. On occasion m ay also p erfo rm some routine keypunch w ork. May tra in in experienced keypunch opera tors .

C lass B . W ork is routine and repe titive . Under c lose supervision o r fo llow ing spec ific p rocedu res o r instructions, w orks fro m various standardized source documents which have been coded, and fo llow s sp ec ified p rocedu res which have been p rescrib ed in deta il and requ ire lit t le o r no se lectin g , coding, or in terp retin g o f data to be recorded . R e fe rs to supervisor problem s aris in g from erroneous item s or codes o r m iss ing in form ation .

MESSENGER

P e r fo rm s various routine duties such as running errands, operating m inor o ffice machines such as sea le rs o r m a ile rs , opening and distributing m a il, and other m inor c le r ic a l work. Exclude positions that requ ire operation o f a m otor v eh ic le as a sign ificant duty.

S E C R E TA R Y

Assigned as persona l s e c re ta ry , norm a lly to one individual. Maintains a c lo se and highly responsive re la tionsh ip to the day-to -day work o f the supervisor. Works fa ir ly independently rece iv in g a m inim um of deta iled supervision and guidance. P e r fo rm s varied c le r ic a l and sec re ta r ia l duties, usually including m ost o f the fo llow in g :

a. R ece iv es telephone ca lls , persona l c a lle rs , and incom ing m a il, answers routine inqu ires, and routes techn ica l in qu iries to the p roper persons;

b. E stab lishes, m ainta ins, and rev is es the su perv isor 's f ile s ;

c. Maintains the su p e rv iso r 's ca lendar and makes appointments as instructed;

d. R elays m essages fro m su perv iso r to subordinates;

e. R eview s correspondence , m em orandum s, and reports prepared by others fo r the superv is o r 's signature to assure p rocedu ra l and typograph ic accuracy;

f. P e r fo rm s stenograph ic and typing work.

Exclusions

Not a ll positions that are t it led " s e c r e ta ry " p ossess the above ch aracteris tics . Exam ples of positions which are excluded from the defin ition are 'as fo llow s:

a. Positions which do not m eet the "p e rson a l" s ec re ta ry concept described above;

b. Stenographers not fu lly tra in ed in s e c re ta r ia l type duties;

c. Stenographers serv ing as o ffic e assistants to a group o f pro fess iona l, techn ical, or m anageria l persons;

d. S ecre ta ry positions in which the duties are e ith er substantially m ore routine or substantia lly m ore com plex and responsib le than those ch a ra c te r ized in the defin ition;

e. A ssistant type positions which invo lve m ore d ifficu lt or m ore responsible technical, adm in istrative, su perv isory , or sp ec ia lized c le r ic a l duties which are not typ ica l of s e cre ta r ia l work.

N O T E : The te rm "co rp o ra te o f f ic e r , " used in the le v e l defin itions fo llow ing, r e fe rs to thoseo ffic ia ls who have a s ign ificant co rpo ra te -w id e po licym aking ro le with regard to m ajor company a c tiv ities . The t it le "v ic e president, " though n orm a lly ind icative o f this ro le , does not in a ll cases iden tify such positions. V ic e presiden ts whose p r im a ry respon s ib ility is to act personally on individual cases or transactions (e .g ., approve or deny individual loan or c red it actions; adm inister individual trust accounts; d ire c tly supervise a c le r ic a l sta ff) are not considered to be "corpora te o f f ic e r s " fo r purposes o f applying the fo llow ing le v e l de fin itions.

C lass A

1. S ecre ta ry to the chairm an o f the board o r presiden t o f a company that em ploys, in a ll, o ver 100 but few er than 5, 000 p erson s; or

2. S ecre ta ry to a corpora te o f f ic e r (other than the chairm an o f the board or presiden t) o f a company that em ploys, in a ll, o ver 5,000 but few er than 25, 000 persons; or

3. S ecre ta ry to the head, im m ed ia te ly below the corpora te o ff ic e r le v e l, of a m ajor segment or subsid iary o f a company that em ploys, in a ll, o ver 25,000 p erson s.

C lass B

1. S ecre ta ry to the chairm an o f the board o r presiden t of a company that em ploys, in a ll, few er than 100 p erson s; or

2. S ecre ta ry to a corpora te o f f ic e r (other than the chairm an o f the board or presiden t) o f a company that em ploys, in a ll, o ve r 100 but few er than 5, 000 person s ; or

3. S ecre ta ry to the head, im m ed ia te ly below the o f f ic e r le v e l, o ver e ith er a m ajor corpo ra te w ide functional a ctiv ity (e .g ., m arketing, resea rch , operations, industria l re la tions, e tc .) or a m ajor geograph ic o r organ izational segm ent (e .g ., a reg ion a l headquarters; a m a jo r d ivision ) of a company that em ploys, in a ll, o ver 5,000 but few er than 25,000 em p loyees ; or

4. S ecre ta ry to the head o f an individual plant, fa c to ry , etc. (o r other equivalent le v e l of o f f ic ia l) that em ploys, in a ll, o ver 5,000 p erson s; or

5. S ecre ta ry to the head o f a la rge and im portant organ izational segment (e .g ., a m iddle management superv isor o f an organ izational segm ent often involving as many as severa l hundred p erson s ) or a company that em ploys, in a ll, o ve r 25,, 000 person s .

C lass C

1. S ecre ta ry to an execu tive or m anageria l person whose respon s ib ility is not equivalent to one of the sp ec ific le v e l situations in the defin ition fo r c lass B, but whose organ izational unit norm ally numbers at least s eve ra l dozen em ployees and is usually divided into organizational segments which are often, in turn, fu rther subdivided. In som e com panies, this le v e l includes a wide range of o rgan izational echelons; in o thers, only one or two; o r

2. S ecre ta ry to the head of an individual plant, fa ctory , etc. (o r other equivalent le v e l of o f f ic ia l) that em ploys, in a ll, few e r than 5,000 p erson s.

C lass D

1. S ecre ta ry to the su perv isor or head o f a sm all organ izational unit (e .g ., few er than about 25 or 30 persons); or

May also p e r fo rm other c le r ic a l and secre ta r ia l tasks o f com parable nature and d ifficu lty . 2. S ecre ta ry to a non su perv isory sta ff sp ec ia lis t, p ro fess ion a l em ployee, adm inistrativeThe w ork typ ica lly requ ires know ledge o f o ffic e routine and understanding of the o rgan ization , p rogram s, o f f ic e r , o r assistant, sk illed technician o r expert. (NO TE : Many com panies assign stenographers, and procedures re la ted to the w ork o f the su perv isor. ra ther than sec re ta r ie s as d escribed above, to this le v e l o f su perv isory o r non supervisory w o rk e r.)


P r im a ry duty is to take dictation using shorthand, and to tran scrib e the dictation. May also type from w ritten copy. May operate from a stenographic pool. May occasiona lly tran scr ib e from vo ice record ings ( i f p r im a ry duty is tran scrib in g from reco rd in gs , see T ran scrib ing-M ach ine Operator, G enera l).

N O T E : This job is distinguished from that o f a s ec re ta ry in that a s ec re ta ry norm a lly works in a confidentia l re lationsh ip with only one m anager or execu tive and perfo rm s m ore responsib le and d iscretionary tasks as described in the sec re ta ry job defin ition.

