bls_1950-35_1977.pdf

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Area Corpus Christi, Texas,Wage Metropolitan Area, July 1977Survey

Bulletin 1950-35

7/21/2019 bls_1950-35_1977.pdf


Preface

Th is bu lle tin pro v id es re su lt s of a Ju ly 1977 su rv ey of oc cu pa tio na l

earnings and supplem entary wage bene fits in the Corpus C hristi , T exa s,

Standard Metropol i tan Stat ist ica l Area . The survey was made as part o f

the Bureau o f Labor Stat ist ics ' annual area wage survey program. It was

conducted by the Bureau's reg ional o f f ice in Dal las, Tex ., under the genera l

direct ion o f Boyd B. O 'Nea l , A ssistant Regional C omm issioner for Ope r-

ations. The surv ey could not have been accom plished without the coop er-

at ion o f the many f i rm s whose wage and sa lary data provided the basis for

the sta tistical inform ation in this bulletin. The Bureau wishes to expres s

sincere ap preciat ion for the cooperat ion received.

M ate rial in this publication is in the public domain and may be

reproduced wi thout permission o f the Fed era l Government. Pleas e credi t

the B ureau of L abo r Statistics and cite the name and number of this

publication.

Note:

A curre nt rep ort on occupational earnings and supplemen tary ben-

efits in the Corpus Ch risti area is ava ilable for the moving and storage

(July 1977) industry. Als o ava ilable are l istin gs of union wage rates fo r

bui lding trades, p r inting trades, loca l trans i t operat ing employees, loca l

truck dr ivers and helpers , and gro cery store employees. Fre e copies o f

these are ava i lable fro m the Bureau's reg ional o f f ices. (See back cover

fo r addresses . )

7/21/2019 bls_1950-35_1977.pdf


AreaWageSurvey

U.S. Department of LaborRay Marshall, Secretary

Bureau of Labor StatisticsJulius Shiskin, Commissioner

October 1977

Bulletin 1950-35

Corpus Christi, Texas,Metropolitan Area, July 1977

Contents Page Page

In tr od uc tio n 2

Tab le s:

A. Earnings, all establishments:

A l . Weekly earnings of o f f ice

w o r k e r s-------------------------------------- 3

A2. Weekly earnings of pro fes -

sional and technicalw o r k e r s ------- 4

A3. Average weekly earnings o foffice, professional, and

technical workers, by sex ----------- 5A4. Hourly earnings of mainte-

nance, toolroom , andpowerplant w ork ers -------------------- 6

A5. Hourly earnings of ma terial

movement and custodial

A6. Average hour ly earnings o f

maintenance, toolroom,powerplant, material mo ve-

ment, and custodial workers ,

A7. Percent increases in averagehourly earnings,adjusted for

employment shi fts , for se -lected occupation groups------------- 9

B. Establishment practice s and supple-

mentary wage provis ions:

B l . Minimum entrance sa lar ies

for inexperienced typists

and clerks ------------------------------------ 10

B2. Lateshift pay provisions for

fulltime manufacturing

plant w ork ers ----------------------------- 11

B3 . Scheduled wee kly hours and

days o f fu l l t ime f i rstshi ft

worker s ---------------------------------------- 12

B4. Annual paid holidays for full-

t ime w orker s -------------------------------- 13

B5. Paid vacation provisions for

fu l l time work ers ------------------------- 14

B6 . Health, insurance , and pensionplans for fu l l t ime w orkers ---------- 16

B7. Life insurance plans for

fu l l time work ers ------------------------- 17

App end ix A. Scope and method of surv ey20Appendix B. Occupational descrip tions------------- 25

For sale by the Superintendent of Documents, U.S.

GovernmentPrintingOffice, Washington, D.C. 20402, GPOBookstores, orBLS RegionalOffices listedon backcover.

