bls_1850-87_1976.pdf

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AREA WAGE SURVEYSacramento, California, Metropolitan Area December 1975

U.S. DEPARTMENT OF LABOR . . B u r e a u of Labor StatisticsDigitized for FRASER

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

PrefaceT h is b u lle tin p r o v id e s resu lts o f a D e c e m b e r 1975 s u r v e y o f o c cu p a t io n a l ea rn in g s

in the S a cra m e n to , C a lifo rn ia , Standard M etrop o lita n S ta t is t ic a l A r e a (P la c e r , S a cra m e n to , and Y o lo C ou n ties ). T h e su rv ey w as m ade as p art o f the B u rea u o f L a b o r S t a t is t ic s ' annual a re a w age s u rv e y p r o g r a m . The p r o g ra m is d es ig n ed to y ie ld data f o r in d iv id u a l m e tro p o lita n a r e a s , as w e ll as n ation a l and re g io n a l e s tim a tes f o r a ll S tan d ard M e tro p o lita n S ta tis t ic a l A re a s in the U nited S ta tes , exclu d in g A lask a and H aw aii.

A m a jo r co n s id e ra tio n in the a rea w age s u rv e y p r o g r a m is the n eed to d e s c r ib e the le v e l and m ov em en t o f w ages in a v a r ie ty o f la b o r m a r k e t s , th rou g h the a n a ly s is o f (1) the le v e l and d is tr ib u tion o f w ages by o ccu p a tio n , and (2) the m o v e m e n t o f w a ges by o c cu p a t io n a l ca te g o ry and sk ill le v e l . The p r o g ra m d ev e lop s in fo rm a tio n that m a y be u sed f o r m any p u r p o s e s , in clu d in g w age and sa la ry a d m in is tra tion , c o l le c t iv e b a rg a in in g , and a s s is ta n c e in d eterm in in g plant lo ca t io n . Survey re su lts a lso a re u sed by the U .S . D ep artm en t o f L a b o r to m ake w age d e term in a tion s under the S e rv ice C on tract A ct o f 1965.

C u rre n t ly , 83 a rea s are in clu d ed in the p r o g r a m . (See l is t o f a re a s on in s id e b a ck c o v e r .) In ea ch a re a , occu p a tion a l ea rn in gs data a re c o l le c t e d annually . In fo rm a tio n on es ta b lish m en t p r a c t ic e s and su p p lem en ta ry w age b e n e fits is ob ta in ed e v e r y th ird y e a r .

E ach y e a r a fte r a ll ind iv idual a rea w age s u r v e y s have b e e n co m p le te d , tw o su m m a ry b u lle tin s a re is su e d . The f ir s t b rin g s tog e th er data f o r ea ch m e tro p o lita n a re a su rv e y e d . The s e co n d su m m a ry bu lletin p re se n ts national and re g io n a l e s t im a te s , p r o je c t e d f r o m in d iv id u a l m e tro p o lita n a re a data.

The S a cra m en to su rv ey w as con du cted by the B u r e a u 's r e g io n a l o f f i c e in San F r a n c is c o , C a li f . , under the g e n e ra l d ir e c t io n o f M ilton K een an , A ss is ta n t R e g io n a l C o m m is s io n e r fo r O p e ra t io n s . The su rv e y cou ld not have b e e n a c c o m p lis h e d w ithout the co o p e ra tio n o f the m any firm s w hose w age and s a la r y data p r o v id e d the b a s is fo r the s ta t is t ic a l in fo rm a tio n in th is b u lletin . The B u reau w ish e s to e x p r e s s s in c e r e a p p re c ia tio n f o r the c o o p e ra tio n r e c e iv e d .

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

AREA WAGE SURVEY Bulletin 1850 -87June 1976

U.S. DEPARTMENT OF LABOR, W. J. Usery, Jr., Secretary BUREAU OF LABOR STATISTICS, Julius Shiskin, Commissioner

Sacram ento, California, Metropolitan Area, December 1975

CONTENTS

In tro d u c t io n .

Page

2

T a b les :

A . E a rn in g s :A - 1. W eek ly ea rn in gs o f o f f ic e w o r k e r s ___ ___________________________________________________________________________________________A -2 . W eek ly ea rn in g s o f p r o fe s s io n a l and te c h n ica l w o r k e r s ______________________________________________________________________A -3 , A v e ra g e w eek ly earn in gs o f o f f ic e , p r o fe s s io n a l , and te c h n ica l w o r k e r s , by s e x _______________________________________A -4 . H ou rly ea rn in g s o f m a in ten ance and pow erp la n t w o r k e r s ____________________________________________________________________A - 5. H ou rly ea rn in g s o f cu stod ia l and m a te r ia l m ov em en t w o r k e r s _____________________________________________________________A -6 . A v e ra g e h ou rly earn in gs o f m a in ten an ce , p ow erp la n t, cu sto d ia l, and m a te r ia l m ov em en t w o r k e r s , by s e x ______A -7 . P e r c e n t in c r e a s e s in a v era g e h ou rly ea rn in gs fo r s e le c te d o ccu p a t io n a l g ro u p s , a d ju sted fo r em p loy m en t sh ifts

A pp en d ix A . S co p e and m eth od o f s u r v e y _________________________________________ __________________ ________________ ____________________________________ 11A pp en d ix B . O ccu p a tio n a l d e s c r ip t io n s ___________________________________________________________________________________________________________________ 13

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 45 cents. Make checks payable to Superintendent of Documents.

cn in -n n- oo o


Introduction

T h is a re a is 1 o f 83 in w h ich the U .S. D ep artm en t o f L a b o r 's B u rea u o f L a b o r S ta tis t ic s con d u cts su rv e y s o f o ccu p a t io n a l ea rn in g s and re la te d b e n e fits on an a rea w id e b a s is . In th is a re a , data w e r e o b ta in ed by a com b in a tion o f p e r s o n a l v is i t , m a il q u e s t io n n a ire , and te lep h on e in te rv ie w . R e p r e se n ta t iv e e s ta b lish m e n ts w ith in s ix b ro a d in d u stry d iv is io n s w e r e co n ta cte d : M a n u fa ctu rin g ; tr a n s p o r ta tio n , c o m m u n ica tion , and o th e r o th er p u b lic u t il it ie s ; w h o le sa le tr a d e ; r e ta il tr a d e ; f in a n ce , in su r a n c e , and read e s ta te ; and s e r v ic e s . M a jo r in d u stry g rou p s e x c lu d e d f r o m th e se stu d ies a re g o v ern m en t o p e ra t io n s and the c o n stru c tio n and e x tra c t iv e in d u s tr ie s . E sta b lish m en ts having fe w e r than a p r e s c r ib e d n u m b er o f w o r k e r s are om itted b e ca u s e o f in su ffic ie n t em p loy m en t in the o ccu p a t io n s stu d ied . S ep arate tabu la tion s are p r o v id e d fo r ea ch o f the b r o a d in d u stry d iv is io n s w h ich m e e t p u b lica tion c r it e r ia .

A - s e r ie s ta b le s

T a b le s A - 1 th rou gh A -6 p r o v id e e s t im a te s o f s tra ig h t -t im e h o u rly o r w e e k ly e a rn in g s fo r w o r k e r s in o ccu p a tio n s co m m o n to a v a r ie ty o f m an u fa ctu rin g and n onm an ufacturin g in d u s tr ie s . O ccu p a tion s w e re s e le c t e d f r o m the fo llo w in g c a te g o r ie s : (a ) O ffic e c le r i c a l , (b) p r o fe s s io n a l and te c h n ic a l , (c ) m a in ten an ce and p o w e rp la n t, and (d) cu sto d ia l

and m a te r ia l m ov em en t. In the 31 la r g e s t s u rv e y a r e a s , ta b le s A - la th rou gh A -6 a p ro v id e s im ila r data f o r e s ta b lis h m e n ts e m p lo y in g 500 w o r k e r s o r m o r e .

F o llow in g the o ccu p a t io n a l w age ta b le s is ta b le A - 7 w h ich p r o v id e s p e r ce n t ch anges in a v e ra g e ea rn in g s o f o f f i c e c l e r i c a l w o r k e r s , e le c t r o n ic data p r o c e s s in g w o r k e r s , in d u s tr ia l n u r s e s , s k ille d m a in ten ance w o r k e r s , and u n sk illed plant w o r k e r s . T h is m e a s u r e o f w age tren d s e lim in a tes ch an ges in a v e ra g e ea rn in g s c a u se d by e m p lo y m en t sh ifts am ong e s ta b lish m en ts as w e ll as tu r n o v e r o f e s ta b lis h m e n ts in c lu d ed in su rv ey s a m p le s . W h ere p o s s ib le , data a re p r e s e n te d f o r a ll in d u s tr ie s , m a n u factu rin g , and n on m a n u fa ctu r in g . A p p en d ix A d is c u s s e s th is w age tren d m e a su re .

A ppendixes

T h is bu lletin has tw o a p p e n d ix e s . A p p en d ix A d e s c r ib e s the m eth od s and con cep ts u sed in the a re a w age s u rv e y p r o g r a m and p r o v id e s in fo rm a tion on the s c o p e o f the s u rv e y . A p p en d ix B p r o v id e s jo b d e scr ip tio n s u sed by B u rea u f ie ld e c o n o m is t s to c la s s i fy w o r k e r s in o ccu p a tion s fo r w hich s tr a ig h t -t im e ea rn in g s in fo rm a tio n is p r e se n te d .


A. Earnings

Occupation and industry divisionNumber

ofAverageweekly

(standard)

Weekly earnings 1 (standard) Number of workers receiving straight-time weekly earnings of—

Mean * Median Middle ranged

4 * 85

andunder

90

90

9b

%95

100

4100

n o

$110

120

120

130

130

140

140

150

150

160

160

170

170

180

18"

190

190

200

S200 210

210 220 230

230

240

%£4j

£60

2b0

2a0

280

300

$10 0

and

ove r

ALL WCMKE9S

BOOKKEEPING-MACHINE 0PER4TURS, s s s sCLASS A ---------------------------------------------------- 33 39.5 161.00 155.50 138 .00 -165 .00 - - ” “ - - 9 13 5 - - ~ b - - - - - - -

CLERKS, accounting, class a ------------- 39a 39.5 188.50 175.00 155 .00 -206 .50 _ _ _ 7 18 21 23 54 52 37 1 J 33 92 5 9 5 4 5 la _MANUFACTURING ------------------------------------ 57 39.5 224.00 220.50 192.50-275 .00 - - - - - - - - 9 1 2 2 6 5 ? 5 3 4 4 14 -NUNMANUFACTURING ------------------------------ 33b 39.5 175.50 170.50 155 .00-206 .50 - - " 7 18 21 23 45 51 35 lu 27 87 3 4 2 - 1 4 -

CLERKS, ACCOUNTING, CLASS 8 ------------- 328 39.5 150.00 139.00 124 .00 -175 .00 _ _ - 13 40 70 42 29 16 2b 2 u 17 15 33 i 4 2MANUFACTURING ------------------------------------ 59 39 .5 162.00 1 66 .U0 126.SC-177.ou - - - - - 16 2 5 1 9 14 4 4 - - - - 4 - - -NUNMANUFACTURING ------------------------------ 269 39.5 147.50 132.50 1 2 1 .0 0 -1 6 * .oO - - ■ 13 40 54 40 24 15 17 6 1J ii 33 - i - - 2 - -

CLERKS, FILE, CLASS B -------------------------- 59 39.0 120.50 110.00 107.00-1 l b .00 _ 9 - 14 28 _ 2 1 _ _ _ _ _ 3 2 _ _56 39.0 107.00-11^ .00 14• ->U A * V • V 3

CLERKS, ORDER ------------------------------------------ 70 39.5 165.00 161.00 1 5 0 .50 -184 .00 - - - - - 7 7 2 18 5 3 2 c - 2 - - - 4 - - -

CLERKS, PAYROLL -------------------------------------- 64 39.5 203.50 215.00 1 4 7 .50 -268 .50 _ _ - 4 9 4 2 6 2 C i 1 2 u 20 _NONMANUFACTURING ------------------------------ 42 39.5 206.00 210.00 138 .00 -268 .50 - - “ “ - 4 9 4 - 1 1 i i - - i - - 20 - -

KEYPUNCH OPERATORS. CLASS A ------------- 157 39.5 176.00 172.50 156 .00 -202 .50 - . - _ _ _ . 3 48 26 24 11 5 21 6 13 . _ _MANUFACTURING ------------------------------------ 27 39 .5 199.50 215.00 175 .00 -224 .50 - - - * - - - “ 2 1 7 F " - 6 9 - - - - -