S tenographer, G enera l

D ictation in vo lves a norm al routine vocabu lary. May maintain f i le s , keep sim ple re co rd s , or p erfo rm other re la t iv e ly routine c le r ic a l tasks.

Stenographer, Senior

Dictation in vo lves a v a r ied techn ica l ,o r spec ia lized vocabu lary such as in le ga l b r ie fs or reports on sc ien tific research . M ay also set up and maintain f i le s , keep reco rds , etc.

OR

P e r fo rm s stenographic duties requ irin g s ign ifican tly g re a te r independence and respons ib ility than stenographer, gen era l, as ev idenced by the fo llow ing: W ork requ ires a high degree o f stenographicspeed and accuracy; a thorough working knowledge o f genera l business and o ffice procedure; and of the spec ific business operations, o rgan iza tion , p o lic ie s , p rocedu res , f i le s , w ork flow , etc. Uses this knowledge in p erfo rm ing stenographic duties and responsib le c le r ic a l tasks such as m aintaining followup file s ; assem bling m a ter ia l fo r rep o rts , m em orandum s, and le tte rs ; com posing sim ple le tte rs from genera l instructions; reading and routing incom ing m a il; and answering routine questions, etc.

SW ITCHBOARD O PE R ATO R

O perates a telephone sw itchboard o r console used with a priva te branch exchange (P B X ) system to re la y incom ing, outgoing, and in tra -sys tem ca lls . May p rovide in form ation to c a lle rs , record and transm it m essages , keep reco rd o f ca lls p laced and to ll charges. B es ides operating a telephone sw itchboard or conso le , may a lso type or p e r fo rm routine c le r ic a l w ork (typing o r routine c le r ic a l w ork m ay occupy the m a jo r portion o f the w o rk e r 's tim e , and is usually p er fo rm ed w hile at the sw itchboard or conso le ). C h ief or lead opera tors in establishm ents em ploying m ore than one operator are excluded. F o r an opera tor who also acts as a recep tion ist, see Switchboard O pera tor- Receptionist.

SW ITCHBOARD O P E R A T O R -R E C E P T IO N IS T

At a s in g le-position telephone sw itchboard o r conso le , acts both as an operator— see Switchboard Operator— and as a reception ist. R ecep tion is t's work invo lves such duties as greetin g v is ito rs ; determ ining nature o f v is ito r 's business and provid ing appropriate in form ation ; re fe r r in g v is ito r to appropriate person in the organ ization , o r contacting that person by telephone and arranging an appointment; keeping a log o f v is ito rs .

PROFESSIONALCO M PU TER O PE R A TO R

M onitors and operates the con tro l console o f a d ig ita l com puter to process data cccord ing to operating instructions, usually p repared by a p rogram m er. W ork includes m ost of the fo llow in g : Studies instructions to determ ine equipment setup and operations; loads equipment \tfith requ ired item s (tape r e e ls , ca rds , e tc .); sw itches n ecessa ry auxilia ry equipment into c ircu it, and starts and operates com puter; makes adjustments to com puter to c o r re c t operating prob lem s and m eet specia l conditions; rev iew s e r ro r s made during operation and determ ines cause o r re fe r s p rob lem to supervisor o r p rogram m er; and m aintains operating reco rds . May test and assist in co rrec tin g program .

F o r wage study purposes, com puter opera tors are c la ss ified as fo llow s:

C lass A . Operates independently, o r under only gen era l d irection , a com puter running program s w ith m ost o f the fo llow ing ch a ra c te r is t ics : New program s are frequen tly tested andintroduced; scheduling requ irem ents are o f c r it ic a l im portance to m in im ize downtime; the program s are o f com plex design so that iden tification o f e r r o r source often requ ires a working knowledge o f the total p rogram , and alternate program s m ay not be ava ilab le . May g ive d irection and guidance to low er le v e l operators.

Operates one o r a va r ie ty o f m achines such as the tabu lator, ca lcu la tor, c o lla to r , in te rp re te r , s o r te r , reproducing punch, etc. Excluded fro m th is defin ition are work ing su p erv iso rs . A lso excluded are operators o f e lec tron ic d ig ita l com puters, even though they m ay also operate EAM equipment.

Positions are c la ss ified into le v e ls on the bas is o f the fo llow ing defin itions.

Class A. P e r fo rm s com plete reportin g and tabulating assignm ents including devis ing d ifficu lt con tro l panel w irin g under genera l supervis ion . Assignm ents typ ica lly in vo lve a v a r ie ty o f long and com plex reports which often are ir re g u la r o r n on recu rrin g , requ iring som e planning o f the nature and sequencing of operations, and the use o f a v a r ie ty o f m ach ines. Is typ ica lly in vo lved in tra in ing new opera tors in machine operations o r tra in ing low er le v e l op era tors in w irin g fro m d iagram s and in the operating sequences of long and com plex rep o rts . Does not include positions in which w irin g respons ib ility is lim ited to selection and in sertion o f p rew ired boards.

C lass B . P e r fo rm s work accord ing to estab lished procedu res and under sp ec ific instructions. Assignm ents typ ica lly invo lve com plete but routine and recu rr in g repo rts o r parts o f la r g e r and m ore com plex reports. Operates m ore d ifficu lt tabulating o r e le c tr ic a l accounting m achines such as the tabu lator and ca lcu la tor, in addition to the s im p ler m achines used by c lass C opera tors . May be requ ired to do some w irin g from diagram s. M ay tra in new em p loyees in basic m achine operations.

C lass C . Under sp ec ific instructions, opera tes s im p le tabulating o r e le c tr ic a l accounting m achines such as the so rte r , in te rp re te r , reproducing punch, co lla to r , etc. Assignm ents typ ica lly in vo lve portions o f a work unit, fo r exam ple, ind ividual sorting o r co lla tin g runs, o r rep e titive operations. May perfo rm sim ple w irin g from d iagram s, and do som e filin g work.

TRANSCRIB ING :-M ACHINE O PE R A TO R , G E N E R A L

P rim a ry duty is to transcribe dictation in vo lv in g a norm al routine vocabu lary from tra n scrib ing-m ach ine reco rds . May also type from w ritten copy and do sim ple c le r ic a l work. W orkers transcrib in g dictation involving a va r ied techn ica l or sp ec ia lized vocabu lary such as le ga l b r ie fs or reports on scien tific research are not included. A w ork er who takes dictation in shorthand o r by Stenotype or s im ila r machine is c la ss ified as a stenographer.

T Y P IS T

Uses a typ ew rite r to make copies o f various m a ter ia ls o r to make out b ills a fter calcu lations have been made by another person. May include typing o f s tenc ils , m ats, or s im ila r m a ter ia ls fo r use in duplicating p rocesses . May do c le r ic a l w ork in vo lv in g lit t le sp ec ia l tra in ing , such as keeping sim ple reco rds , filin g records and rep o rts , or sorting and d istributing incom ing m ail.

C lass A . P e r fo rm s one or m ore o f the fo llow in g : Typing m a te r ia l in fina l fo rm when it in vo lves combining m a ter ia l from seve ra l sou rces; or resp on s ib ility fo r c o r r e c t spe llin g , sy llab ica tion , punctuation, e tc ., o f techn ical or unusual w ords o r fo re ign language m a te r ia l; or planning layout and typing o f com plicated s ta tis tica l tables to m aintain u n ifo rm ity and balance in spacing. May type routine fo rm le tte rs , varying details to suit c ircum stances.