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Introduction

Th is a re a is 1 of 74 in wh ich th e U.S . D ep ar tm en t o f L a b o r' s Bu-

reau of Lab or Statistics conducts surveys of occupational earnings and re-

la ted benefi ts . (See l ist o f areas on inside back cove r . ) In each area ,

occupat ional earnings data (As er ie s ta bles ) are co l lected annually. Infor-mation on establishment pract ices and supplementary wage benefi ts (B

ser ies tables ) is obta ined every third year .

Each year a fte r a l l individual area wage surveys have been com-

pleted, two sum mary bulletins are issued. The f i rst br ings together data

for each metropol i tan area surveyed; the second presents nat ional and re -

g ional est imates, pro jected from indiv idual metropol i tan area data , for a l l

Standard Metrop olitan Statistical Are as in the United States, excluding Alaska

and Hawaii.

A m ajor considerat ion in the area wage survey program is the need

to descr ibe the leve l and movem ent o f w ages in a var iety o f labor ma rkets,

through the an alysis of (1) the leve l and distribution of wa ges by occupation,

and (2) the m ovement o f wages by occupat ional category and ski l l l ev e l .

Th e p ro g ra m dev el ops in fo rm a ti on that m ay be us ed fo r man y pur po se s,

including wage and sa lary adm inistrat ion, co l lect ive barga ining, and as-sistance in determ ining plant location. Surve y results also are used by the

U.S. Department o f Labor to make wage determinat ions under the Service

Contract Act o f i 965.

Aser i es tab l es

T a b le s A l th roug h A 6 p ro vi d e es ti m a te s of s tr a ig h t ti m e w eek ly

or hour ly earnings for workers in occupat ions common to a var iety o f

manu facturing and nonmanufacturing indus tries. Fo r the 31 larg es t survey

area s, tables A 8 through A13 provide s im i lar data for establ ishments

employing 500 work ers or m ore.

T a b le A 7 pro v id es p er ce n t ch an ge s in a ve ra ge ho urly ea rn in gs of

o ff ice c ler ica l w orke rs, e lectronic data processing w orkers, industr ia l

nurses, ski l led maintenance trades wo rkers, and unski l led plant work ers.

Where possible , data are presented fo r a l l industr ies and for manufactur ingand nonmanufacturing separate ly . Data are not presented for ski l led ma in-

tenance work ers in nonmanufactur ing because the number o f wo rkers em -

ployed in this occupational group in nonmanufacturing is too small to warrant

separate presentat ion. This table provides a m easure o f wage trends a fter

e l iminat ion o f changes in averag e earnings caused by em ployment shi fts

among establ ishments as w el l as turnover o f establ ishments included in

survey samples. Fo r fur ther deta i ls , see appendix A.

B se r i es tab l es

Th e B s e r ie s ta bl es p re se n t in fo rm a ti on on m in im um en tranc e

sa lar ies for inexper ienced typists and c lerks ; la tes hi ft pay provis ions and

pract ices for plant work ers in manufactur ing; and data sepa rate ly fo r plant

and o ff ice wo rkers on scheduled week ly hours and days o f f i rstsh i ft w ork-

ers ; paid' holiday s; paid vacation s; health, insura nce, and pens ion plans;and m ore d eta i led information on l i fe insurance plans.

Appendixes

Append ix A des cribe s the methods and concepts used in the area

wage survey p rogram. It provides information on the scope o f the area

surve y, on the ar ea 's indus trial co mp osition in man ufacturing, and on

labo r management ag r eement coverage .

Appendix B provides job descr ipt ions used by Bureau f ie ld econ-

omists to c las si fy work ers by occupat ion.