KEYPUNCH OPERATORS, CLASS b ------------- 100 39.5 135.50 135.00 125 .00 -137 .50 _ - _ 12 17 46 18 2 5 _NONMANUFACTURING ------------------------------ 98 39.5 135.50 135.00 124 .50 -136 .00 - - - - 12 17 46 16 2 - * - 5 - - - - - * - -

SECRETARIES ---------------------------------------------- 472 39.5 191.00 184.00 159 .00 -218 .50 - _ - 4 2 13 33 23 46 52 48 36 16 37 54 33 17 21 19 u 7MANUFACTURING ------------------------------------ 137 39.5 196.00 200.50 169 .00 -218 .50 - - - - - 4 - 3 15 24 8 4 8 11 28 21 1 3 3 4NONMANUFACTURING ------------------------------ 335 39.5 189.00 180.50 156.50 -218 .50 - - - 4 2 9 33 20 31 28 90 32 8 26 26 12 16 18 16 7 7

PUBLIC UTILITIES -------------------------- 48 40.0 247.00 249.00 2 2 8 .00 -280 .50 - - - - - - 4 - 2 - 2 - - 2 - ? 3 1 11 6 *b

SECRETARIES, CLASS A ------------------------ 30 39.0 209.50 218.50 184 .00 -227 .00 _ - _ _ _ _ 3 4 b _ 9 4 3 1NONMANUFACTURING ------------------------------ 29 39.0 208.00 218.50 184.00 -210 .50 - - - - - - - - - 3 4 b - - 9 - 4 2 - - 1

SECRETARIES, CLASS B ------------------------ 104 39.0 196.50 188.00 169.00 -220 .50 _ _ - - _ 7 3 2 4 15 6 17 4 1 1 8 12 4 2 2 1 6NONMANUFACTURING ------------------------------ 84 39.0 197.50 188.00 161.50 -214 .00 - - - - 7 3 2 3 7 6 16 3 11 6 5 4 2 2 1 6

SECRETARIES, CLASS C ------------------------ 217 39.5 197.50 200.00 165 .50 -221 .00 _ _ _ 2 8 13 22 26 22 8 7 20 33 13 7 14 14 8MANUFACTURING ------------------------------------ 73 39 .5 199.50 209.00 169.00 -215 .00 - - - - - - - 3 7 9 5 j 2 8 23 8 2 1 2nonmanufacturing ------------------------------ 144 39.5 196.50 185.00 161 .00 -230 .00 - - - - 2 - 8 10 15 17 17 5 5 12 10 5 7 12 13 6 _

11

3SECRETARIES, CLASS D ------------------------ 121 39.5 171.00 160.00 140 .00 -195 .50 4 6 22 8 20 8 16 5 5 6 4 8 2 2 2MANUFACTURING ------------------------------------ 43 39 .5 190.50 191.50 159 .00-220 .00 - - - - - 4 - - 7 7 3 - 5 3 3 6 1 2 2 _nonmanufacturing ------------------------------ 78 39.5 160.00 150.00 13 8 .0 0 -1 7 j .00 - - - 4 - 2 22 8 13 1 13 5 - 3 1 2 i 2 1 -

stenographers, general ------------------------ 1S2 40.0 162.50 153.50 132 .50-200 .00 . - - 24 10 31 5 20 13 6 1 4 15 2 4 12 3 2manufacturing ------------------------------------ 30 39.5 195.50 200.00 176 .50-211 .50 - - - - - - 2 1 1 2 4 - 4 8 2 4 2nonmanufacturing ------------------------------ 122 4 0 .0 154.50 138.00 122 .00 -165 .50 - - - - 24 10 29 4 19 11 2 1 - 7 - 12 3

PURLIC UTILITIES -------------------------- 35 40 .0 202.50 201.50 152 .50-239 .00 - - - - - - - 4 6 - 2 1 - 7 - - 12 3 - - -

stenographers, senior -------------------------- 116 40.0 158.00 152.00 133 .00 -169 .00 - _ - - 16 22 14 13 27 2 9 6 _ 1 3 3NONMANUFACTURING ------------------------------ 64 40 .0 150.50 146.50 136 .00-15^ .00 8 14 14 12 9 2 3 1 1

* Workers were distributed as follows: 4 at $ 300 to $ 320; and 2 at $ 320 to $340.

See footnotes at end of tables.


Weekly earnings 1 (standard) Number of workers receiving straight-time weekly earnings of—


ofworkere

weekly

(standard) M ean* Median £ M iddle ranged

s $85

andunder

90S

95S

100i

n o$

120S

130S I

140 150$

160S

n o$ $

180 190*

200$

210$

2203

230S

240S

260%

280S

300

and

90 95 100 n o 120 130 140 150 160 170 180 190 200 210 220 230 240 260 280 300 over

ALL WORKERS— CONTINUED

$ $ $1169 h 2 *2 9 J? 110 '*'0 To

SWITCHBOARD OPtRATOR-RECEPTIONISTS- 110 4 0 .0 138.50 138.00138.00

1 2 9 .0 0 -1 4 4 .0 0 - - - 10 5 13 48 18 7 2 - - 51

- - - - 2 - - -

1C'' DO*""

147 3939

158

g

120.00 113*00 1 1 1 2 2


Table A -2 . W eekly earnings of professional and technical workers in Sacram ento, C alif., December 1975Weekly earnings 1

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

Averageweeklyhours1

(standard)

$ $ s $ s s $ $ S % i 5 3> $ S i $ 5 i


ofworkerc M .a in Median * Middle ranged

135and

under

140 145 150 160 170 180 190 200 210 220 23o 2 h 0 250 ?b0 270 280 290 3u 0 310 320

and

140 145 150 160 170 180 190 200 210 220 230 24o 230 26 j 270 280 290 300 310 320 ove r

ALL WORKERS

25 3 9 . 0$1 8 4 . 0 0

$1 8 9 . 0 0

$ $1 6 1 . 0 0 - 1 9 0 . 5 0 2

340.0

38.0

2 4 3 . 5 0

2 6 5 . 5 0 2 6 6 . 0 0

234 50

2 6 3 . 0 0 2 4 9 . 0 0 - 2 8 5 . 5 0 2l b ^7 i-4



Table A -3 . Average w eekly earnings o* office, professional, and technical workers, by sex.in Sacram ento, C alif., Decem ber 1975

Average (mean2)

Average (mean2 )

Sex, occupation, and industry divisionNumber

of Weekly hours 1

standard)

Weekly earnings * (standard)


of Weekly

(standard)

Weekly earnings1 (standard)


of Weekly

[standard)

Weekly earnings 1 (standard)

OFFICE OCCUPATIONS - WOMEN

ROOKNfcFPING-MAChlNE OPERATORS.33 3 9 .S

$161.00

OFFICE OCCUPATIONS - WOMEN— CONTINUED

972137

39.53 9 .5

$191.00196.00189.00297.00

OFFICE OCCUPATIONS - WOMEN— CONTINUED

90.090 .0

$

150.50CLERKS, ACCOUNT,nG, 3HS

S339.53 9 .5

161.00226.50 <♦8 90.0 133.00

118.5060CLERKS, ACCOUNTING, 319

ss39.539.5

198.50 157.00196.50

_ r-29 00 SWITCHROAPD OPERATOR-RECEPTIONISTS- 110

10290.0 138.50

139.50•“♦ANIJF ACTU-} I '•G ——

1Q/ 39 0 196.50197.50CLERKS, FILE, CLASS 58

S539.039.0

118.00117.00

JLvKt | A" lL Jl t/L** J J O*89 39.0 62

6239.539.5

126.50126.50

TYPISTS* CLASS A. r* T r-r- ^ ^17 197.50

199.50196.50

39 39.5 158.00 73144

3 9 .53 9 .5 90.0

190122

39.539.5

128.50120.50

TYPISTS* CLASS B —— — — — — — -

198.00197.50

NONMANUF ACTUR ING — — — — ———

371 TO *" 171.00

190.50160.00

162.00

-r ____ . . „ __________KEYPUNCH OPERATORS, 39.5

39.5

39.539.5

176.00 199.50

135.00135.00

^43 JrN*r- OCCUPATIONS - MEN

KEYPUNCH OPERATORS, NONMANUF actorING

87&5

151 40 • 0CLAoj l>

12139

9 0 .09 0 .0

153.50201.50

”See footnotes at end of tables.


Hourly earnings3 Number of worker s receiving straight-time hourly earnings of—3) I 4 $ s % 4 4 $ % 4 4 4 4 4 4 $ 4 4 4 4 4Number 5 .70 5 .80 5 90 6.00 6 .10 6 .20 6.30 6 .40 6.50 6.60 6 . 70 6 .80 7 .00 7 .20 7 .90 7.60 7.80 8 .00 8 .20 8 .90 8 .60 8 . 8 0Sex, occupation, i nd industry division of

workers Mean 2 Median2 Middle range 2 j 11 e and5 .70 under

5.80 5 .90 6 00 6.10 6 .20 6 .30 6.90 6.50 6.60 6 . 7o 6. 80 7 .00 7 .20 7 .90 7 .60 7 .80 8 .00 8 .20 6 .90 8 .60 8.80 over

ALL WORKERS

32$ „ $ $ $

3G .t j

ELECTRICIANS, MAINTENANCE ----------------- 109 6.61 6 .58 6 .1 6 - 6 .76 2 16 - - 29 _ 1 - 18 17 5 8 - 9 _ 6 - - - - 3MANUFACTURING ----------------------------------- 86 6 .5 3 6 .99 6 .1 6 - 6 .7 6 2 16 - - “ 29 - 1 18 - 5 8 - 9 - * - 3

ENGINEERS, STATIONARY ------------------------- 91 7 , 0B 6 .27 6 .1 6 - 8 .6 2 4 19 - 181-8

7 - - 33

- - 1 - 6 - . - - 10 - 24 -7*20 6 . ->0

MACHINISTS, MAINTENANCE --------------------- 79 6 .59 6 . 16 6 .0 2 - 6 .99 2 9 - 30 3 _ - - 6 - 11 - 15 - - - 1 - - 2manufacturing ----------------------------------- 79 6 .59 6 .1 6 6 .0 2 - 6 .99 2 9 - - 30 3 “ 6 - “ 11 “ 15 * * 1 2

MECHANICS, AUTOMOTIVE(MAINTENANCE) ----------------------- ;--------------- 230 7 .25 7 .52 6 .5 9 - 7 .79 19 - - 9 8 10 1 18 - - 27 10 26 59 10 28 - 15 - -

MANUFACTURING ----------------------------------- 125 7.01 6 .81 6 .5 9 - 7 .b9 6 - - 9 - 10 1 lb - - 27 - - 59 - - - - - -NONMANUFACTURING ----------------------------- 105 7 .55 7 .96 7 .5 2 - 8 .06 8 - - - 8 - - - - - - 10 26 - 10 28 - 16 - -

PUBLIC UTILITIES---------------------— 65 7.62 8 .0 6 7 .2 7 - 8 .0 6 9 - - * - 8 - - - - - - 10 _ 28 15 *

mechanics, maintenance ----------------------- 291 6 .56 6 .50 6 .1 6 - 7 .28 19 36 - - _ 60 _ 15 30 29 4 20 7« - - - - 5 - - -MANUFACTURING ----------------------------------- ?67 6 .56 6 .50 6 .1 6 - 7 -?8 19 36 - - 60 - - 15 30 4 - 20 78 “ 5 * * “

r ‘9 ' 9G r . 3

* Workers were distributed as follows: 7 at $ 4 to $ 4.10; 7 at $ 5.20 to $ 5.30: and 8 at $ 5.50 to $ 5.60.



Hourly eamings3


ofworkers Mean 2 Median" Middle range 2

ALL WORKERS$ $

3.10$ t

?* I? \ 5 n ‘10 7 1 H.IJ j .23 Jml c .