C lass B . P e r fo rm s one or m ore o f the fo llow in g : Copy typing from rough or c lea r dra fts;or routine typing o f fo rm s , insurance p o lic ie s , etc; o r setting up sim ple standard tabulations; or copying m ore com plex tables a lready set up and spaced p rop er ly .

A N D TECHNICALC O M PU TE R O PE R A TO R — Continued

Class B . Operates independently, o r under only g en era l d irec tion , a com puter running p rogram s with m ost o f the fo llow ing ch a ra c te r is t ic s : M ost o f the p rogram s are estab lished productionruns, typ ica lly run on a regu la rly recu rr in g b as is ; th ere is lit t le o r no testing o f new p rogram s requ ired ; alternate program s are p rovided in case o r ig in a l p rog ram needs m a jo r change o r cannot be co rre c ted within a reasonably tim e. In common e r r o r situations, d iagnoses cause and takes c o r re c t iv e action. This usually invo lves applying p rev iou s ly p rogram m ed c o r r e c t iv e steps, o r using standard co rrec tion techniques.

OR

Operates under d irect supervision a com puter running program s o r segm ents o f p rogram s w ith the ch aracteris tics described fo r c lass A. May ass is t a h igher le v e l op era tor by independently p er fo rm in g less d ifficu lt tasks assigned, and p erfo rm in g d ifficu lt tasks fo llow ing deta iled instructions and w ith frequent rev iew o f operations perfo rm ed .

C lass C . W orks on routine p rogram s under c lo se supervis ion . Is expected to develop w ork ing know ledge of the com puter equipment used and ab ility to detect prob lem s in vo lved in running routine p rogram s. Usually has re ce iv ed some fo rm a l tra in in g in com puter operation . May assist h igher le v e l op era tor on com plex program s.


Converts statements of 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 or diagrams, the programmer develops the precise instructions which, when entered into the computer system in coded language, cause the manipulation of data to achieve desired results. Work involves most of the following: Applies knowledge of computer capabilities,mathematics, logic employed by computers, and particular subject matter involved to analyze charts and diagrams of the problem to be programmed; develops sequence of program steps; writes detailed flow charts to show order in which data will be processed; converts these charts to coded instructions for machine to follow; tests and corrects programs; prepares instructions for operating personnel during production run; analyzes, reviews, and alters programs to increase operating efficiency or adapt to new requirements; maintains records of program development and revisions. (NOTE: Workersperforming both systems analysis and programming should be classified as systems analysts if this is the skill used to determine their pay.)

Does not include employees primarily responsible for the management or supervision of other electronic data processing employees, or programmers primarily concerned with scientific and/or engineering problems.

For wage study purposes, programmers are classified as follows:

Clas■ A. Works independently or under only general direction on complex problems which require competence in all phases of programming concepts and practices. Working from diagrams and charts which identify the nature of desired results, major processing steps to be accomplished, and the relationships between various steps of the problem solving routine; plans the full range of programming actions needed to efficiently utilize the computer system in achieving desired end products.

At this level, programming is difficult because computer equipment must be organized to produce several interrelated but diverse products from numerous and diverse data elements. A wide variety and extensive number of 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 of data elements to form a highly integrated program.

May provide functional direction to lower level programmers who are assigned to assist.

Class B. Works independently or under only general direction on relatively simple programs, or on simple segments of complex programs. Programs (or segments) usually process information to produce data in two or three varied sequences or formats. Reports and listings are produced by refining, adapting, arraying, or making minor additions to or deletions from input data which are readily available. While numerous records may be processed, the data have been refined in prior actions so that the accuracy and sequencing of data can be tested by using a few routine checks. Typically, the program deals with routine record-keeping type operations.

OR

Works on complex programs (as described for class A) under close direction of a higher level programmer or supervisor. May assist higher level programmer by independently performing leas difficult tasks assigned, and performing more difficult tasks under fairly close direction.

May guide or instruct lower level programmers.

Class C. Makes practical applications of programming practices and concepts usually learned in formal training courses. Assignments are designed to develop competence in the application of standard procedures to routine problems. Receives close supervision on new aspects of assignments; and work is reviewed to verify its accuracy and conformance with required procedures.

COMPUTER SYSTEMS ANALYST, BUSINESS

Analyzes business problems to formulate procedures for solving them by use of electronic data processing equipment. Develops a complete description of all specifications needed to enable programmers to prepare required digital computer programs. Work involves most of the following: Analyzes subject-matter operations to be automated and identifies conditions and criteria required to achieve satisfactory results; specifies number and types of records, files, and documents to be used; outlines actions to be performed by personnel and computers in sufficient detail for presentation to management and for programming (typically this involves preparation of work and data flow charts); coordinates the development of test problems and participates in trial runs of new and revised systems; and recommends equipment changes to obtain more effective overall operations. (NOTE: Workersperforming both systems analysis and programming should be classified as systems analysts if this is the skill used to determine their pay.)

Does not include employees primarily responsible for the management or supervision of other electronic data processing employees, or systems analysts primarily concerned with scientific or engineering problems.

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 of system analysis. Problems are complex because of diverse sources of input data and multiple-use requirements of output data. (For example, develops an integrated production scheduling, inventory control, cost analysis, and sales analysis record in which every item of each type is automatically processed through the full system of records and appropriate followup actions are initiated by the computer.) Confers with persons concerned to determine the data processing problems and advises subject-matter personnel on the implications of new or revised systems of data processing operations. Makes recommendations, if needed, for approval of major systems installations or changes and for obtaining equipment.

May provide functional direction to lower level systems analysts who are assigned to assist.

Class B. Works independently or under only general direction on problems that are relatively uncomplicated to analyze, plan, program, and operate. Problems are of limited complexity because sources of input data are homogeneous and the output data are closely related. (For example, develops systems for maintaining depositor accounts in a bank, maintaining accounts receivable in a retail establishment, or maintaining inventory accounts in a manufacturing or wholesale establishment.) Confers with persons concerned to determine the data processing problems and advises subject- matter personnel on the implications of the data processing systems to be applied.

OR

Works on a segment of a complex data processing scheme or system, as described for class A. Works independently on routine assignments and receives instruction and guidance on complex assignments. Work is reviewed for accuracy of judgment, compliance with instructions, and to insure proper alignment with the overall system.

Class C . Works under immediate supervision, carrying out analyses as assigned, usually of a single activity. Assignments are designed to develop and expand practical experience in the application of procedures and skills required for systems analysis work. For example, may assist a higher level systems analyst by preparing the detailed specifications required by programmers from information developed by the higher level analyst.

DRAFTER

Class A. Plans the graphic presentation of complex items having distinctive design features that differ significantly from established drafting precedents. Works in close support with the design originator, and may recommend minor design changes. Analyzes the effect of each change on the details of form, function, and positional relationships of components and parts. Works with a minimum of supervisory assistance. Completed work is reviewed by design originator for consistency with prior engineering determinations. May either prepare drawings, or direct their preparation by lower level drafters.

Class B . Performs nonroutine and complex drafting assignments that require the application of most of the standardized drawing techniques regularly used. Duties typically involve such work as: Prepares working drawings of subassemblies with irregular shapes, multiple functions, and precise positional relationships between components; prepares architectural drawings for construction of a building including detail drawings of foundations, wall sections, floor plans, and roof. Uses accepted formulas and manuals in making necessary computations to determine quantities of materials to be used, load capacities, strengths, stresses, etc. Receives initial instructions, requirements, and advice from supervisor. Completed work is checked for technical adequacy.