2

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A . Earn in gs

Table A-1. Weekly earnings of of fice workers in Corpus Chris ti , Tex., July 1977Weekly earnings

(standard) Number o f w orkers rece iv ing s t ra ight - t im e w eek ly ea rn ings of ---

Average % $ $ * $ $ $ $ S * » S S S $ $ $ $ t $ S

of weekly 90 100 1 10 12 0 13 0 140 15 0 16 0 17 0 180 1 90 2 00 2 10 22 0 2 30 24 0 2 50 2 60 2 70 2 8 0 3 00

kers(standard) Mean 2 Median 2 Middle range2 and

under

100 110 1 20 1 30 1 40 1 50 16 0 17 0 18 0 190 2 00 210 2 20 23 0 24 0 2 50 2 60 270 2 80 3 00 320

$ $ $ $2 32 4 0 . 0 1 8 4. 00 17 5. 00 1 5 5 .5 0 -2 0 9 .5 0 2 - 2 7 14 20 22 26 48 17 1 19 8 9 6 6 10 7 7 1

6 5 4 0 . 0 2 0 7 . 5 0 2 0 0 .0 0 1 7 5 . 0 0 -2 5 0 . 0 0 - - 3 1 3 7 13 4 - 6 3 3 4 1 7 4 5 1

167 4 0 .0 1 74 .5 0 17 1. 00 1 5 0 .5 0 - 18 7 .5 0 2 - 2 7 11 19 19 19 35 13 1 13 5 6 2 5 3 3 2

23 4 0 . 0 2 0 8 . 0 0 2 0 9 . 0 0 1 7 9 . 5 0 - 2 2 4 . 5 0 - - - - 1 - - 2 3 3 - 3 3 3 - 2 - 2 - 1 -

18 4 0 . 0 2 1 7 . 0 0 2 1 6 . 5 0 1 8 9 . 5 0 - 2 4 1 . 5 0 - - - - 1 2 2 3 3 2 ~ 2 2 “ 1 “

71 4 0 . 0 1 9 5 .0 0 1 7 8 .5 0 1 7 2 . 5 0 - 2 1 8 . 0 0 _ - - 1 6 2 3 3 25 4 - 7 2 3 1 4 2 2 - 5 1

18 4 0 .0 2 3 1 . 0 0 2 3 0 .5 0 1 7 5 . 5 0 - 2 8 7 . 0 0 - - - - - - 1 6 - 1 1 1 1 1 5 1

53 4 0 . 0 1 83 . 00 175 .00 1 6 5 . 5 0 - 2 0 9 . 5 0 - - - 1 6 2 3 2 19 4 - 6 1 3 1 3 1 1 -

80 4 0 . 0 1 76 . 00 1 6 1 .0 0 1 4 6 . 0 0 - 1 8 6 . 0 0 - - - 3 4 15 16 4 14 5 1 2 2 1 4 - 6 3 - - -

24 4 0 . 0 2 2 1 . 00 2 3 1 . 0 0 1 8 7 . 0 0 - 2 54 . 0 0 - - ~ 2 - - 2 3 * 1 2 1 4 6 3 -

56 40 .0 156 .50 155 .50 1 4 4 . 0 0 - 1 7 1 . 0 0 - - - 3 2 15 16 4 12 2 1 1 “ “ - -

42 O of t 1 6 5 . 5 0 1 6 2 .5 0 1 4 6 . 0 0 - 1 8 6 . 5 0 2 - 2 3 3 3 3 9 4 5 - 5 - 1 - - 2 - - - -

17 4 0 .0 173 .50 1 6 4 .0 0 1 6 0 . 0 0 - 1 7 5 . 0 0 - - - - 1 3 5 4 - 3 - 1 -

25 4 0 . 0 1 6 0 .0 0 1 6 1 .0 0 1 2 5.5 0 -1 8 7. 50 2 - 2 3 3 2 - 4 5 - 2 “ ~ 2

30 4 0 . 0 1 7 1 . 0 0 1 7 4 . 50 1 5 6 . 0 0 - 1 8 8 . 0 0 - 1 4 1 - 1 2 5 7 2 - 1 4 1 - 1 - - - - -