JANITORS. PORTERS. AND CLLmNeRS ----- 658 3.84 3‘ 55 3 .5 5 - 4 .23

3*C1

1^6 ^*1776 6.06 6,20 6 .1 1 - 6.8b

i a39 6*12 6 Q9

6 .0 9 - 6 .16o n i r ' 1 rJo LLlKIx J "^7 ^ **

5.60 S«46~ S.8Q 46- 5 .80^*46

1 v 0 16 7* in t f i7,19 f.J 9 7.6b

TRUCoDRIVERS. HEAVY ICVtK 4 TONS.473

6*67r-rs

106 7 .39 7.65

* ' i 16 * '0 6 " / ? * ; ;

C* It 6*09 t*00 0*73

Number of workers receiving straight-time hourly earnings of—* 4 4 4 S 1 $ $ 4 4 4 4 4 4 S $ S 4 4 4 1 ------- 42.+0 2 .50 2 .60 2 .80 3 .00 3 .20 3 .40 3 .60 3 .80 4 .00 4 .20 4 .40 4 6o 4.3J 5.00 5 .20 5 .60 6 .00 6.40 6 .80 7.20 7.60

U nde r and8.40 under

2.30 2 .60 2 .80 3 .00 3 .20 3 .40 3 .60 3 .80 4 .00 4 .20 4 .40 4 .60 4 JliL 5.00 5 .20 5iM .-6 .00 6 .4 4 6.80 7.20 7.60 8.00

3 1 16 17 82 3 5 16 1 20 1 9 13 30 16 18* “ “ ” " - 16 * 20 - 9 13 30 16 - - “ “ “

29 2 1 14 6 21 12 259 3 132 10 29 55 , 30 12 12 1 4 17 - - -- - - - 2 - - - - 4 3 23 50 6 13 12 9 - 4 10 - - “

29 2 1 14 4 21 12 259 3 128 7 6 5 3 17 - 3 1 - 7 *

- - - _ - - - - 6 - 20 22 1H 4 26 36 6 75 3 12 - _- - - - - - - - - 6 - 10 22 14 4 26 36 - 25 3 - - -

10 - - - - - 6 50 - 12

1 _ _ _ 5 34 2 - - _

1 ” - “ - 5 31 2 * “

1 _ 1 4 32 7 - - -

1 - 4 20 2 ~ “ “

3 - _ 19 4 3 - 2 - -

18 4 3 ~ * “ “

- - 1 2 2 _ 7 3 6 - . 4 _ 2 7 52 22 25 23 45 236 616 260” “ 1 2 2 * 7 3 2 “ * “ “ ” " 42 15 12 18 45 8 598 260

13 6 1 9b 98 26013 5 - » 7 18 -

1 1 8 80 2601 - 80 85

- - _ _ - - _ 2 2 2 6 27 71 ll>8 13 109 24 54 62 2 16 -- - - - - - - 2 2 2 6 27 71 108 13 109 - 32 2 2 - -

24 22 60 * 16 *- _ - _ _ - 4 - - _ - 12 6 12 33 101 52 - - -

- - - - - - - - 4 - - - - - 6 - 33 101 52 - * -



Table A -6 . Average hourly earnings of maintenance, powerplant, custodial, and m aterial m ovem ent workers, by sex.in Sacram ento, C alif., December 1975


ofworkers

Average (mean2 )

hourly earnings3


ofworkers

Average (m ean2 )

hourly earnings3

maintenance, toolroom, andOOWEPPLANT OCCUPATIONS - MEN

$

MATERIAL MOVEMENT AND CUSTODIAL OCCUPATIONS - MEN— CONTINUED

JANITORS, PORTERS, AND CLEANERS ----- 550$

6 .25 3 .8 5109 6.61

lc.0

6 . j3 __9173

7 .087#f"°

74 6 .596 .59

6 .1 6

MECHANICS. AUTOMOTIVE 6 .0 97

27

125105

7.017 .557 .62

5 .60

291267

35

6 .561*313

5.51TRUCKDRIVERS, HEAVY (OVER 9 TONS,

^66MATERIAL MOVEMENT AND CUSTODIAL

OCCUPATIONS - MEN

6 .40'"*90109

3 70 9.71

6 .1 6



Table A-7. Percent increases in average hourly earnings for selected occupational groups, adjusted for em ploym ent shifts, in Sacramento, C alif., December 1974 to December 1975

Industry and occupational group

December 1974 to

December 1975

All industries:Office clerical (men and women) 8.3Electronic data processing (men and women) *Industrial nurses (men and women)________ *Skilled maintenance trades (men)___ 8.7Unskilled plant workers (men)________________ 8.0

Manufacturing:Office clerical (men and women) _ *Electronic data processing (men and women) *Industrial nurses (men and women)________ *Skilled maintenance trades (men) 8.7Unskilled plant workers (men) 7.9

Nonmanufacturing:Office clerical (men and women) 7.6Electronic data processing (men and women) *Industrial nurses (men and women)......... .. *Skilled maintenance trades (men)__________Unskilled plant workers (men) 7.9

* 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 clerical 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 AArea wage and related benefits data are obtained by personal visits of Bureau field represent

atives at 3-year intervals. 1 In each of the intervening years, information on employment and occupational earnings is collected by a combination of personal visit; mail questionnaire, and telephone interview from establishments participating in the previous survey.

In each of the 83 2 areas currently surveyed, data are obtained from representative establishments within six broad industry divisions: Manufacturing; transportation, communication, and other public utilities; wholesale trade; retail trade; finance, insurance, and real estate; and services. Major industry groups excluded from these studies are government operations and the construction and extractive industries. Establishments having fewer than a prescribed number of workers are omitted because of insufficient employment in the occupations studied. Separate tabulations are provided for each of the broad industry divisions which meet publication criteria.

These surveys are conducted on a sample basis. The sampling procedures involve detailed stratification of all establishments within the scope of an individual area survey by industry and number of employees. From this stratified universe a probability sample is selected, with each establishment having a predetermined chance of selection. To obtain optimum accuracy at minimum cost, a greater proportion of large them small establishments is selected. When data are combined, each establishment is weighted according to its probability of selection, so that unbiased estimates are generated. For example, if one out of four establishments is selected, it is given a weight of four to represent itself plus three others. An alternate of the same original probability is chosen in the same industry-size classification if data are not available for the original sample member. If no suitable substitute is available, additional weight is assigned to a sample member that is similar to the missing unit.

Occupations and EarningsOccupations selected for study are common to a variety of manufacturing and nonmanufacturing

industries, and are of the following types: (1) Office clerical; (2) professional and technical; (3)maintenance and powerplant; and (4) custodial and material movement. Occupational classification is based on a uniform set of job descriptions designed to take account of interestablishment variation in duties within the same job. Occupations selected for study are listed and described in appendix B. Unless otherwise indicated, the earnings data following the job titles are for all industries combined. Earnings data for some of the occupations listed and described, or for some industry divisions within occupations, are not presented in the A-series tables, because either (1) employment in the occupation is too small to provide enough data to merit presentation, or (2) there is possibility of disclosure of individual establishment data. Separate men's and women's earnings data are not presented when the number of workers not identified by sex is 20 percent or more of the men or women identified in an occupation. Earnings data not shown separately for industry divisions are included in all industries combined data, where shown. Likewise, data are included in the overall classification when a subclassification of electronics technicians, secretaries, or truckdrivers is not shown or information to subclassify is not available.

Occupational employment and earnings data are shown for full-time workers, i.e ., those hired to work a regular weekly schedule. Earnings data exclude premium pay for overtime and for work on weekends, holidays, and late shifts. Nonproduction bonuses are excluded, but cost-of-living allowances and incentive bonuses are included. Weekly hours for office clerical and professional and technical occupations refer to the standard workweek (rounded to the nearest half hour) for which employees receive regular straight-time salaries (exclusive of pay for overtime at regular and/or premium rates). Average weekly earnings for these occupations are rounded to the nearest half dollar.

These surveys measure the level of occupational earnings in an area at a particular time. Comparisons of individual occupational averages over time may not reflect expected wage changes. The averages for individual jobs are affected by changes in wages and employment patterns. For example, proportions of workers employed by high- or low-wage firms may change, or high-wage workers may advance to better jobs and be replaced by new workers at lower rates. Such shifts In employment could decrease an occupational average even though most establishments in an area increase wages during the year. Trends in earnings of occupational groups, shown in table A -7 , are better indicators of wage trends than individual jobs within the groups.

1 Pereonal visits were on a 2-year cyc le 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 e x .; Binghamton,

N. Y . —P a .; Birmingham, Ala. ; Fort Lauderdale—Hollywood and West Palm Beach—Boca Raton, F la .; Lexington—Fayette, K y .; Melbourne—Titusville— C ocoa , F la .; Norfolk—Virginia Beach—Portsmouth and Newport News—Hampton, Va. —N. C . ; Poughkeepsie—Kingston—Newburgh, N’. Y . ; Raleigh — Durham, N .C .; Syracuse, N .Y .; Utica—R om e, N .Y .; and Westchester County, N .Y . In addition, the Bureau conducts more lim ited area studies in approximately 70 areas at the request o f the Employment Standards Administration of the U.S. Department of Labor.

Average earnings reflect composite, areawide estimates. Industries and establishments differ in pay level and job staffing, and thus contribute differently to the estimates for each job. Pay averages may fail to reflect accurately the wage differential among jobs in individual establishments.

Average pay levels for men and women in selected occupations should not be assumed to reflect differences in pay of the sexes within individual establishments. Factors which may contribute to differences include progression within established rate ranges, since only the rates paid incumbents are collected, and performance of specific duties within the general survey job descriptions. Job descriptions used to classify employees in these surveys usually are more generalized than those used in individual establishments and allow for minor differences among establishments in specific duties performed.

Occupational employment estimates represent the total in all establishments within the scope of the study and not the number actually surveyed. Because occupational structures among establishments differ, estimates of occupational employment obtained from the sample of establishments studied serve only to indicate the relative importance of the jobs studied. These differences in occupational structure do not affect materially the accuracy of the earnings data.Wage trends for selected occupational groups

The percents of change in table A-7 relate to wage changes between the indicated dates. Annual rates of increase, where shown, reflect the amount of increase for 12 months when the time span between surveys was other than 12 months. Annual rates are based on the assumption that wages

Electronic data processing (men and women)— Continued

Computer systems analysts, classes A,B, and C

Industrial nurses (men and women):

Nurses, industrial (registered)Skilled maintenance (men):Carpenters Electricians Machinists MechanicsMechanics (automotive)Painters Pipefitters Tool and die makersUnskilled plant (men):Janitors, porters, and cleaners Laborers, material handling

Percent changes for individual areas in the program are computed as follows:1. Each occupation is assigned a weight based on its proportionate employment in the selected

group of occupations in the base year.2. These weights are used to compute group averages. Each occupation's average (mean)

earnings is multiplied by its weight. The products are totaled to obtain a group average.3. The ratio of group averages for 2 consecutive years is computed by dividing the average

for the current year by the average for the earlier year. The results— expressed as a percent— less 100 is the percent change.Establishment practices and supplementary wage provisions

Tabulations on selected establishment practices and supplementary wage provisions (B-series tables) are not presented in this bulletin. Information for these tabulations is collected at 3-year intervals. 1 These tabulations on minimum entrance salaries for inexperienced office workers; shift differentials; scheduled weekly hours and days; paid holidays; paid vacations; and health, insurance, and pension plans are presented (in the B-series tables) in previous bulletins for this area.

increased at a constant rate between surveys. Occupations used to compute wage trends are:

Office clerical (men and women):Bookkeeping-machine operators,

class BClerks, accounting, classes A and B Clerks, file, classes A, B, and C Clerks, order Clerks, payrollKeypunch operators, classes A and BMessengersSecretariesStenographers, general Stenographers, senior Switchboard operators Tabulating-machine operators,

class BTypists, classes A and BElectronic data processing

(men and women):Computer operators, classes A, B, and C Computer programmers, classes A, B,

and C


Establishments and workers w ith in scope of survey and number studiedin Sacram ento, C a lif . ,1 December 1975

Industry division 2

Minimum employment in establish

ments in scope of study

Number of establishments Workers in establishments

Within scope of study 3 Studied

Within scope of study 4Studied

Number Percent

All divisions_________________________________________ 382 108 69.369 100 39,340

Manufacturing_______________________ __________________ 50 80 27 22,036 32 12,133Nonmanufacturing________________________________________ - 302 81 47,333 68 27,207

Transportation, communication,and other public utilities 5 _________________________ 50 19 10 10,807 16 9,259

Wholesale trade 6____________________________________ 50 46 11 3, 631 5 1,405Retail trade 6 _________________________________________ 50 137 29 20,693 30 10,862Finance, insurance, and

real estate 6 _________________________________________ 50 40 10 5,599 8 3. 180Services 6 7 _____________________________ ____________ 50 60 21 6, 603 9 2,501

1 The Sacramento Standard Metropolitan Statistical Area, as defined by the Office of Management and Budget through February 1974, consists of Placer, Sacramento, and Yolo Counties. The "workers within scope of study" estimates shown in this table provide a reasonably accurate description of the size and composition of the labor force included in the survey. Estimates are not intended, however, for comparison with other employment indexes to measure employment trends or levels since (1) planning of wage surveys requires establishment data compiled considerably in advance of the payroll period studied, and (2) small establishments are excluded from the scope of the survey.