Class C. Prepares detail drawings of single units or parts for engineering, construction, manufacturing, or repair purposes. Types of drawings prepared include isometric projections (depicting three dimensions in accurate scale) and sectional views to clarify positioning of components and convey needed information. Consolidates details from a number of sources and adjusts or transposes scale as required. Suggested methods of approach, applicable precedents, and advice on source materials are given with initial assignments. Instructions are less complete when assignments recur. Work may be spot-checked during progress.

DRAFTER-TRACER

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 limited to plans primarily consisting of straight lines and a large scale not requiring close delineation.)

AND/OR

Prepares simple or repetitive drawings of easily visualized items. Work is closely supervised during progress.


W orks on various types o f e lec tron ic equipment and re la ted devices by perfo rm in g one or a combination o f the fo llow ing: Insta lling , m aintaining, repa irin g , overhauling, troubleshooting, m od ify ing, constructing, and testing. W ork requ ires p ra c tica l application o f techn ical knowledge of e lec tron ics p rin cip les, ab ility to determ ine m alfunctions, and sk ill to put equipment in requ ired operating condition.

The equipment— consisting o f e ith er many d ifferen t kinds o f c ircu its or m u ltip le repetition of the same kind o f c ircu it— includes, but is not lim ited to, the fo llow ing: (a ) E lec tron ic transm itting and rece iv in g equipment (e .g ., radar, rad io, te lev is ion , telephone, sonar, navigational a ids), (b) d igita l and analog com puters, and (c ) industria l and m ed ica l m easuring and con tro lling equipment.

Th is c lass ifica tion excludes rep a ire rs o f such standard e lec tron ic equipment as common o ffice machines and household rad io and te lev is ion sets; production assem b lers and tes te rs ; w orkers whose p rim ary duty is se rv ic in g e lec tron ic test instrum ents; technicians who have adm in istrative or supervisory respons ib ility ; and d ra fte rs , d es igners , and p ro fessional engineers.

Positions are c la ss ified into le ve ls on the basis o f the fo llow ing defin itions.

C lass A . Applies advanced techn ical knowledge to solve unusually com plex prob lem s (i .e . , those that typ ica lly cannot be solved so le ly by re feren ce to m anufacturers ' manuals or s im ila rdocuments) in working on e lec tron ic equipment. Exam ples o f such problem s include location anddensity of c ircu itry , e lec tro -m agn etic radiation, iso lating malfunctions, and frequent engineeringchanges. W ork in vo lves: A detailed understanding of the in terre la tionsh ips of c ircu its ; exerc is in gindependent judgment in perform ing such tasks as making c ircu it analyses, calculating wave fo rm s , tracing relationsh ips in signal flow ; and regu la r ly using com plex test instruments (e .g ., dual trace osc illoscopes , Q -m e te rs , deviation m eters , pulse genera tors ).

W ork may be rev iew ed by su pervisor (frequently an engineer or d es ign er) fo r genera lcompliance with accepted p ractices . May provide technical guidance to low er le v e l technicians.

Class B . Applies com prehensive techn ica l know ledge to so lve com plex problem s (i .e . , those that typ ica lly can be solved so le ly by p rop e r ly in te rp re tin g m anu factu rers ' manuals o r s im ila r docum ents) in working on e lectron ic equipment. W ork in vo lves : A fa m ilia r ity with the in te rre la t ion ships of c ircu its; and judgment in determ in ing w ork sequence and in se lectin g too ls and testing instrum ents, usually less com plex than those used by the c lass A technician.

Receives technical guidance, as requ ired , from su perv iso r or h igher le v e l techn ician , and w ork is rev iew ed fo r spec ific com pliance w ith accepted p ra c tices and w ork assignm ents. May provide techn ica l guidance to low er le v e l technicians.

Glass G . App lies working techn ica l knowledge to p e r fo rm sim ple or routine tasks in working on e lectron ic equipment, follow ing detailed instructions which c o ve r v ir tu a lly all p rocedu res. Work typ ica lly involves such tasks as: A ssistin g h igher le v e l techn icians by p erfo rm in g such a c tiv ities asrep lacing components, w irin g c ircu its , and taking test readings; repa irin g s im ple e lec tron ic equipment; and using tools and common test instruments (e .g ., m u ltim eters , audio signal gen era to rs , tube te s te rs , o sc illoscopes ). Is not requ ired to be fa m ilia r w ith the in terre la tionsh ips o f c ircu its . Th is know ledge, how ever, may be acquired through assignm ents designed to in crease com petence (including c lassroom tra in in g ) so that w orker can advance to h igher le v e l technician.

R eceives technical guidance, as requ ired , from su perv isor or h igher le v e l technician. Work is typ ica lly spot checked, but is given deta iled rev iew when new o r advanced assignm ents are involved.

NURSE, IND U STR IAL (R eg is te red )

A reg is tered nurse who g ives nursing s e rv ic e under gen era l m ed ica l d irection to i l l or in jured em ployees or other persons who becom e i l l or su ffer an accident on the p rem ises of a fa c to ry or other establishment. Duties involve a com bination o f the fo llow in g : G iv ing f ir s t aid to the i l l orin jured; attending to subsequent dressing of em p lo yees ' in ju ries ; keeping reco rds o f patients trea ted ; preparing accident reports fo r compensation o r other purposes; assisting in physica l exam inations and health evaluations of applicants and em p loyees; and planning and ca rry in g out p rogram s invo lv ing health education, accident prevention, evaluation o f plant environm ent, o r other a c tiv it ie s a ffecting the health, w e lfa re , and safety of a ll personnel. Nursing superv isors or head nurses in estab lishm ents em ploying m ore than one nurse are excluded.

M AINTENANCE AND POWERPLANT

BO ILER TE N D E R

F ir e s stationary b o ile rs to furnish the establishm ent in which em ployed w ith heat, power, or steam. Feeds fuels to f ir e by hand or operates a m echanical stoker, gas, o r o il burner; and checks w ater and safety va lves . May clean, o il, or assist in repa iring b o ile rro om equipment.

C A R PE N TE R , M A IN TE N A N C E

P er fo rm s the carpen try duties n ecessa ry to construct and maintain in good repa ir building woodwork and equipment such as bins, c r ib s , counters, benches, partitions, doors, f lo o rs , s ta irs , casings, and tr im made o f wood in an establishm ent. W ork invo lves m ost of the fo llow in g : Planningand laying out o f work from blueprin ts, draw ings, m odels , or v e rb a l instructions; using a va r ie ty of carpen ter's handtools, portable pow er too ls , and standard m easuring instrum ents; making standard shop computations rela ting to dim ensions of work; and selecting m a ter ia ls n ecessary fo r the work. In genera l, the work o f the maintenance carpen ter requ ires rounded train ing and experience usually acquired through a fo rm a l apprenticeship or equivalent tra in ing and experience.