18 4 0 .0 178 .50 1 7 6 .5 0 1 6 2 . 0 0 - 1 7 7 . 0 0 - - 1 ~ 1 2 3 7 - ~ 1 i 1 - 1 - - - -

18 4 0 . 0 162 .50 1 6 7 .5 0 1 1 9 . 0 0 - 1 9 8 . 0 0 - 1 4 1 - 1 - 4 2 - - 1 3 1 - - - - - - -

27 3 9 .5 1 1 3 .0 0 97 .50 9 2.0 0 -1 2 6 .0 0 14 2 1 5 1 1 - 1 1 1

27 39 .5 1 1 3 .0 0 9 7 .5 0 9 2 . 0 0 - 1 26 . 0 0 14 2 1 5 1 1 - 1 1 1

46 4 0 . 0 1 2 8. 5 0 1 18 .5 0 1 0 8. 00 - 14 7 .0 0 2 13 12 4 1 8 - 2 2 _ 1 - - - - 1 - - - - -

24 4 0 .0 140 .50 1 3 9 . 00 1 1 6 . 5 0 - 1 4 9 . 5 0 - 5 3 3 1 8 - 2 1 ~ - - - 1 -

22 4 0 . 0 1 1 5 .0 0 1 1 2 .0 0 1 0 8 . 0 0 - 1 1 8 . 5 0 2 8 9 1 ~ 2

2 44 4 0 . 0 1 3 9. 50 1 25 .5 0 1 14 .0 0 -1 6 0 .0 0 4 38 58 25 34 11 10 16 7 16 4 2 9 6 - 2 1 - - - 1

51 4 0 . 0 1 7 8 .0 0 1 8 1 .0 0 1 4 6 . 5 0 - 2 1 1 . 0 0 - 1 2 2 5 6 2 4 2 10 3 7 4 - 1 1 1

1 93 4 0 . 0 1 2 9 .5 0 118 .50 1 1 2 . 0 0 - 1 3 8 . 0 0 4 37 56 23 29 5 8 12 5 6 1 2 2 2 1 - - -

6 0 4 0 . 0 1 83 .- 00 1 8 0 . 5 0 1 6 0 . 0 0 - 2 1 1 . 5 0 - - - 2 5 2 3 13 1 14 3 - 9 4 - 2 1 - - - 1

3 0 4 0 . 0 2 03 .0 0 1 9 5 .5 0 1 8 2 . 0 0 - 2 1 6 . 0 0 - 3 1 10 2 7 4 - 1 1 ~ 1

30 4 0 . 0 1 6 2 . 5 0 160.00 1 4 2 . 5 0 - 1 7 6 . 0 0 - - 2 6 2 3 10 ” 4 1 “ 2 1 *

184 4 0 . 0 1 2 5 . 5 0 1 1 6 .0 0 1 10 .0 0 -1 35 .0 0 4 38 58 23 29 9 7 3 6 2 1 2 - 2 - - - - - - -21 4 0 . 0 1 4 2 . 0 0 1 4 0 . 0 0 1 3 1 . 0 0 - 1 4 8 . 0 0 - 1 2 2 5 6 2 1 1 1 - - - - -

1 63 4 0 . 0 1 2 3 . 0 0 1 1 6 .0 0 1 09 .5 0-1 3 2.0 0 4 37 56 21 24 3 5 2 5 2 2 “ 2 - - - -

19 4 0 . 0 1 6 6 .5 0 1 5 0 .5 0 1 4 5 . 0 0 - 1 5 4 . 5 0 - - 1 - 2 4 8 - - - - - - - 1 1 1 1 - - -

9 0 4 0 . 0 1 42 . 0 0 136.00 1 1 8 . 5 0 - 1 5 3 . 0 0 4 - 23 11 16 13 3 7 2 1 1 2 3 3 - 1 - - - - -