2 The 1967 edition of the Standard Industrial Classification Manual was used in classifying establishments by industry division.3 Includes all establishments with total employment at or above the minimum limitation. All outlets (within the area) of companies in industries such as trade,

finance, auto repair service, and motion picture theaters are considered as 1 establishment.4 Includes all workers in all establishments with total employment (within the area) at or above the minimum limitation.5 Abbreviated to "public utilities" in the A-series tables. Taxicabs and services incidental to water transportation were excluded. Sacramento's transit system

is publicly operated and is excluded by definition from the scope of the study.6 This division is represented in estimates for "all industries" and "nonmanufacturing" in the A-series tables. Separate presentation of data is not made for one

or more of the following reasons: (1) Employment is too small to provide enough data to merit separate study, (2) the sample was not designed initially to permitseparate presentation, (3) response was insufficient or inadequate to permit separate presentation, and (4) there is possibility of disclosure of individual establishment data.

7 Hotels and motels; laundries and other personal services; business services; automobile repair, rental, and parking; motion pictures; nonprofit membership organizations (excluding religious and charitable organizations); and engineering and architectural services.


Appendix B. Occupational Descriptions

The primary purpose of preparing job descriptions for the Bureau's wage surveys is to assist its field staff in classifying into appropriate occupations workers who are employed under a variety of payroll titles and different work arrangements from establishment to establishment and from area to area. This permits the grouping of occupational wage rates representing comparable job content. Because of this emphasis on interestablishment and interarea comparability of occupational content, the Bureau's job descriptions may differ significantly from those in use in individual establishments or those prepared for other purposes. In applying these job descriptions, the Bureau's-field economists are instructed to exclude working supervisors; apprentices; learners; beginners; trainees; and handicapped, part-time, temporary, and probationary workers.

OFFICE

BILLER, MACHINE

Prepares statements, bills, and invoices on a machine other than an ordinary or electromatic typewriter. May also keep records as to billings or shipping charges or perform other clerical work incidental to billing operations. For wage study purposes, billers, machine, are classified by type of machine, as follows:

Biller, machine (billing machine). Uses a special billing machine (combination typing and adding machine) to prepare bills and invoices from customers' purchase orders, internally prepared orders, shipping memorandums, etc. Usually involves application of predetermined discounts and shipping charges and entry of necessary extensions, which may or may not be computed on the billing machine, and totals which are automatically accumulated by machine. The operation usually involves a large number of carbon copies of the bill being prepared and is often done on a fanfold machine.

Biller, machine (bookkeeping machine). Uses a bookkeeping machine (with or without a typewriter keyboard) to prepare customers' bills as part of the accounts receivable operation. Generally involves the simultaneous entry of figures on customers' ledger record. The machine automatically accumulates figures on a number of vertical columns and computes and usually prints automatically the debit or credit balances. Does not involve a knowledge of bookkeeping. Works from uniform and standard types of sales and credit slips.

BOOKKEEPING-MACHINE OPERATOR

Operates a bookkeeping machine (with or without a typewriter keyboard) to keep a record of business transactions.

Class A. Keeps a set of records requiring a knowledge of and experience in basic bookkeeping principles, and familiarity with the structure of the particular accounting system used. Determines proper records and distribution of debit and credit items to be used in each phase of the work. May prepare consolidated reports, balance sheets, and other records by hand.

Class B. Keeps a record of one or more phases or sections of a set of records usually requiring little knowledge of basic bookkeeping. Phases or sections include accounts payable, payroll, customers' accounts (not including a simple type of billing described under biller, machine), cost distribution, expense distribution, inventory control, etc. May check or assist in preparation of trial balances and prepare control sheets for the accounting department.

CLERKS, ACCOUNTING

Performs one or more accounting clerical tasks such as posting to registers and ledgers; reconciling bank accounts; verifying the internal consistency, completeness, and mathematical accuracy of accounting documents; assigning prescribed accounting distribution codes; examining and verifying for clerical accuracy various types of reports, lists, calculations, posting, etc.; or preparing simple or assisting in preparing more complicated journal vouchers. May work in either a manual or automated accounting system.

The work requires a knowledge of clerical methods and office practices and procedures which relates to the clerical processing and recording of transactions and accounting information. With experience, the worker typically becomes familiar with the bookkeeping and accounting terms and procedures used in the assigned work, but is not required to have a knowledge of the formal principles of bookkeeping and accounting.

Positions are classified into levels on the basis of the following definitions.

Glass A. Under general supervision, performs accounting clerical operations which require the application of experience and judgment, for example, clerically processing complicated or nonrepetitive accounting transactions, selecting among a substantial variety of prescribed accounting codes and classifications, or tracing transactions though previous accounting actions to determine source of discrepancies. May be assisted by one or more class B accounting clerks.

Class B. Under close supervision, following detailed instructions and standardized procedures, performs one or more routine accounting clerical operations, such as posting to ledgers, cards, or worksheets where identification of items and locations of postings are clearly indicated; checking accuracy and completeness of standardized and repetitive records or accounting documents; and coding documents using a few prescribed accounting codes.

CLERK, FILE

Files, classifies, and retrieves material in an established filing system. May perform clerical and manual tasks required to maintain files. Positions are classified into levels on the basis of the following definitions.

Class A. Classifies and indexes file material such as correspondence, reports, technical documents, etc., in an established filing system containing a number of varied subject matter files. May also file this material. May keep records of various types in conjunction with the files. May lead a small group of lower level file clerks.


Clas9 B. Sorts, codes, and files unclassified material by simple (subject matter) headings or partly classified material by finer subheadings. Prepares simple related index and cross-reference aids. As requested, locates clearly identified material in files and forwards material. May perform related clerical tasks required to maintain and service files.

Class C. Performs routine filing of material that has already been classified or which is easily classified in a simple serial classification system (e.g., alphabetical, chronological, or numerical). As requested, locates readily available material in files and forwards material; and may fill out withdrawal charge. May perform simple clerical and manual tasks required to maintain and service files.

CLERK, ORDER

Receives customers* orders for material or merchandise by mail, phone, or personally. Duties involve any combination of the following: Quoting prices to customers; making out an order sheet listing the items to make up the order; checking prices and quantities of items on order sheet; and distributing order sheets to respective departments to be filled. May check with credit department to determine credit rating of customer, acknowledge receipt of orders from customers, follow up orders to see that they have been filled, keep file of orders received, and check shipping invoices with original orders.

CLERK, PAYROLL

Computes wages of company employees and enters the necessary data on the payroll sheets. Duties involve: Calculating workers* earnings based on time or production records; and postingcalculated data on payroll sheet, showing information such as worker’ s name, wbrking days, time, rate, deductions for insurance, and total wages due. May make out paychecks and assist paymaster in making up and distributing pay envelopes. May use a calculating machine.

KEYPUNCH OPERATOR

Operates a keypunch machine to record or verify alphabetic and/or numeric data on tabulating cards or on tape.

Positions are classified into levels on the basis of the following definitions.

Class A. Work requires the application of experience and judgment in selecting procedures to be followed and in searching for, interpreting, selecting, or coding items to be keypunched from a variety of source documents. On occasion may also perform some routine keypunch work. May train inexperienced keypunch operators.

Class B. Work is routine and repetitive. Under close supervision or following specific procedures or instructions, works from various standardized source documents which have been coded, and follows specified procedures which have been prescribed in detail and require little or no selecting, coding, or interpreting of data to be recorded. Refers to supervisor problems arising from erroneous items or codes or missing information.

MESSENGER

Performs various routine duties such as running errands, operating minor office machines such as sealers or mailers, opening and distributing mail, and other minor clerical work. Exclude positions that require operation of a motor vehicle as a significant duty.

SECRETARY

Assigned as personal secretary, normally to one individual. Maintains a close and highly responsive relationship to the day-to-day work of the supervisor. Works fairly independently receiving a minimum of detailed supervision and guidance. Performs varied clerical and secretarial duties, usually including most of the following:

a. Receives telephone calls, personal callers, and incoming mail, answers routine inquiries, and routes technical inquiries to the proper persons;

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

c. Maintains the supervisor's calendar and makes appointments as instructed;d. Relays messages from supervisor to subordinates;e. Reviews correspondence, memorandums, and reports prepared by others for the super

visor's signature to assure procedural and typographic accuracy;f. Performs stenographic and typing work.

May also perform other clerical and secretarial tasks of comparable nature and difficulty. The work typically requires knowledge of office routine and understanding of the organization, programs, and procedures related to the work of the supervisor.

SECRETARY— Continued

Exclusions

Not all positions that are titled "secretary" possess the above characteristics. Examples of positions which are excluded from the definition are as follows:

a. Positions which do not meet the "personal" secretary concept described above;

b. Stenographers not fully trained in secretarial type duties;c. Stenographers serving as office assistants to a group of professional, technical, or

managerial persons;d. Secretary positions in which the duties are either substantially more routine or sub

stantially more complex and responsible them those characterized in the definition;

e. Assistant type positions which involve more difficult or more responsible technical, administrative, supervisory, or specialized clerical duties which are not typical of secretarial work.

NOTE: The term "corporate officer," used in the level definitions following, refers to thoseofficials who have a significant corporate-wide policymaking role with regard to major company activities. The title "vice president," though normally indicative of this role, does not in all casesidentify such positions. Vice presidents whose primary responsibility is to act personally on individualcases or transactions (e.g., approve or deny individual loan or credit actions; administer individual trust accounts; directly supervise a clerical staff) are not considered to be "corporate officers" for purposes of applying the following level definitions.

Class A1. Secretary to the chairman of the board or president of a company that employs, in all,

over 100 but fewer than 5, 000 persons; or2. Secretary to a corporate officer (other than the chairman of the board or president) of a

company that employs, in all, over 5,000 but fewer than 25, 000 persons; or

3. Secretary to the head, immediately below the corporate officer level, of a major segment or subsidiary of a company that employs, in all, over 25,000 persons.

Class B

1. Secretary to the chairman of the board or president of a company that employs, in all, fewer than 100 persons; or

2. Secretary to a corporate officer (other than the chairman of the board or president) of a company that employs, in all, ov^r 100 but fewer than 5,000 persons; or

3. Secretary to the head, immediately below the officer level, over either a major corporatewide functional activity (e.g., marketing, research, operations, industrial relations, etc.) or a major geographic or organizational segment (e.g., a regional headquarters; a major division) of a company that employs, in all, over 5,000 but fewer than 25,000 employees; or

4. Secretary to the head of an individual plant, factory, etc. (or other equivalent level of official) that employs, in all, over 5,000 persons; or

5. Secretary to the head of a large and important organizational segment (e.g., a middle management supervisor of an organizational segment often involving as many as several hundred persons) or a company that employs, in all, over 25,000 persons.

Class C

1. Secretary to an executive or managerial person whose responsibility is not equivalent to one of the specific level situations in the definition for class B, but whose organizational unit normally numbers at least several dozen employees and is usually divided into organizational segments which are often, in turn, further subdivided. In some companies, this level includes a wide range of organizational echelons; in others, only one or two; <>r

2. Secretary to the head of an individual plant, factory, etc. (or other equivalent level of official) that employs, in all, fewer than 5,000 persons.

Class D

1. Secretary to the supervisor or head of a small organizational unit (e.g., fewer than about 25 or 30 persons); or

2. Secretary to a non supervisory staff specialist, professional employee, administrative officer, or assistant, skilled technician or expert. (NOTE: Many companies assign stenographers, rather than secretaries as described above, to this level of supervisory or non supervisory worker.)


STENOGRAPHER

Primary duty is to take dictation using shorthand, and to transcribe the dictation. May also type from written copy. May operate from a stenographic pool. May occasionally transcribe from voice recordings (if primary duty is transcribing from recordings, see Tran scribing-Machine Operator, General).

NOTE: This job is distinguished from that of a secretary in that a secretary normally works in a confidential relationship with only one manager or executive and performs more responsible and discretionary tasks as described in the secretary job definition.

Stenographer, GeneralDictation involves a normal routine vocabulary. May maintain files, keep simple records,

or perform other relatively routine clerical tasks.

Stenographer, SeniorDictation involves a varied technical ,or specialized vocabulary such as in legal briefs or

reports on scientific research. May also set up and maintain files, keep records, etc.