E LE C T R IC IA N , M A IN TE N A N C E

P er fo rm s a va r ie ty o f e le c tr ic a l trade functions such as the installation , m aintenance, or repa ir o f equipment fo r the generation , distribution, o r utilization o f e le c tr ic energy in an establishm ent. Work in vo lves most of the fo llow in g : Insta lling or repa irin g any of a va r ie ty of e le c tr ic a l equipmentsuch as genera tors , tran s fo rm ers , sw itchboards, con tro lle rs , c ircu it b reak ers , m o tors , heating units, conduit system s, o r other transm iss ion equipment; working from b lueprin ts, draw ings, layouts, or other specifications; locating and diagnosing trouble in the e le c tr ic a l system or equipment; working standard computations rela ting to load requ irem ents o f w irin g or e le c tr ic a l equipment; and using a va r ie ty of e le c tr ic ia n 's handtools and m easuring and testing instrum ents. In genera l, the w ork o f the maintenance e lec tr ic ian requ ires rounded train ing and experience usually acquired through a fo rm a l apprenticeship or equivalent tra in ing and experience.

ENGINEER, STA T IO N A R Y

Operates and m aintains and may also supervise the operation of stationary engines and equipment (m echanical or e le c tr ic a l) to supply the establishm ent in which em ployed with pow er, heat, re fr ig e ra tion , or a ir-condition ing. W ork in vo lves: Operating and maintaining equipment such assteam engines, a ir com presso rs , g en era tors , m otors , turbines, ventilating and re fr ig e ra tin g equipment, steam b o ile rs and b o ile r - fe d w a ter pumps; making equipment repa irs ; and keeping a reco rd of operation o f m achinery, tem peratu re, and fuel consumption. May also supervise these operations. Head or ch ie f engineers in establishm ents em ploying m ore than one engineer are excluded.

H E L P E R , M AINTENANCE TRADES

Assists one or m ore w orkers in the sk illed m aintenance trades , by p erfo rm in g sp ec ific or gen era l duties of le s s e r sk ill, such as keeping a w ork er supplied with m a te r ia ls and too ls ; cleaning working area, machine, and equipment; assisting journeym an by holding m a te r ia ls or too ls ; and p erfo rm in g other unskilled tasks as d irected by journeym an. The kind of work the helper is perm itted to p e r fo rm va r ie s from trade to trade: In some trades the h elper is confined to supplying, lift in g ,and holding m ateria ls and too ls , and cleaning working areas; and in others he is perm itted to p er fo rm sp ec ia lized machine operations, or parts of a trade that are a lso p er fo rm ed by w orkers on a fu ll-t im e basis.

M A C H IN E -TO O L O PE R A TO R , TOOLROOM

Specia lizes in operating one or m ore than one type of m achine too l (e .g ., j ig b o re r , grinding m achine, engine lathe, m illin g m achine) to m achine m eta l fo r use in making o r m aintaining j ig s , fix tu res , cutting too ls , gauges, or m eta l d ies or m olds used in shaping or fo rm ing m eta l or nonm etallic m a te r ia l (e .g ., p lastic , p laster, rubber, g la ss ). W ork typ ica lly in vo lves : P lanning and perfo rm in gd ifficu lt machining operations which requ ire com p lica ted setups or a high d egree o f accuracy; setting up machine too l or tools (e .g ., insta ll cutting too ls and adjust gu ides, stops, work ing tab les , and other con tro ls to handle the s ize of stock to be machined; determ ine p roper feeds , speeds, too lin g , and operation sequence or se lect those p resc r ib ed in draw ings, b lueprin ts, o r layou ts); using a v a r ie ty of p rec is ion measuring instrum ents; making n ecessa ry adjustments during m achining operation to achieve requ is ite dimensions to v e ry c lose to le ran ces . M ay be requ ired to se lect p roper coolants and cutting and lubricating o ils , to recogn ize when too ls need d ress in g , and to dress too ls . In gen era l, the work o f a m ach ine-tool operator, too lroom , at the sk ill le v e l ca lled fo r in this c la ss ifica tion requ ires ex tensive knowledge of m achine-shop and too lroom p ra c tice usually acqu ired through considerab le on -the-job training and experience.

For cross-indu stry wage study purposes, this c la ss ifica tion does not include m ach ine-too l op era to rs , too lroom , em ployed in too l-an d -d ie jobbing shops.

M ACH IN IST, M A IN TE N A N C E

Produces replacem ent parts and new parts in m aking repa irs of m eta l parts of m echan ica l equipment operated in an establishm ent. W ork in vo lves m ost o f the fo llow in g : in terp retin g w ritteninstructions and specifications; planning and laying out o f w ork ; using a va r ie ty o f m ach in is t's handtools and p recis ion m easuring instrum ents; setting up and operating standard m achine too ls ; shaping of m eta l


parts to c lo se to le ran ces ; m aking standard shop computations relating to dimensions of w ork , too lin g , fe ed s , and speeds o f m achin ing; know ledge o f the working properties of the common m eta ls ; selecting standard m a te r ia ls , p a rts , and equipment requ ired fo r this work; and fitting and assem bling parts into m echan ica l equipment. In gen era l, the m ach in ist's work norm ally requ ires a rounded tra in ing in m ach ine-shop p ra c tice usually acqu ired through a fo rm a l apprenticeship or equivalent tra in ing and experience.

M E C H AN IC , A U TO M O T IV E (M aintenance)

R epa irs au tom obiles, buses, m otortrucks, and tra c to rs of an establishm ent. W ork in vo lves m ost o f the fo llow in g : Exam ining autom otive equipment to diagnose source of troub le; d isassem blingequipment and p erfo rm in g repa irs that in vo lve the use o f such handtools as w renches, gauges, d r ills , o r sp ec ia lized equipment in d isassem bling o r fitting parts; rep lacing broken oj* d e fective parts from stock; grinding and adjusting va lv es ; reassem b ling and installing the various assem b lies in the veh ic le and m aking n ecessa ry adjustm ents; and align ing w heels, adjusting brakes and ligh ts, or tightening body bolts. In gen era l, the w ork o f the autom otive m echanic requ ires rounded training and experience usually acqu ired through a fo rm a l apprenticesh ip o r equivalent tra in ing and experience.

Th is c la ss ifica tion does, not include m echanics who repa ir custom ers' v eh ic les in automobile rep a ir shops.

M E C H AN IC , M A IN T E N A N C E

R epa irs m ach inery o r m echan ica l equipment o f an establishm ent. Work in vo lves m ost o f the fo llow in g : Exam ining m achines and m echan ica l equipment to diagnose source of trouble; d ism antling o r partly dism antling m achines and p erfo rm in g repa irs that m ain ly involve the use o f handtools in scraping and fitting parts ; rep lacing broken o r defective parts with item s obtained from stock; orderin g the production o f a rep lacem ent part by a machine shop or sending o f the machine to a machine shop fo r m a jo r rep a irs ; p reparin g w ritten specifica tions fo r m a jo r repa irs o r for the production of parts o rd ered from m achine shops; reassem b ling machines; and making all n ecessary adjustments fo r operation . In gen era l, the w ork of a m aintenance m echanic requ ires rounded train ing and experience usually acqu ired through a fo rm a l apprenticesh ip or equivalent train ing and experience. Excluded from th is c la ss ifica tion are w o rk e rs whose p r im a ry duties invo lve setting up or adjusting machines.