16 4 0 . 0 1 8 9 .5 0 1 8 5 .0 0 1 6 2 . 5 0 - 2 2 0 . 0 0 - - 2 1 4 1 ~ 1 3 3 * 1 - -

74 4 0 .0 1 3 2 . 0 0 1 2 9 . 0 0 1 1 8 . 5 0 - 1 4 1 . 5 0 4 - 23 11 16 11 2 3 1 1 - 2

17 4 0 . 0 1 7 0 . 5 0 1 6 1 .6 0 1 4 0 . 5 0 - 2 1 9 . 5 0 - - - 3 1 4 - 2 2 - - - 1 3 - 1 - - - - -

73 40 .0 135 .50 1 3 2. 00 11 8 .5 0 -1 4 2 .0 0 4 - 23 8 15 9 3 5 - 1 1 2 2 - - - - - - - -

65 4 0 . 0 1 3 1 . 0 0 1 2 5 . 5 0 1 1 8. 50 -1 3 8. 00 4 23 8 15 7 2 3 1 2

Occupation and industry division

ALL WORKERS

SECRETARIES ---------------------------------------

MANUFACTURING ------------------------------

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

SECRETARIES* CLASS B --------------------NONHANUFACTURING -------------------------

SECRETARIES* CLASS C --------------*-----MANUFACTURING ------------------------------


SECRETARIES* CLASS 0 --------------------MANUFACTURING ------------------------------

NONHANUFACTURING -------------------------

SECRETARIES* CLASS E --------------------MANUFACTURING -----------------------------


STENOGRAPHERS' -----------------------------------MANUFACTURING ------------------------------

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

SWITCHBOARD OPERATORS ---------------------


SWITCHBOARD OPERATOR-RECEPTIONISTSMANUFACTURING ------------------------------


ACCOUNTING CLERKS ----------------------------

MANUFACTURING ------------------------------


ACCOUNTING CLERKS* CLASS A ---------

MANUFACTURING ------------------------------

NONMANUF ACT URI NG-------------------------

ACCOUNTING CLERKS* CLASS B---------MANUFACTURING ------------------------------


PAYROLL CLERKS ---------------------------------

KEYPUNCH OPERATORS --------------------------

MANUFACTURING ------------------------------

NONMANUF AC TU RI N6 -------------------------

KEYPUNCH OPERATORS* CLASS A -------

KEYPUNCH OPERATORS* CLASS B -------

NONMANUF AC TU RI N6 ------------------------

See footnotes at end of tables.

3

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Table A-2. Weekly earnings o f professional and technical workers in Corpus Christ i, Tex., July 1977


Averageweekly hours1

(standard)

Weekly earnings(standard)

Middle range 2

Number of workers receiving straight-time weekly earnings of—

t s t s t $ t $ t $ t i s $100 110 120 130 140 150 160 170 180 190 200 210 220 230

under

110 120 130 140 150 160 170 180 190 200 210 220 230 240

* * 8 $ * S $

240 260 280 300 320 340 360

260 280 300 320 340 360 380

ALL U0RKERS

COMPUTER PROGRAMMERS BUSI NESS) - - -

NONMANUFACTURI NG - - - - - - - - - - - - - - -

COMPUTER PROGRAMMERS ( BUSI NESS) •

CLASS A - - - - - - - - - - - - - - - - - - - - - - - - -

COMPUTER PROGRAMMERS ( BUSI NESS) •CLASS B - - - - - - - - - - - - - - - - - - - - - - - - -

COMPUTER OPERATORS - - - - - - - - - - - - - - - -

N0NHANUFACTURI N6 - - - - - - - - - - - - - - -

COMPUTER OPERATORS^ CLASS B - - - - -


COMPUTER OPERATORS^ CLASS C - - - - -


DRAFTERS - - - - - - - - - - - - - - - - - - - - - - - - - - -

MANUFACTURI NG -- - - - - - - - - - - - - - - - - -

DRAFTERS. CLASS A - - - - - - - - - - - - - - -

DRAFTERS. CLASS B - - - - - - - - - - - - - - -

MANUFACTURI NG -- - - - - - - - - - - - - - - - - -

4 0 . 0

4 0 . 0

$2 5 0 . 0 0

237.50

40 .