OR

Performs stenographic duties requiring significantly greater independence and responsibility than stenographer, general, as evidenced by the following: Work requires a high degree of stenographicspeed and accuracy; a thorough working knowledge of general business and office procedure; and of the specific business operations, organization, policies, procedures, files, workflow, etc. Uses this knowledge in performing stenographic duties and responsible clerical tasks such as maintaining followup files; assembling material for reports, memorandums, and letters; composing simple letters from general instructions; reading and routing incoming mail; and answering routine questions, etc.

SWITCHBOARD OPERATOR

Operates a telephone switchboard or console used with a private branch exchange (PBX) system to relay incoming, outgoing, and intra-system calls. May provide information to callers, record and transmit messages, keep record of calls placed and toll charges. Besides operating a telephone switchboard or console, may also type or perform routine clerical work (typing or routine clerical work may occupy the major portion of the worker's time, and is usually performed while at the switchboard or console). Chief or lead operators in establishments employing more than one operator are excluded. For an operator who also acts as a receptionist, see Switchboard Operator- Receptionist.

SWITCHBOARD OPERATOR-RECEPTIONIST

At a single-position telephone switchboard or console, acts both as an operator— see Switchboard Operator— and as a receptionist. Receptionist's work involves such duties as greeting visitors; determining nature of visitor's business and providing appropriate information; referring visitor to appropriate person in the organization, or contacting that person by telephone and arranging an appointment; keeping a log of visitors.

PROFESSIONALCOMPUTER OPERATOR

Monitors and operates the control console of a digital computer to process data according to operating instructions, usually prepared by a programmer. Work includes most of the following: Studies instructions to determine equipment setup and operations; loads equipment With required items (tape reels, cards, etc.); switches necessary auxiliary equipment into circuit, and starts and operates computer; makes adjustments to computer to correct operating problems and meet special conditions; reviews errors made during operation and determines cause or refers problem to supervisor or programmer; and maintains operating records. May test and assist in correcting program.

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

Class A. Operates independently, or under only general direction, a computer running programs with most of the following characteristics: New programs are frequently tested andintroduced; scheduling requirements are of critical importance to minimize downtime; the programs are of complex design so that identification of error source often requires a working knowledge of the total program, and alternate programs may not be available. May give direction and guidance to lower level operators.

TABULATING-MACHINE OPERATOR (Electric Accounting Machine Operator)

Operates one or a variety of machines such as the tabulator, calculator, collator, interpreter, sorter, reproducing punch, etc. Excluded from this definition are working supervisors. Also excluded are operators of electronic digital computers, even though they may also operate EAM equipment.

Positions are classified into levels on the basis of the following definitions.Class A. Performs complete reporting and tabulating assignments including devising difficult

control panel wiring under general supervision. Assignments typically involve a variety of long and complex reports which often are irregular or nonrecurring, requiring some planning of the nature and sequencing of operations, and the use of a variety of machines. Is typically involved in training new operators in machine operations or training lower level operators in wiring from diagrams and in the operating sequences of long and complex reports. Does not include positions in which wiring responsibility is limited to selection and insertion of prewired boards.

Class B. Performs work according to established procedures and under specific instructions. Assignments typically involve complete but routine and recurring reports or parts of larger and more complex reports. Operates more difficult tabulating or electrical accounting machines such as the tabulator and calculator, in addition to the simpler machines used by class C operators. May be required to do some wiring from diagrams. May train new employees in basic machine operations.

Class C. Under specific instructions, operates simple tabulating or electrical accounting machines such as the sorter, interpreter, reproducing punch, collator, etc. Assignments typically involve portions of a work unit, for example, individual sorting or collating runs, or repetitive operations. May perform simple wiring from diagrams, and do some filing work.

TRANSCRIBING-MACHINE OPERATOR, GENERAL

Primary duty is to transcribe dictation involving a normal routine vocabulary from transcribing-machine records. May also type from written copy and do simple clerical work. Workers transcribing dictation involving a varied technical or specialized vocabulary such as legal briefs or reports on scientific research are not included. A worker who takes dictation in shorthand or by Stenotype or similar machine is classified as a stenographer.

TYPIST

Uses a typewriter to make copies of various materials or to make out bills after calculations have been made by another person. May include typing of stencils, mats, or similar materials for use in duplicating processes. May do clerical work involving little special training, such as keeping simple records, filing records and reports, or sorting and distributing incoming mail.

Class A. Performs one or more of the following: Typing material in final form when it involves combining material from several sources; or responsibility for correct spelling, syllabication, punctuation, etc., of technical or unusual words or foreign language material; or planning layout and typing of complicated statistical tables to maintain uniformity and balance in spacing. May type routine form letters, varying details to suit circumstances.

Class B. Performs one or more of the following: Copy typing from rough or clear drafts;or routine typing of forms, insurance policies, etc; or setting up simple standard tabulations; or copying more complex tables already set up and spaced properly.

AND TECHNICALCOMPUTER OPERATOR— Continued

Class B. Operates independently, or under only general direction, a computer running programs with most of the following characteristics: Most of the programs are established productionruns, typically run on a regularly recurring basis; there is little or no testing of new programs required; alternate programs are provided in case original program needs major change or cannot be corrected within a reasonably time. In common error situations, diagnoses cause and takes corrective action. This usually involves applying previously programmed corrective steps, or using standard correction techniques.

OR

Operates under direct supervision a computer running programs or segments of programs with the characteristics described for class A. May assist a higher level operator by independently performing less difficult tasks assigned, and performing difficult tasks following detailed instructions and with frequent review of operations performed.

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


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:

Class 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.

Clas8_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 less 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 t'o management and for programming '\typic ally 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 jon 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 ork s on v a r io u s types o f e le c t r o n ic equipm ent and re la ted d e v ice s by p e r fo rm in g one o r a com b in a tion o f the fo llo w in g : In sta llin g , m ainta in ing , rep a ir in g , overhauling , tro u b le s h o o tin g , m o d ify in g , co n s tru c tin g , and te s t in g . W ork r e q u ire s p r a c t ic a l app lication o f tech n ica l know ledge of e le c t r o n ic s p r in c ip le s , a b ility to d e te rm in e m a lfu n c tio n s , and sk ill to put equipm ent in re q u ire d operatin g con d ition .

The equ ipm ent— co n s is tin g o f e ith e r m any d ifferen t kinds o f c ir c u its o r m u ltip le rep etition o f the sam e kind o f c ir c u it — in c lu d e s , but is not lim ite d to , the fo llow ing : (a) E le c t ro n ic tra n sm ittin gand re ce iv in g equ ip m ent (e .g . , ra d a r , ra d io , te le v is io n , te lep h on e, son a r , n a v ig ation a l a id s ), (b) d ig ita l and analog co m p u te r s , and (c ) in d u str ia l and m e d ica l m ea su rin g and co n tro llin g equ ipm ent.

T h is c la s s i f ic a t io n e x c lu d e s r e p a ir e r s o f such standard e le c tro n ic equipm ent as co m m o n o ff ic e m a ch in e s and h ou seh o ld ra d io and te le v is io n se ts ; produ ction a sse m b le rs and t e s te r s ; w o rk e r s w hose p r im a ry duty is s e r v ic in g e le c t r o n ic test in stru m en ts ; tech n ician s who have a d m in istra tive or s u p e rv is o ry r e s p o n s ib il ity ; and d r a f te r s , d e s ig n e rs , and p r o fe ss io n a l en g in e e rs .

P o s it io n s a re c la s s i f ie d in to le v e ls on the b a s is o f the follow ing d e fin ition s .

G la ss A . A p p lies advan ced te ch n ica l know ledge to so lve unusually c o m p le x p r o b le m s ( i .e ., th o se that ty p ica lly cannot be so lv e d so le ly by re fe re n c e to m a n u fa ctu re rs ' m anuals o r s im ila rd o cu m e n ts ) in w ork in g on e le c t r o n ic equipm ent. E xa m p les o f such p ro b le m s in clu de lo ca tio n andd e n sity o f c i r c u it r y , e le c t r o -m a g n e t ic rad ia tion , iso la tin g m alfu n ction s , and frequent en g in eerin gch a n g es . W ork in v o lv e s : A d e ta iled understanding o f the in terre la tion sh ip s o f c i r c u it s ; e x e r c is in gindependent judgm ent in p e r fo rm in g such ta sks as m aking c irc u it an a ly ses , ca lcu la tin g w ave fo r m s , tra c in g re la tio n sh ip s in s ign a l flow ; and reg u lar ly using co m p le x test in strum ents (e .g . , dual tra ce o s c i l lo s c o p e s , Q -m e t e r s , dev iation m e t e r s , pu lse g e n e ra to rs ) .

W ork m ay be re v ie w e d by su p e rv is o r (frequently an en gineer o r d e s ig n e r ) fo r g e n e ra lco m p lia n c e with a cce p te d p r a c t ic e s . M ay prov ide te ch n ica l guidance to lo w e r le v e l te ch n ic ia n s .

C la ss E . A pplied co m p re h e n s iv e te ch n ica l know ledge to so lv e co m p le x p ro b le m s ( i .e ., those that ty p ica lly ca -. be so lv e d so le ly by p r o p e r ly in te rp re tin g m a n u fa ctu re r s ' m anuals or s im ila r d o cu m e n ts ) in w orx in g on e le c t r o n ic equ ipm ent. W ork in v o lv e s : A fa m ilia r ity with the in te r re la t io n sh ips o f c i r c u it s ; and judgm ent in determ in in g w ork seq u en ce and in se lectin g to o ls and testing in stru m e n ts , usually le s s co m p le x them th o se u sed by the c la s s A tech n ician .

R e c e iv e s tech n ica l gu id an ce , as r e q u ire d , fr o m s u p e rv is o r o r h igher le v e l tech n ician , and w ork is r e v ie w e d fo r s p e c i f ic co m p lia n ce w ith a cce p te d p r a c t ic e s and w ork a ssign m en ts . May prov ide te ch n ica l gu idance to lo w e r le v e l te ch n ic ia n s .

C la ss C . A p p lies w ork ing te ch n ica l know ledge to p e r fo r m sim p le or routine tasks in w orking on e le c t r o n ic equ ipm ent, fo llow in g deta iled in stru c tio n s w h ich c o v e r v ir tu a lly all p ro ce d u re s . W ork ty p ica lly in v o lv e s such ta sk s as: A ss is tin g h igh er le v e l te ch n ic ia n s by p er form in g such a ctiv it ie s asre p la c in g com p o n e n ts , w ir in g c i r c u it s , and taking te s t re a d in g s ; re p a ir in g sim ple e le c t ro n ic equipm ent; and using to o ls and com m on te st in stru m en ts (e .g . , m u lt im e te rs , audio sign al g e n e ra to rs , tube te s te r s , o s c i l lo s c o p e s ) . Is not r e q u ire d to be fa m ilia r w ith the in te r re la tio n sh ip s o f c ir c u its . T h is know ledge, h o w e v e r , m ay be a cq u ire d through a ssign m en ts des ig n ed to in c r e a s e com p e te n ce (including c la s s r o o m tra in in g ) so that w o rk e r can advance to h igh er le v e l tech n ic ian .

R e c e iv e s te ch n ica l gu id ance , as re q u ire d , fr o m su p e rv is o r o r h igh er le v e l tech n ician . W ork is ty p ica lly spot ch e ck e d , but is g iven d eta iled rev iew when new o r advanced assignm ents are in volved .

NURSE, IND USTRIAL (R e g is te re d )A r e g is te re d n u rse who g iv e s nursing s e r v ic e under g e n e ra l m e d ica l d irec tion to il l or in jured

e m p lo y e e s or oth er p e r so n s w ho b e co m e i l l o r s u ffe r an a ccid en t on the p r e m is e s o f a fa c to ry or oth er e s ta b lish m en t. D uties in vo lve a com b in a tion o f the fo l lo w in g : G iving f ir s t aid to the il l or in ju red ; attending to subsequent d re ss in g o f e m p lo y e e s ' in ju r ie s ; keep ing re c o rd s o f patients trea ted ; p rep a rin g a cciden t re p o rts fo r com p en sa tion or oth er p u rp o s e s ; a ss is t in g in p h y s ica l exam inations and health ev a lu a tion s of a pp lican ts and e m p lo y e e s ; and planning and ca rr y in g out p ro g ra m s in volving health ed u ca tion , a cciden t p re v e n tio n , evaluation o f plant e n v iron m en t, o r oth er a ct iv it ie s a ffecting the health, w e lfa r e , and safety*of a ll p e rso n n e l. N ursing su p e rv is o rs o r head n u rse s in establish m en ts em ploying m o re than one n u rse are exclu ded .