M ILLW R IG H T

Insta lls new m achines o r heavy equipment, and dism antles and installs m achines or heavy equipment when changes in the plant layout are requ ired. W ork involves m ost o f the fo llow in g : P lanning and laying out o f the w ork ; in terp retin g blueprints or other specifications; using a v a r ie ty of handtools and rigg in g ; m aking standard shop computations relating to stresses , strength o f m a ter ia ls , and cen ters o f g ra v ity ; align ing and balancing o f equipment; selecting standard too ls , equipment, and parts to be used; and insta lling and m aintain ing in good o rd er power transm ission equipment such as d r iv es and speed reducers . In gen era l, the m illw r igh t 's work norm ally requ ires a rounded train ing and exper ien ce in the trade acqu ired through a fo rm a l apprenticeship or equivalent tra in ing and experience.

Paints and redecora tes w a lls , woodwork, and fix tu res o f an establishm ent. W ork involves the fo llow in g : Know ledge o f surface p ecu lia rities and types of paint requ ired fo r d ifferen t applications;preparing surface fo r painting by rem oving old fin ish or by placing putty or f i l le r in nail holes and in te rs tices ; and applying paint with spray gun o r brush. May m ix c o lo rs , o ils , white lead, and other paint ingred ients to obtain p roper co lo r or consistency. In gen era l, the work of the maintenance painter requ ires rounded tra in ing and experience usually acquired through a fo rm a l apprenticeship or equivalent tra in ing and experience.

P IP E F IT T E R , M A IN TE N A N C E

Insta lls o r repa irs w a ter , steam , gas, o r other types of pipe and pipefittings in an estab lishment. W ork in vo lves most o f the fo llow in g : Laying out o f work and m easuring to locate position ofpipe from drawings or other w ritten spec ifica tions ; cutting various s izes of pipe to co rrec t lengths w ith ch ise l and ham m er o r oxyacety lene torch or pipe-cutting m achines; threading pipe w ith stocks and d ies; bending pipe by hand-driven o r p ow er-d riven m achines; assem bling pipe with couplings and fastening pipe to hangers; making standard shop computations re la tin g to p ressu res , flow , and size of pipe requ ired ; and making standard tests to determ ine whether fin ished pipes meet specifications. In genera l, the w ork of the maintenance p ip e fitter requ ires rounded tra in ing and experience usually acqu ired through a fo rm a l apprenticeship or equivalent tra in ing and experience. W orkers p r im a rily engaged in insta lling and repa irin g building sanitation or heating system s are excluded.

S H E E T -M E T A L W O RKER, M A IN TE N A N C E

Fab rica tes , in sta lls , and m aintains in good repa ir the sheet-m eta l equipment and fixtu res (such as m achine guards, grease pans, she lves , lo ck e rs , tanks, ven tila to rs , chutes, ducts, m eta l roo fing) o f an establishm ent. W ork in vo lves m ost o f the fo llow in g : Planning and laying out a ll types o f sheet- m eta l maintenance work from b lueprin ts, m odels , or other spec ifica tions ; setting up and operating all ava ilab le types o f sheet-m eta l working m achines; using a va r ie ty o f handtools in cutting, bending, form ing, shaping, fittin g , and assem bling; and insta lling sheet-m eta l a rt ic le s as requ ired. In genera l, the w ork o f the maintenance sheet-m eta l w orker requ ires rounded tra in ing and experience usually acquired through a fo rm a l apprenticeship o r equivalent tra in ing and experience.

T O O L AND DIE M AKER

Constructs and repa irs j ig s , fix tu res , cutting too ls , gauges, or m eta l dies or m olds used inshaping or form ing m eta l or non -m eta llic m a ter ia l (e .g ., p lastic , p las te r, rubber, g lass). Worktyp ica lly in vo lv es : Planning and laying out work accord ing to m odels , b lueprints, draw ings, or otherw ritten or o ra l specifica tions; understanding the working p roperties o f common m etals and alloys; se lecting appropriate m a te r ia ls , too ls , and p rocesses requ ired to com plete task; making necessary shop computation; setting up and operating various machine too ls and re la ted equipment; using various too l and die m aker 's handtools and p rec is ion m easuring instrum ents; w ork ing to v e ry c lose to lerances; heat-treating m eta l parts and fin ished too ls and dies to achieve requ ired qualities ; fitting andassem bling parts to p resc r ib ed to leran ces and a llowances. In gen era l, too l and die m aker 's workrequ ires rounded train ing in m achine-shop and too lroom practice usually acquired through form al apprenticeship o r equivalent tra in ing and experience.

F o r c ross-in du stry wage study purposes, this c la ss ifica tion does not include too l and die m akers who (1 ) are em ployed in too l and die jobbing shops or (2) produce fo rg ing dies (d ie sinkers).

CUSTO DIAL AND M ATERIAL M O V E M E N T

G UARD AND W A TC H M E N

Guard. P e r fo rm s routine po lice duties, either at fixed post or on tour, maintaining ord er, using, arm s or fo rce w here n ecessa ry . Includes guards who are stationed at gate and check on identity o f em ployees and other persons en ter in g .

W atchman. Makes rounds o f p rem ises period ica lly in protecting property against f ir e , theft, and i l le g a l entry.

JA N ITO R , P O R TE R , OR C L E A N E R

Cleans and keeps in an o rd e r ly condition fa ctory working areas and w ashroom s, or p rem ises o f an o ff ic e , apartment house, or com m erc ia l or other establishm ent. Duties invo lve a combination o f the fo llow in g : Sweeping, mopping o r scrubbing, and polishing floo rs ; rem oving chips, trash , and otherrefu se; dusting equipm ent, fu rn itu re, o r fix tu res ; polishing m eta l fixtu res or tr im m in gs ; pi >viding supplies and m inor m aintenance s e rv ic e s ; and cleaning la va to r ies , showers, and restroom s. V orkers who sp ec ia lize in w indow washing are excluded .

LAB O R E R , M A T E R IA L HAND LING

A w orker em ployed in a w a ieh ou se , m anufacturing plant, s to re , or other establishm ent whose duties invo lve one or m ore o f the fo llow in g : Loading and unloading various m ateria ls and m erchandiseon or from fre igh t ca rs , trucks, or other transporting dev ices ; unpacking, shelving, or placing m ateria ls o r m erchandise in p roper storage location ; and transporting m ateria ls or m erchandise by handtruck, c a r , o r w heelbarrow . Longshore w ork ers , who load and unload ships are excluded.

ORDER F IL L E R

F ills shipping or tra n s fe r o rd ers fo r fin ished goods from stored m erchandise in accordance w ith specifica tions on sales s lip s , cu stom ers ' o rd e rs , or other instructions. May, in addition to fillin g o rd ers and indicating item s f ille d o r om itted , keep records of outgoing o rd ers , requisition additional stock o r report short supplies to su p erv iso r , and p e rfo rm other re la ted duties.

PA C K E R , SH IPP IN G

P rep a res fin ished products fo r shipment or storage by placing them in shipping containers, the sp ec ific operations p erfo rm ed being dependent upon the type, s ize , and number of units to be packed, the type o f container em ployed , and method o f shipment. W ork requ ires the placing of item s in shipping containers and may in vo lve one o r m ore o f the fo llow in g : Knowledge o f various item s of


stock in o rd er to v e r ify content; se lection o f appropriate type and s ize o f container; inserting enclosures in container; using e x c e ls io r or other m a te r ia l to prevent breakage or damage; clos ing and sealing container; and applying labels or entering identify ing data on container. Packers who a lso make wooden boxes o r cra tes are excluded.