MAINTENANCE AND POWERPLANT

B O IL E R T E N D E R

F ir e s s ta tio n a ry b o i le r s to fu rn ish the esta blish m en t in w hich e m p lo y e d with heat, p o w e r , o r steam . F eed s fu e ls to f i r e by hand o r op erates a m e ch a n ica l stok er , g a s , o r o il b u rn e r ; and ch e c k s w ater and sa fe ty v a lv e s . M ay cle a n , o i l , o r a ss is t in rep a irin g b o ile r r o o m equipm ent.

C A R P E N T E R , M A IN T E N A N C E

P e r fo r m s the ca rp e n try du ties n e c e s s a r y to co n s tru c t and m aintain in g ood re p a ir bu ilding w o o d w o rk and equ ipm ent such as b in s , c r ib s , co u n te rs , b en ch e s , p a rtit io n s , d o o r s , f l o o r s , s ta ir s , c a s in g s , and t r im m a de o f w ood in an esta b lish m en t. W ork in vo lve s m ost o f the fo l lo w in g : P lanningand lay ing out o f w o rk fr o m b lu e p r in ts , d raw in gs , m o d e ls , o r v e rb a l in stru c tio n s ; using a v a r ie ty o f c a r p e n t e r 's h a n dtoo ls , p o rta b le p o w e r t o o ls , and standard m ea su rin g in stru m en ts ; m aking standard sh op com p u tation s re la tin g to d im e n s io n s o f w ork ; and se le ct in g m a te r ia ls n e c e s s a r y fo r the w ork . In g e n e ra l, the w ork o f the m a in ten a n ce ca rp e n te r re q u ire s rounded tra in ing and e x p e r ie n ce usua lly a cq u ire d through a fo r m a l a p p re n tice sh ip or equivalent tra in in g and e x p e r ie n ce .

E L E C T R IC IA N , M A IN TEN AN CE

P e r fo r m s a v a r ie ty o f e le c t r i c a l tra de functions such as the in sta lla tion , m a in ten a n ce , or re p a ir o f equipm ent fo r the g e n e ra tio n , d is tr ib u tion , or u tilization o f e le c t r ic e n e rg y in an e sta b lish m en t. W ork in v o lv e s m ost o f the fo l lo w in g : Insta lling o r rep a ir in g any o f a v a r ie ty of e le c t r i c a l equipm entsuch as g e n e r a to r s , t r a n s fo r m e r s , sw itch b o a rd s , c o n t r o lle r s , c ir c u it b re a k e rs , m o t o r s , heating units, cond u it s y s te m s , o r o th er tra n s m is s io n equipm ent; w orking fro m b lu ep rin ts , d raw in gs , la y o u ts , o r o th e r s p e c i f ic a t io n s ; lo ca tin g and d ia gn os in g trou b le in the e le c t r ic a l sy stem or equ ipm ent; w orking standard com p u ta tion s re latin g to lo a d req u irem en ts o f w ir ing or e le c t r ic a l equipm ent; and using a v a r ie ty o f e le c t r i c ia n 's handtools and m ea su rin g and testing in stru m en ts. In g e n e ra l, the w ork o f the m a in ten a n ce e le c t r ic ia n re q u ire s roun ded tra in ing and e x p e r ie n ce usually a cq u ire d through a fo r m a l a p p re n tice sh ip o r eq u iva len t tra in in g and e x p e r ie n ce .

E N G IN EER, ST A T IO N A R Y

O perates and m a in ta in s and m ay a lso su p e rv ise the operation o f sta tion a ry en g in es and equ ipm ent (m e ch a n ica l o r e le c t r i c a l ) to supply the esta blish m en t in w hich e m p lo y e d with p o w e r , heat, r e fr ig e r a t io n , o r a ir -co n d it io n in g . W ork in v o lv e s : O perating and m aintaining equipm ent such asstea m en g in e s , a ir c o m p r e s s o r s , g e n e r a to r s , m o to rs , tu rb in e s , ventilating and re fr ig e ra t in g equ ipm ent, stea m b o i le r s and b o i l e r - f e d w a te r pu m p s; m aking equipm ent re p a irs ; and keeping a r e c o r d o f op eration o f m a ch in e ry , t e m p e r a tu r e , and fu e l con su m ption . M ay a lso su p erv ise th e se o p e ra tio n s . H ead or c h ie f en g in e e rs in e s ta b lis h m e n ts em p lo y in g m o re than one en g in eer are e x c lu d ed.

H E L P E R , M A IN TEN AN CE TRAD ES

A s s is ts one o r m o re w o rk e r s in the sk ille d m ain tenance t ra d e s , by p e r fo rm in g sp e c if ic or g e n e ra l du ties o f le s s e r s k il l , such as keep ing a w o rk e r su p p lied w ith m a te r ia ls and to o ls ; clean ing w ork in g a re a , m a ch in e , and equipm ent; a ss is t in g jou rn ey m an by holding m a te r ia ls or to o ls ; and p e r fo rm in g oth er unsk illed ta sk s as d ire c te d by jou rn ey m an . The kind o f w ork the h elper is perm itted to p e r fo r m v a r ie s fr o m tra d e to tra d e : In so m e tra d e s the h e lp e r is con fin ed to supplying, lift in g ,and holding m a te r ia ls and t o o ls , and clean in g w orking a re a s ; and in o th e rs he is p e rm itted to p e r fo rm sp e c ia l iz e d m ach in e o p e ra t io n s , o r pa rts o f a tra d e that a re a lso p e r fo rm e d by w ork ers on a fu ll- t im e b a s is .

M A C H IN E -T O O L O P E R A T O R , T O O LRO O M

S p e c ia liz e s in operatin g one o r m o re than one type o f m a ch in e to o l (e .g ., j ig b o r e r , grinding m a ch in e , engine la the , m illin g m a ch in e ) to m ach in e m eta l fo r use in m aking o r m aintaining j ig s , f ix tu re s , cutting to o ls , g au g e s , o r m etal d ies or m o ld s used in shaping o r form in g m eta l or non m eta llic m a te r ia l (e .g . , p la s t ic , p la s te r , ru b b e r , g la ss ) . W ork ty p ica lly in v o lv e s : P lanning and p er form in gd iff icu lt m a ch in ing o p era tion s w hich re q u ire co m p lica te d setups or a high d egree o f a ccu ra cy ; setting up m ach in e to o l o r to o ls ( e .g . , in sta ll cutting to o ls and adjust g u id e s , s to p s , w orking ta b le s , and other co n tro ls to handle the s iz e o f stock to be m a ch in ed ; d e term in e p r o p e r fe e d s , sp e e d s , too lin g , and operation seq u en ce o r se le c t th o se p r e s c r ib e d in d raw in gs , b lu e p rin ts , o r la you ts); using a v a r ie ty o f p r e c is io n m ea su rin g in stru m en ts ; m aking n e c e s s a r y ad justm ents during m achin ing operation to ach ieve req u is ite d im en sion s to v e ry c lo s e to le r a n c e s . M ay be re q u ire d to s e le c t p ro p e r co o la n ts and cutting and lu b r ica tin g o i l s , to re c o g n iz e when to o ls need d r e s s in g , and to d r e s s to o ls . In g e n e ra l, the w ork o f a m a ch in e -to o l o p e r a to r , t o o lr o o m , at the sk il l le v e l ca lle d fo r in th is c la s s ific a t io n req u ires e x ten siv e know ledge o f m a ch in e -sh o p and t o o lr o o m p r a c t ic e usua lly a cq u ired through co n s id e ra b le o n -th e - jo b tra in in g and e x p e r ie n ce .

F o r c r o s s - in d u s t r y w age study p u rp o s e s , th is c la s s i f ic a t io n d oes not in clu de m a ch in e -to o l o p e r a to r s , t o o lr o o m , e m p lo y e d in t o o l-a n d -d ie jobb in g shops.

M ACH INIST, M AIN TEN AN CE

P ro d u ce s re p la ce m e n t p a rts and new pa rts in m aking r e p a ir s o f m etal parts o f m ech a n ica l equipm ent op e ra te d in an e sta b lish m en t. W ork in v o lv e s m ost o f the fo llo w in g : in terpretin g w rittenin stru c tio n s and sp e c if ic a t io n s ; planning and lay ing out o f w o rk ; using a v a r ie ty of m a ch in is t 's handtools and p r e c is io n m ea su rin g in stru m en ts ; setting up and operatin g stan dard m a ch in e to o ls ; shaping of m etal


parts to close tolerances; making standard shop computations relating to dimensions of work, tooling, feeds, and speeds of machining; knowledge of the working properties of the common metals; selecting standard materials, parts, and equipment required for this work; and fitting and assembling parts into mechanical equipment. In general, the machinist's work normally requires a rounded training in machine-shop practice usually acquired through a formal apprenticeship or equivalent training and experience.

MECHANIC, AUTOMOTIVE (Maintenance)

Repairs automobiles, buses, motortrucks, and tractors of an establishment. Work involves most of the following: Examining automotive equipment to diagnose source of trouble; disassemblingequipment and performing repairs that involve the use of such handtools as wrenches, gauges, drills, or specialized equipment in disassembling or fitting parts; replacing broken ojr defective parts from stock; grinding and adjusting valves; reassembling and installing the various assemblies in the vehicle and making necessary adjustments; and aligning wheels, adjusting brakes and lights, or tightening body bolts. In general, the work of the automotive mechanic requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience.

This classification does not include mechanics who repair customers' vehicles in automobile repair shops.

MECHANIC, MAINTENANCE

Repairs machinery or mechanical equipment of an establishment. Work involves most of the following: Examining machines and mechanical equipment to diagnose source of trouble; dismantling or partly dismantling machines and performing repairs that mainly involve the use of handtools in scraping and fitting parts; replacing broken or defective parts with items obtained from stock; ordering the production of a replacement part by a machine shop or sending of the machine to a machine shop for major repairs; preparing written specifications for major repairs or for the production of parts ordered from machine shops; reassembling machines; and making all necessary adjustments for operation. In general, the work of a maintenance mechanic requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. Excluded from this classification are workers whose primary duties involve setting up or adjusting machines.

MILLWRIGHT

Installs new machines or heavy equipment, and dismantles and installs machines or heavy equipment when changes in the plant layout are required. Work involves most of the following: Planning and laying out of the work; interpreting blueprints or other specifications; using a variety of handtools and rigging; making standard shop computations relating to stresses, strength of materials, and centers of gravity; aligning and balancing of equipment; selecting standard tools, equipment, and parts to be used; and installing and maintaining in good order power transmission equipment such as drives and speed reducers. In general, the millwright's work normally requires a rounded training and experience in the trade acquired through a formal apprenticeship or equivalent training and experience.

Paints and redecorates walls, woodwork, and fixtures of an establishment. Work involves the following: Knowledge of surface peculiarities and types of paint required for different applications;preparing surface for painting by removing old finish or by placing putty or filler in nail holes and interstices; and applying paint with spray gun or brush. May mix colors, oils, white lead, and other paint ingredients to obtain proper color or consistency. In general, the work of the maintenance painter requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience.

PIPEFITTER, MAINTENANCEInstalls or repairs water, steam, gas, or other types of pipe and pipefittings in an establish

ment. Work involves most of the following: Laying out of work and measuring to locate position ofpipe from drawings or other written specifications; cutting various sizes of pipe to correct lengths with chisel and hammer or oxyacetylene torch or pipe-cutting machines; threading pipe with stocks and dies; bending pipe by hand-driven or power-driven machines; assembling pipe with couplings and fastening pipe to hangers; making standard shop computations relating to pressures, flow, and size of pipe required; and making standard tests to determine whether finished pipes meet specifications. In general, the work of the maintenance pipefitter requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. Workers primarily engaged in installing and repairing building sanitation or heating systems are excluded.

SHEET-METAL WORKER, MAINTENANCEFabricates, installs, and maintains in good repair the sheet-metal equipment and fixtures (such

as machine guards, grease pans, shelves, lockers, tanks, ventilators, chutes, ducts, metal roofing) of an establishment. Work involves most of the following: Planning and laying out all types of sheet-metal maintenance work from blueprints, models, or other specifications; setting up and operating all available types of sheet-metal working machines; using a variety of handtools in cutting, bending, forming, shaping, fitting, and assembling; and installing sheet-metal articles as required. In general, the work of the maintenance sheet-metal worker requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience.