SH IPPING AND R ECE IV ING C LE R K

P rep a res m erchandise fo r shipment, or re c e iv e s and is responsib le fo r incom ing shipments o f m erchandise o r other m a ter ia ls . Shipping work in vo lv es : A knowledge o f shipping p rocedu res,p ractices , routes, ava ilab le means o f transportation , and rates; and p reparing records o f the goods shipped, making up b ills o f lading, posting weight and shipping charges, and keeping a f i le o f shipping records. M ay d irect o r assist in p reparing the m erchandise fo r shipment. R ece iv in g work in vo lv e s : V er ify in g or d irectin g others in v e r ify in g the co rrectn ess o f shipments against b ills o f lad ing, in vo ices , or other reco rds ; checking fo r shortages and re jec tin g damaged goods; routing m erchandise or m ateria ls to p roper departm ents; and m aintaining n ecessa ry records and file s .

F o r wage study purposes, w orkers are c la ss ified as fo llow s:

R eceiv in g c lerk Shipping c lerkShipping and rece iv in g c lerk

TRU CKD RIVER

D rives a truck w ithin a c ity or industria l a rea to transport m a te r ia ls , m erchandise, equipment, or w orkers between various types .pf establishm ents such as: Manufacturing plants, fre igh t depots,warehouses, wholesa le and re ta il estab lishm ents, or between re ta il estab lishm ents and custom ers ' houses or p laces o f business. May a lso load or unload truck with or without h e lpers , make m inor m echanical rep a irs , and keep truck in good working o rd e r . Sa les-rou te and ove r-th e -roa d d r iv e rs a re excluded.

F o r wage study purposes, tru ck d rive rs a re c la s s if ie d by s ize and type of equipment, as fo llow s: (T ra c to r - t ra ile r should be rated on the basis o f t r a i le r capac ity .)

T ru ckd rive r (combination of s izes l is ted sep a ra te ly )T ru ck d rive r , light (under lVz tons)T ru ck d rive r , medium (IV 2 to and including 4 tons)T ru ck d rive r , heavy (o ve r 4 tons, t r a i le r typ e )T ru ckd rive r , heavy (o ve r 4 tons, other than t r a i le r typ e )

TR U C K E R , POWER

Operates a manually con tro lled g a so lin e - o r e le c tr ic -p o w e red truck o r tra c to r to transport goods and m ateria ls of a ll kinds about a w arehouse, m anufacturing plant, or other estab lishm ent.

F o r wage study purposes, w orkers are c la s s if ie d by type o f truck, as fo llow s:

T ru cker, power (fo rk lift )T ru cker, power (other than fo rk lift )

W AREHOUSEM AN

As d irected , p erfo rm s a va r ie ty of warehousing duties which requ ire an understanding of the estab lishm ent's storage plan. W ork in vo lves m ost of the fo llow in g : V e r ify in g m a ter ia ls fo rm erchand ise) against rece iv in g documents, noting and reporting d iscrepancies and obvious dam ages; routing m ateria ls to p rescrib ed storage loca tions ; storin g , stacking, or p a lle tiz in g m a ter ia ls in accordance with p rescrib ed storage methods; rearran g in g and taking inven tory o f sto red m a ter ia ls ; exam ining stored m ateria ls and reporting de te rio ra tion and dam age; rem oving m a te r ia l from storage and preparing it fo r shipment. May operate hand or pow er trucks in p erfo rm in g warehousing duties.

Exclude w orkers whose p r im ary duties in vo lve shipping and rece iv in g work (see shipping and rece iv in g c lerk and packer, shipping), o rd er fillin g (see o rd e r f i l l e r ) , or operating pow er trucks (see tru cker, pow er).


Area Wage Surveys

A l is t o f the la test a va ilab le bu lletins o r bulletin supplements is presented below. A d ire c to ry o f a rea wage studies including m ore lim ited studies conducted at the request o f the Employment Standards A dm in is tra tion o f the D epartm ent o f Labor is ava ilab le on request. Bulletins m ay be purchased from any of the BLS reg ion a l o ffic e s shown on the back co ve r . Bulletin supplements may beobtained without cost, w here indicated, from BLS regional o ffices .

Bulletin numberA re a and p r ice *

Akron , Ohio, D ec. 1974 _______________________ _ __________________________________________ Suppl. F re eAlbany—Schenectady—T ro y , N .Y ., Sept. 1974 ___________________________________________ Suppl. F re eAlbuquerque, N. M ex,, M ar. 1974 2 ______________________________________________________ Suppl. F reeAllentowrv-Bethlehem —Easton, Pa .—N .J ., May 1974 2 ___________________________________ Suppl. F re eAnaheim —Santa Ana—Garden G rove , C a lif . , Oct. 1 974 1 ________________________________ 1850-9, 85 centsAtlanta, G a „ M ay 19751 ___________________________________________________________________ 1850-25, $1.00Austin, T ex ., D ec. 1974 ___________________________________________________________________ Suppl. F re eB a ltim ore , Md., Aug. 1974________________________________________________________________ Suppl. F re eBeaumont—P o r t Arthur—Orange, T ex ., M ay 1 974 2 ____________________________________ Suppl. F re eB illin gs , M ont., July 19741 _______________________________________________________________ 1850-6, 75 centsBinghamton, N .Y .—P a ., July 1974 ________________________________________________________ Suppl. F re eB irm ingham , A la ., M ar. 1975_____________________________________________________________ Suppl. F re eBoston, M ass., Aug. 1974 _________________________________________________________________ Suppl. F re eBu ffa lo , N .Y ., Oct. 1974 ___________________________________________________________________ Suppl. F re eCanton, Ohio, May 197 5 ___________________________________________ _______________________ Suppl. F re eC harleston , W . V a ., M ar. 1974 2 _________________________________________________________ Suppl. F re eCharlo tte , N .C ., Jan. 1974 2 ________________ _____ _________________________________________ Suppl. F re eChattanooga, Term.—Ga., Sept. 1974 _____________________________________________________ Suppl. F re eChicago, 111., M ay 1975_____________________________________________________________________ 1850-33, 85 centsC incinnati, Ohio—Ky*— Ind., F eb . 1975 ___________________________________________________Suppl. F re eC leveland , Ohio, Sept. 1974 1 __________________________________ __ ________________________ 1850-17, $1.00Columbus, Ohio, Oct. 1974 _________________________ ____________________________________ Suppl. F re eCorpus C h ris ti, T ex ., July 1975______________ —__________ —_____________________________ 1850-37, 65 centsDallas—F o r t W orth, T ex ., O ct. 1974 ______________ ___________________________________ __Suppl. F re eDavenport—Rock Island—M olin e, Io w a - I ll. , F eb . 1975 __________________________________ Suppl. F re eDayton, Ohio, D ec. 1 974 1__________________________________________________________________ 1850-14, 80 centsDaytona Beach, F la ., Aug. 1974 1____________________________________ ___________________ 1850- 1, 75 centsDenver—B ou lder, C o lo ., D ec. 1974 1 ___________ ____________ ___ _________________________ 1850- 15, 85 centsDes M oines, Iowa, M ay 1974 2 ____________________________________________________________Suppl. F r e eD etro it, M ich ., M ar. 1975_________________________________________________________________ 1850-22, 85 centsF o r t Lauderdale— H ollywood and W est P a lm Beach—

B oca Raton, F la . , A p r . 1975 1___________________________________________________________ 1850-26, 80 centsF resn o , C a l i f .1 3 __________________________________ ________________________________________G a in esv ille , F la ., Sept. 1974 1 ____________________________________________________ _______ 1850- 11, 7 5 centsG reen Bay, W is ., Ju ly 1974__________________________________________________ _______ _____Suppl. F re eG reensboro—W inston-Salem —High Po in t, N .C ., Aug. 19741 ___________________________ 1850-2, 80 centsG re en v ille , S .C ., June 1975 ________________________________________________________________ 1850-42, 65 centsH artfo rd , Conn., M ar. 1975 1 ____________________________________ ________________________ 1850-28, 80 centsHouston, T ex ., A p r . 1975________________________ ____ _____________________________________ Suppl. F re eH untsville , A la ., F eb . 1975 ________________________________ ___ ___________________________Suppl. F re eIndianapolis, Ind., O ct. 1974 ______________________________________________________________Suppl. F re eJackson, M is s ., Feb. 1975____________________________________________________________ ___Suppl. F re eJackson v ille , F la ., D ec. 1974 ____________________________________________________________ Suppl. F re eKansas C ity , M o .—K ans., Sept. 1974 ____________________________________________________ Suppl. F re eLaw re n ee -H averh ill, M a ss .—N .H ., June 1974 2 ______________________ __________________ Suppl. F reeLex in g ton -F aye tte , K y ., N ov. 1 974 __________________________________ ____________________Suppl. F re eLos Angeles—Long Beach, C a lif., O ct. 1 974 ___________________________________________ Suppl. F re eL o u is v ille , K y .—Ind., N ov . 1974 1 _________________________________________________________ 1850- 12, 80 centsLubbock, T ex ., M ar. 1974 2 _________________________ _______________________ ___ ___________ Suppl. F re eM elbourne—Titus v i l le —Cocoa, F la ., Aug. 1974 1 ________________________________________ 1850- 5, 75 centsM em ph is, Tenn.—Ark*— M iss ., N ov. 1974 __________________________________________ __Suppl. F re eM iam i, F la ., O ct. 1 974 __________ ______ ___________________ '______________________________ Suppl. F re e

Bulletin numberA re a and p rice*

Midland and Odessa, T e x ., Jan. 1 974 2 ____________________________________________________ Suppl. F reeM ilwaukee, W is ., A p r. 19751________________________________________________________________ 1850-21, 85 centsMinne apolis—St. Pau l, Minn.—W is ., J an 1 97 5 1 ____________________________________________ 1850-20, $1.05Muskegon—Muskegon Heights, M ich ., June 1 974 2 _______________________________________ Suppl. F re eNassau—Suffolk, N .Y ., June 1975 1__________________________________________________________ 1850-39, $1.00Newark, N .J ., J an. 1 97 5 1____________________________________________________________________ 1850- 18, $1.00New ark and J e r s ey C ity , N .J ., J an. 1 974 2 _______________________________________________ Suppl. F reeNew Haven, Conn., J an. 1974 ______________________________________________________________ Suppl. F reeNew O rleans, L a . , J an. 197 5 _______________________________________________________________Suppl. F reeNew Y ork , N .Y ^ N .J .1 3______________________________________________________________________New Y o rk and Nassau—Suffolk, N .Y ., A p r . 1974 2 ________________________________________ Suppl. F reeN orfo lk—V irg in ia Beach—Portsm outh , Va*— N .C ., May 1975 ____________________________ 1850-29, 65 centsN orfo lk—V irg in ia Beach—Portsm outh and N ew port News—

Hampton, V a .-N .C ., M ay 1975 ____________________________________________________________ 1850-30, 65 centsN ortheast Pennsylvan ia, A u g . 1974 1 _______________________________________________________ 1850-8, 80 centsOklahoma C ity , O kla., Aug. 19741 _________________________________________________________ 1850-7, 80 centsOmaha, N eb r^ Iow a , Oct. 1974 1 ................................................................................................ 1850- 10, 80 centsPaterson—Clifton—P assa ic , N .J ., June 1975 1______________________________________________ 1850-38, 80 centsPhiladelph ia , P a ^ N .J ., N ov. 1974 _________________________________________________________ Suppl. F reePhoen ix, A r iz . , June 1 974 2 _________________________________________________________________ Suppl. F reeP ittsburgh , Pa ., Jan. 1975 _________________________________________ _________________________ Suppl. F reePortland , M aine, Nov. 1974__________________________________________________________________ Suppl. F reePortland , O reg .-W ash ., May 1975___________________________________________________________ 1850-40, 75 centsPoughkeepsie, N .Y . 1 3________________________________________________________________________Poughkeepsie-K ingston -New burgh , N .Y ., June 1974 ____________________________________Suppl. F reeP rov id en ce—W arw ick—Pawtucket, R .I*—M ass., June 1975 ______________________________ 1850-27, 75 centsR ale igh—Durham, N .C ., F eb . 1975 _________________________________________________________ Suppl. F reeRichmond, Va ., June 1975 ____________________________________________ ______________________ 1850-41, 65 centsR ock ford , 111., June 19742 ______________________________________________________ ____________ Suppl. F reeSt. Lou is, M o^-Ill., M ar. 1975 ______________________________________________________________ Suppl. F reeSacram ento, C a lif., D ec. 19741 ____________________________________________________________ 1850- 19, 80 centsSaginaw, M ich ., Nov. 19741__________________________________________________________________ 1850- 16, 75 centsSalt Lake C ity-O gden , Utah, N ov. 1974 ___________________________________________________ Suppl. F reeSan Antonio, T ex ., M ay 1975 ________ _______________________________________________________ 1850-23, 65 centsSan D iego , C a lif., Nov. 19741 ________________________________________________________________ 1850-13, 80 centsSan F ran c isco—Oakland, C a lif., M ar. 1975 1_______________________________________________ 1850-35, $1.00San Jose, C a lif., M ar. 1975 1_________________________________________________________________ 1850-36, 85 centsSavannah, G a „ M ay 1974 2 __________________________________________________________________ Suppl. F reeSeattle—E vere tt , W ash., Jan. 1975 _________________________________________________________ Suppl. F reeSouth Bend, Ind., M ar. 1975 _________________________________________________________________Suppl. F reeSpokane, W ash., June 1974 2 ______________________________________________________________ Suppl. F reeSyracuse, N .Y ., July 1975____________________________________________________________________ 1850-43, 65 centsTo ledo , Ohio—M ich ., May 1975 1____________________________________________________________ 1850-34, 80 centsTrenton, N .J ., Sept. 1974 ___________________ __________ ____________ __ ____ _________________Suppl. F reeU tica -R om e, N .Y .1 3 _________________________________________________________________________Washington, D .C ^ M d .-V a ., M ar. 19751____________________________________________________ 1850-31, $1.00W aterbury, Conn., M ar. 1974 2 ____________________ ______________________ __ _______________ Suppl. F reeW estchester County, N .Y .1 3 __________________________________________ __________ __________W ich ita, Kans., A p r. 1975____ ______________________________ ______________________________ Suppl. F reeW orces te r , M ass., M ay 1975 1 _____________________________ ________________________________ 1850-24, 80 centsY ork . P a ., Feb . 19751 _______________________________________________________________________ 1850-32, 80 centsYoungstown—W arren , Ohio, Nov. 1973 2 __________________________________________________Suppl. F ree

* Prices are determined by the Government Printing Office and are subject to change.1 Data on establishment practices and supplementary wage provisions are also presented.2 No longer surveyed.3 To be surveyed.


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