TOOL AND DIE MAKER

Constructs and repairs jigs, fixtures, cutting tools, gauges, or metal dies or molds used in shaping or forming metal or non-metallic material (e.g., plastic, plaster, rubber, glass). Work typically involves: Planning and laying out work according to models, blueprints, drawings, or otherwritten or oral specifications; understanding the working properties of common metals and alloys; selecting appropriate materials, tools, and processes required to complete task; making necessary shop computation; setting up and operating various machine tools and related equipment; using various tool and die maker's handtools and precision measuring instruments; working to very close tolerances; heat-treating metal parts and finished tools and dies to achieve required qualities; fitting and assembling parts to prescribed 'tolerances and allowances. In general, tool and die maker's work requires rounded training in machine-shop and toolroom practice usually acquired through formal apprenticeship or equivalent training and experience.

For cross-industry wage study purposes, this classification does not include tool and die makers who (1) are employed in tool and die jobbing shops or (2) produce forging dies (die sinkers).

CUSTODIAL AND MATERIAL MOVEMENT

GUARD AND WATCHMEN

Guard. Performs routine police duties, either at fixed post or on tour, maintaining order, using, arms or force where necessary. Includes guards who are stationed at gate and check on identity of employees and other persons entering.

Watchman. Makes rounds of premises periodically in protecting property against fire, theft, and illegal entry.

JANITOR, PORTER, OR CLEANER

Cleans and keeps in an orderly condition factory working areas and washrooms, or premises of an office, apartment house, or commercial or other establishment. Duties involve a combination of the following: Sweeping, mopping or scrubbing, and polishing floors; removing chips, trash, and otherrefuse; dusting equipment, furniture, or fixtures; polishing metal fixtures or trimmings; providing supplies and minor maintenance services; and cleaning lavatories, showers, and restrooms. Workers who specialize in window washing are excluded.

LABORER, MATERIAL HANDLING

A worker employed in a warehouse, manufacturing plant, store, or other establishment whose duties involve one or more of the following: Loading and unloading various materials and merchandiseon or from freight cars, trucks, or other transporting devices; unpacking, shelving, or placing materials or merchandise in proper storage location; and transporting materials or merchandise by handtruck, car, or wheelbarrow. Longshore workers, who load and unload ships are excluded.

ORDER FILLER

Fills shipping or transfer orders for finished goods from stored merchandise in accordance with specifications on sales slips, customers' orders, or other instructions. May, in addition to filling orders and indicating items filled or omitted, keep records of outgoing orders, requisition additional stock or report short supplies to supervisor, and perform other related duties.

PACKER, SHIPPING

Prepares finished products for shipment or storage by placing them in shipping containers, the specific operations performed being dependent upon the type, size, and number of units to be packed, the type of container employed, and method of shipment. Work requires the placing of items in shipping containers and may involve one or more of the following: Knowledge of various items of


stock in order to verify content; selection of appropriate type and size of container; inserting enclosures in container; using excelsior or other material to prevent breakage or damage; closing and sealing container; and applying labels or entering identifying data on container. Packers who also make wooden boxes or crates are excluded.

SHIPPING AND RECEIVING CLERK

Prepares merchandise for shipment, or receives and is responsible for incoming shipments of merchandise or other materials. Shipping work involves: A knowledge of shipping procedures,practices, routes, available means of transportation, and rates; and preparing records of the goods shipped, making up bills of lading, posting weight and shipping charges, and keeping a file of shipping records. May direct or assist in preparing the merchandise for shipment. Receiving work involves: Verifying or directing others in verifying the correctness of shipments against bills of lading, invoices, or other records; checking for shortages and rejecting damaged goods; routing merchandise or materials to proper departments; and maintaining necessary records and files.

For wage study purposes, workers are classified as follows:

Receiving clerk Shipping clerkShipping and receiving clerk

TRUCKDRIVER

Drives a truck within a city or industrial area to transport materials, merchandise, equipment, or Workers between various types of establishments such as: Manufacturing plantg, freight depots,warehouses, wholesale and retail establishments, or between retail establishments and customers' houses or places of business. May also load or unload truck with or without helpers, make minor mechanical repairs, and keep truck in good working order. Sales-route and over-the-road drivers are excluded.

For wage study purposes, truckdrivers are classified by size and type of equipment, as follows: (Tractor-trailer should be rated on the basis of trailer capacity.)

Truckdriver (combination of sizes listed separately)Truckdriver, light (under IV2 tons)Truckdriver, medium (IV2 to and including 4 tons)Truckdriver, heavy (over 4 tons, trailer type)Truckdriver, heavy (over 4 tons, other than trailer type)

TRUCKER, POWER

Operates a manually controlled gasoline- or electric-powered truck or tractor to transport goods and materials of all kinds about a warehouse, manufacturing plant, or other establishment.

For wage study purposes, workers are classified by type of truck, as follows:

Trucker, power (forklift)Trucker, power (other than forklift)

W AREHOUSEM AN

As directed, performs a variety of warehousing duties which require an understanding of the establishment's storage plan. Work involves most of the following; Verifying mate rials (or merchandise) against receiving documents, noting and reporting discrepancies and obvious damages; routing materials to prescribed storage locations; storing, stacking, or palletizing materials in accordance with prescribed storage methods; rearranging and taking inventory of stored materials; examining stored materials and reporting deterioration and damage; removing material from storage and preparing it for shipment. May operate hand or power trucks in performing warehousing duties.

Exclude workers whose primary duties involve shipping and receiving work (see shipping and receiving clerk and packer, shipping), order filling (see order filler), or operating power trucks (see trucker, power).


Available On Request—

The fo llo w in g a re a s a re su rve y e d p e r io d ic a l ly fo r u se in a d m in ister in g the S e r v ic e C on tract any o f the BLS re g io n a l o f f ic e s show n on the back c o v e r .

A lask a A lba n y , Ga.A lbu q u erq u e , N. M ex.A le x a n d ria , La.A lp e n a , S tandish , and T aw as C ity , M ich .Ann A r b o r , M ich .A s h e v ille , N .C .A tlan tic C ity , N.J.A ugusta , Ga.—S.C .B a k e rs fie ld , C a lif.Baton R ou ge, La.B attle C r e e k , M ich .B eaum ont—P o rt A rthu i^ -O range, T ex .B ilox i—G u lfport and P a sca g o u la , M iss .B o ise C ity , Idaho B r e m e rto n , W ash.B r id g e p o r t , N o rw alk , and S ta m fo rd , Conn.B ru n sw ick , Ga.B u r lin gton , Vt.—N. Y.C ape C od , M a ss .C ed a r R a p ids , Iowa C ham paign— Urbana—Rantoul, 111.C h a rle sto n , S .C .C h a rlo tte—G aston ia , N .C .C heyenne, W yo.C la r k sv il le —H o p k in sv ille , Tenn.—K y .C o lo ra d o S p rin g s , C o lo .C o lu m b ia , S .C .C o lu m b u s , G a.—A la .C o lu m bu s , M iss .C ra n e , Ind.D e ca tu r , 111.D es M oin es , Iowa D othan, A la .Duluth—S u p e r io r , M inn.—W is.E l P a s o , T e x ., and A la m o g o rd o —Las C r u c e s , N. M ex. Eugene—S p rin g fie ld , O reg .F a y e tte v il le , N .C.F itch b u rg —L e o m in s te r , M a ss .F o rt Sm ith, A rk .— O kla.F o rt W ayne, Ind.F r e d e r ic k —H ager stow n , M d .—C h am ber sb u rg , P a .—

M a rtin sb u rg , W. Va.G adsden and A n n iston , A la .G o ld s b o ro , N .C .G rand Island—H astings , N ebr.G reat F a lls , M ont.G uam , T e r r i t o r y o f H a rr isb u rg —Lebanon , Pa.Huntington—A sh la n d , W. Va.—K y.—Ohio K n o x v ille , Tenn.La C r o s s e , W is.L a r e d o , T e x .L as V e g a s , Nev.Law ton, O kla.L im a , O hioL ittle R ock —N orth L ittle R o ck , A rk .

A ct o f 1965. C op ies o f public r e le a s e s a re o r w il l be a v a ila b le at no c o s t w hile su p p lies la s t fr o m

L ogansport—P eru , Ind.Lorain—E ly r ia , OhioL ow er E a ste rn S h ore , Md.—Va.—D el.L ynchburg , Va.M acon , Ga.M adison , W is.M ansfie ld , OhioM arquette, E sca n ab a, Sault Ste. M a r ie , M ich . M cA llen— Phari>-Edinburg and B ro w n s v ille —

H arlingen—San B en ito, T ex .M edford—K lam ath F a lls—G rants P a s s , O reg . M erid ian , M iss .M id d lesex , M onm outh, and O cean C o s ., N .J. M obile and P e n sa co la , A la .—F la .M on tgom ery , A la.N ashville—D avidson , Tenn.New B ern—J a ck so n v ille , N .C.New London—N orw ich , Conn.—R .I.North D akota, State o f O rlando, F la .Oxnard—Sim i V alley—V entura, C a lif.Panam a C ity , F la .P ark er sburg—M arietta , W. V a.—O hio P e o r ia , 111.P hoen ix , A r iz .P ine B lu ff, A rk .P o ca te llo -Id a h o F a lls , Idaho P ortsm ou th , N.H.—M aine—M a ss .P ueblo, C o lo .P uerto R ico R eno, N ev.R ichland—K ennew ick—W alla W alla—

P endleton , W ash.—O reg .R iver side—San B ern ard in o—O n ta r io , C a lif. Salina, K ans.Salinas—S easide—M on terey , C a lif.Sandusky, OhioSanta B a rb ara —Santa M aria—L o m p o c , C a lif. Savannah, Ga.S elm a, A la .Sherm an—D en ison , T ex.S hrev ep ort, La.Sioux F a lls , S. Dak.Spokane, W ash.S prin g fie ld , 111.S pringfield—C h icop ee—H olyoke, M a ss .—Conn. Stockton , C a lif.T a com a , W ash.Tampa—St. P e te rsb u rg , F la .T opeka , K ans.T u cson , A r iz .T u lsa , O kla.V a lle jo—F a ir fie ld —Napa, C a lif.W aco and K illeen —T e m p le , T ex .W a terloo—C ed ar F a lls , Iowa W est T exa s P la in s W ilm ington, D el.—N.J.—Md.

An annual r e p o r t on s a la r ie s fo r a cco u n ta n ts , a u d ito rs , ch ie f a cco u n ta n ts , a t to r n e y s , jo b a n a ly s ts , d ir e c to r s o f p e rso n n e l, b u y e rs , ch e m is ts , e n g in e e r s , e n g in e e r in g te ch n ic ia n s , d r a f t e r s , and c l e r i c a l e m p lo y e e s is a v a ila b le . O rd e r as BLS B u lletin 1837, N ational S urvey o f P r o fe s s io n a l , A d m in is tra t iv e , T e ch n ica l, and C le r ic a l P ay , M a rch 1974, $ 1 .4 0 a co p y , fr o m any o f the B L S re g io n a l sa le s o f f ic e s shown on the back c o v e r , o r fr o m the Superintendent o f D o cu m en ts , U.S. G overn m en t P rin tin g O ff ic e , W ashington, D .C . 20402.


Area Wage Surveys

A l i s t o f the la te s t a v a ila b le b u lletin s o r bu lletin supplem ents is p resen ted be low . A d ir e c to r y o f a re a w age stud ies in cluding m o r e lim ite d stud ies con d u cted at the re q u e st o f the E m ploym ent Standards A d m in is tra tio n o f the D e p a rtm e n t o f L ab or is a va ilab le on req u est. B u lletins m ay be p u rch a sed fr o m any o f the BLS re g io n a l o f f ic e s show n on the back c o v e r . B u lletin supplem ents m a y be ob ta in ed w ithout co s t , w h e re in d ica ted , fr o m BLS reg ion a l o f f ic e s .

A r e aB ulletin num ber

and p r ic e * A r e aB ulletin num ber

and p r ice*

Akron, Ohio, Dec. 1975 ______________________________________________________________ 1850-80, 45 centsAlbany—Schenectady—Troy, N .Y ., Sept. 1975 1______________________________________ 1850-63, $1.20Albuquerque, N. Mex., Mar. 1974 2 _________________________________________________ Suppl. FreeAllentown—Bethlehem—Easton, Pa.—N.J., May 1974 2 ______________________________ Suppl. FreeAnaheim—Santa Ana^Garden Grove, Calif., Oct. 1 975 1 _____ ______________________ 1850-75, 85 centsAtlanta, Ga„ May 19751 _____________________________________________________________ 1850-25, $1.00Austin, Tex., Dec. 1975 1 _____________________________________________________________ 1850-83, 75 centsBaltimore, Md., Aug. 1975 1_________________________________________________________ 1850-62, $1.30Beaumont—Port Arthur—Orange, Tex., May 1 974 2 _________________________________ Suppl. FreeBillings, Mont., July 197 5_______________________________________________ ____________ 1850-46, 65 centsBinghamton, N .Y .-P a., July 1975_____________________________________________________ 1850-50, 65 centsBirmingham, Ala., Mar. 1975________________________________________________________ Suppl. FreeBoston, M ass., Aug. 1975 1___________________________________________________________ 1850-58, $1.50Buffalo, N .Y., Oct. 1975 1_____________________________________________________________ 1850-69, 95 centsCanton, Ohio, May 197 5 _____________________________________________________________ Suppl. FreeCharleston, W . Va., Mar. 1 974 2 ____________________________________________________ Suppl. FreeCharlotte, N.C., Jan. 1974 2 _________________________________________________________ Suppl. FreeChattanooga, Tenn.-Ga., Sept. 1975 1________________________________________________ 1850-67, 85 centsChicago, 111., May 1975_______________________________________________________________ 1850-33, 85 centsCincinnati, Ohio—Ky.—Ind., Feb. 1975 _______________________________________________ Suppl. FreeCleveland, Ohio, Sept. 1975_______ __________________________________________________ 1850-64, $1.30Columbus, Ohio, Oct. 1975 1__________________________________________________________ 1850-78, 95 centsCorpus Christi, Tex., July 1975_____________________________________________________ 1850-37, 65 centsDallas—Fort Worth, Tex., Oct. 1975 1________________________________________________ 1850-59, $1.50Davenport—Rock Island—Moline, Iowa-Ill., Feb. 1975 ______________________________ Suppl. FreeDayton, Ohio, Dec. 1975------------------------------------------------------------------------------------------------ 1850-73, 45 centsDaytona Beach, Fla., Aug. 1975----------------------------------------------------------------------------------- 1850-47, 65 centsDenver—Boulder, Colo., Dec. 1975___________________________________________________ 1850-82, 75 centsDes Moines, Iowa, May 1974 2 ______________________________________________________ Suppl. FreeDetroit, Mich., Mar. 1975___________________________________________________________ 1850-22, 85 centsFort Lauderdale—Hollywood and West Palm Beach—

Boca Raton, F la., Apr. 1975 1 _____________________________________________________ 1850-26, 80 centsFresno, Calif., June 1975 1___________________________________________________________ 1850-61, $1.20Gainesville, Fla., Sept. 197 5.______________________________________________________j__ 1850-57, $1.10Green Bay, W is., July 1975 1_________________________________________________________ 1850-44, 80 centsGreensboro-W ins ton- Salem-High Point, N.C., Aug. 1975__________________________ 1850-49, 65 centsGreenville—Spartanburg, S.C., June 1975 ___________________________________________ 1850-42, 65 centsHartford, Conn., Mar. 1975 1 _________________________________ ______________________ 1850-28, 80 centsHouston, Tex., Apr. 1975_____________________________________________________________ Suppl. FreeHuntsville,.Ala., Feb. 1975 _____________________________ ____________________________ Suppl. FreeIndianapolis, Ind., Oct. 1975 1_________________________________________________________ 1850-66, 95 centsJackson, M iss., Feb. 1975________________________________________________ ___________ Suppl. FreeJacksonville, Fla., Dec. 1975_________________________________________________________ 1850-81, 45 centsKansas City, Mo.—Kans., Sept. 1975 ________________________________________________ 1850-55, 80 centsLawrence-Haverhill, M ass.—N.H., June 1974 2 ____________________________________ Suppl. FreeLexington-Fayette, Ky., Nov. 1975 1_________________________________________________ 1850-84, 75 centsLos Angeles—Long Beach, Calif., Oct. 1975 1________________________________________ 1850-86, $1.15Louisville, Ky.-Ind., Nov. 1975______________________________________________________ 1850-79, 45 centsLubbock, Tex., Mar. 1974 2 __________________________________________________________Suppl. FreeMelbourne-Titusville-Coco a, Fla., Aug. 1975_______________________________________ 1850-54, 65 centsMemphis, Tenn.-Ark<—Mis s ., Nov. 1975____________________________________________ 1850-85, 45 centsMiami, Fla., Oct. 1975 1 ______________________________________________________________ 1850-76, 95 cents

M idland and O d e ss a , T e x ., Jan. 1 97 4 2 ____________________________________________________ Suppl. F re eM ilw aukee, W is ., A p r . 1975 1______________ i ________________________________________________ 1850-21 , 85 centsM in n eapolis—St. P au l, M inn.—W is ., Jan 1975 1 ____________________________________________ 1850-20 , $1.05M uskegon—M uskegon H eights, M ich ., June 1974 2 ________________________________________ Suppl. F re eN assau—Suffolk , N .Y ., June 1975 1__________________________________________________________ 1850-39 , $1.00N ew ark , N .J ., Jan . 1 97 5 1____________________________________________________________________ 1850-18 , $1.00N ew ark and J e r s e y C ity , N .J ., Jan . 1 97 4 2 ______________________________________________ Suppl. F re eNew H aven, C onn ., Jan . 1974 2 ____________________________________________________________ _ Suppl. F re eNew O rle a n s , L a ., Jan . 1975 ______________________________________________________________Suppl. F re eNew Y o rk , N .Y .—N .J ., M ay 1975 1__________________________________________ _____________ __ 1 850-45 , $1.10New Y o rk and N assau— Suffolk , N .Y ., A p r . 1 974 2 _________________________________________ Suppl. F re eN orfo lk—V irg in ia B ea ch —P o rtsm ou th , Va.—N .C ., M ay 1975 ____________________________ 1850-29 , 65 centsN orfo lk—V irg in ia B e a ch -P o r tsm o u th and N ew p ort News—

H am pton, V a .-N .C ., M ay 197 5_____________________________________________________________ 1850-30 , 65 centsN orth east P en n sy lv a n ia , A ug. 197 5_________________________________________________________ 1 850-52 , 65 cen tsO klahom a C ity, O k la ., A ug. 1975___________________________________________________________ 1 850-51 , 65 centsO m aha, N ebr^ -Iow a, O ct . 197 5______________________________________________________________ 1850-56 , $1.10P a te r so n -C lifto n — P a s s a ic , N .J ., June 1975 1 _____________________________________________ 1850-38 , 80 centsP h ilad e lp h ia , P a .—N .J ., N ov . 1975 _________________________________________________________ 1 850-65 , 85 centsP h oen ix , A r iz . , June 1974 2 _________________________________________________________________ Suppl. F re eP ittsb u rg h , P a ., Jan . 1975 _________________________________________ _________________________ Suppl. F re eP ortla n d , M aine, N ov . 197 5 _________________________________________________________________ 1 850-72 , 45 cen tsP ortla n d , O r e g —W a sh ., M ay 197 5__________________________________________________________ 1 850-40 , 75 centsP ou gh k eep s ie , N .Y ., June 1 975 1____________________________________________________________ 1 850-70 , 65 cen tsP ou gh k eep s ie—K in gston —N ew burgh , N .Y ., June 1975 1___________________________________ 1 850-68 , 75 cen tsP ro v id e n ce —W arw ick—P aw tuck et, R .I .—M a s s ., June 1975 ______________________________ 1 850-27 , 75 centsR a le igh—D urham , N .C ., F e b . 1975 _________________________________________________________ Suppl. F re eR ich m on d , V a ., June 1975___________________________________________________________________ 1850-41 , 65 centsR o c k fo r d , 111., June 1 97 4 2 __________________________________________________________________ Suppl. F re eSt. L o u is , M o.—111., M a r . 1975 ____________________________________________________ _________ Suppl. F re eS a cra m en to , C a lif . , D e c . 1975_______________________________________________________________ 1 850-87 , 45 cen tsSaginaw, M ich ., N ov . 1975___________________________________________________________________ 1 850-71 , 35 cen tsSalt Lake City—O gden, Utah, N ov . 1975 1___________________________________________________ 185 0 -74 , 75 cen tsSan A n ton io, T e x ., M ay 1975 ________________________________________________________________ 1850-23 , 65 centsSan D ie g o , C a lif . , N ov . 1975_________________________________________ __ ____________________ 185 0 -77 , 45 centsSan F r a n c is c o —O akland, C a lif ., M a r. 1975 1_____________________________________________ 1 850-35 , $1.00San J o s e , C a lif . , M a r. 1975 1________________________________________________________________ 1 850-36 , 85 centsSavannah, G a., M ay 1974 2 __________________________________________________________________ Suppl. F re eS eattle—E v e re tt , W a sh ., Jan . 1975 _________________________________________________________ Suppl. F re eSouth Bend, Ind., M a r. 1975 __________________ ______________________________________________Suppl. F re eSpokane, W ash ., June 1974 2 ____________ ________________________________________ __________ Suppl. F re eS y ra cu se , N .Y ., J u ly 1975___________________________________________________________________ 1 850-43 , 65 cen tsT o le d o , O hio—M ich ., M ay 1975 1___________________________________________________________ 1850-34 , 80 centsT ren ton , N .J ., Sept. 197 5 1__________________________________________________________________ 1850-60 , $1.20U t ica -R o m e , N. Y . , July 1975 1 ______________________________________________________________ 1 850-48 , 80 centsW ashington , D .C ^ M d .-V a . , M a r. 197 5 1___________________________________________________ 1 850-31 , $1.00W a terb u ry , C onn ., M a r . 1974 2 _________________________:____________________ _______________ Suppl. F re eW e stch e s te r C ounty, N. Y . , M ay 1975 1_____________________________________________________ 1 850-53 , 80 centsW ich ita , K a n s ., A p r . 1975_____________ ______________________ _______________________________ Suppl. F re eW o r c e s t e r , M a s s ., M ay 1 97 5 1 ______________________________________________________________ 185 0 -24 , 80 centsY o rk , P a ., F e b . 1 97 5 1 ------------------------------------------------------------------------------------------------------------ 185 0 -32 , 80 centsY oun gstow n—W a rre n , O h io , N ov . 1973 2 __________________________________________________Suppl. F re e

* 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.


THIR D CLASS MAIL

U.S. DEPARTMENT OF LABOR BUREAU OF LABOR STATIS TIC S WASHINGTON, D.C. 20212

OFFICIAL BUSINESS PENALTY FOR PRIVATE USE $300

POSTAGE AND FEES PAIDU.S. DEPARTMENT OF LABOR

LAB-441

*

B U R E A U O F L A B O R S T A T I S T I C S R E G I O N A L O F F I C E SRegion I

1603 JFK Federal Building Governm ent Center Boston, Mass. 0 22 03 P h one:223-6 76 1 (Area Code 6 1 7)

ConnecticutMaineMassachusetts New Hampshire Rhode Island Verm ont

Region II Suite 34 00 1515 Broadway New Yo rk , N .Y . 10036 P h o n e :9 7 1 -5 4 0 5 (Area Code 2 1 2 )

New Jersey New Y o rk Puerto Rico Virg in Islands

Region I I I P.O. Box 13 309 Philadelphia, Pa. 19101 Phone: 59 6 1154 (Area Code 2 15 )

DelawareDistrict o f Colum biaM arylandPennsylvaniaVirginiaWest V irgin ia

Region IV Suite 54013 71 Peachtree St. N. E.A tlanta , Ga. 30309Phone: 526-541 8 (Area Code 404 )

Alabama Florida Georgia Kentucky Mississippi North Carolina South Carolina Tennessee

Region V Region V I Regions V I I a no V I I I Regions IX and X9 th Floor, 2 30 S. Dearborn St.Chicago, III. 606 04Phone:3 53-1 880 (Area Code 3 1 2 )

IllinoisIndianaMichiganMinnesotaOhioWisconsin

Second Floor555 G riffin Square BuildingDallas, Tex. 7 5202Phone: 749-351 6 (Area Code 214 )

Federal O ffic e Building 911 W alnut St., 15 th Floor Kansas C ity , Mo. 64106 P h one:3 74-2481 (Area Code 8 1 6 )

450 Golden Gate Ave.Box 36017San Francisco, Calif. 94102 P h o n e:556-4678 (Area Code 415 )

Louisiana Jew M exico

O klahom a T exas

V I I V I I IIowa ColoradoKansas M ontanaMissouri North DakotaNebraska South Dakota

UtahW yoming

IXArizonaCaliforniaHawaiiNevada

XAlaskaIdahoOregonWashington


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