40 .

40 .

40.

40 .

40 .

40 .

40 .

40 .

40 .

172.

156.

183.

164.

121.117.

242.

249.

231.

244.

$259.00

247.50

149.50

149.00

179.50

152.00

115.00

115.00

240.00

259.50

224.50

240.00

$ $2 1 8 . 5 0 - 2 9 7 . 0 0

1 9 5 . 5 0 - 2 6 3 . 5 0

2 5 9 . 0 0 -3 3 3 . 0 0

2 3 0 . 0 0 -2 6 5 . 5 0

127

115

149

149

109.

106.

214.

22 0 .

.00-211.50

,00-179.50

.00-205.50

.00-179.50

5 0 -1 3 1 . 0 0

5 0 -1 1 8 . 0 0

5 0 -2 7 0 . 0 0

0 0 -2 7 0 . 0 0

2 6 5 . 5 0 -2 9 4 . 0 0

204.

2 2 0 .

0 0 -2 6 0 . 0 0

0 0 -2 6 0 . 0 0

22

13

Se e f o o t no t es a t e nd o f t a b l e s .

4

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Table A-3. Average weekly earnings of offi ce, professional, and technical workers, by sex,

in Corpus Christi, Tex., July 1977

Sex, 3 o ccupat ion , and in d u s t ry d iv i s io nNumber

of

workers

OFFI CE OCCUPATI ONS - NEN

ACCOUNTI NG CLERKS 16

OFFI CE OCCUPATI ONS - WOMEN

SECRETARI ES - - - - - - - - - - - - - - - - - - - - - - - -

MANUFACTURI NG --- - - - - - - - - - - - - - - - -NONMANUFACTURI NG - - - - - - - - - - - - - - -

232

65

167

SECRETARI ES* CLASS BNONMANUFACTURI NG - -

23

18

SECRETARI ES* CLASS CMANUFACTURI NG - - - - -

NONMANUFACTURI NG - -

71

18

53

SECRETARI ES* CLASS 0MANUFACTURI NG - - - - -

NONMANUFACTURI NG - -

80

2456

SECRETARI ES* CLASS EMANUFACTURI NG - - - - -

NONHANUFACTURI NG - -

4217

25

STENOGRAPHERS - -

MANUFACTURI NG30

18

STENOGRAPHERS* GENERAL 18

Average(mean^)

Week r̂hours1

(standard)

Weeklyearnings1(standard)

Se x , 3 occupa t ion , and in du s t ry d iv i s io n

$OFFI CE OCCUPATI ONS -

WOMEN— CONTI NUED4 0 .0 18 2 .5 0

4 0 .0 18 4 .0 0

SWI TCHBOARD OPERATORS -------------------------NONHANUFACTURI NG -----------------------------

SWI TCHBOARD OPERATOR- RECEPTI ONI STS-MANUFACTURI NG -----------------------------------


4 0 .0 20 7 .5 0 ACCOUNTI NG CLERKS - - - - - - - - - - - - - - - - -

4 0 .0 1 74 .5 0 MANUFACTURI NG - - - - - - - - - - - - - - - - - -

4 0 .0 20 8 .0 0NONMANUFACTURI NG - - - - - - - - - - - - - - -

4 0 .0 21 7 .0 0 i ACCOUNTI NG CLERKS* CLASS A - - - - - -

4 0 .0 19 5 .0 0MANUFACTURI NG - - - - - - - - - - - - - - - - - -

NONMANUFACTURI NG -----------------------------

4 0 . 0 231 . 0 0

4 0 .0 18 3 .0 0 ACCOUNTI NG CLERKS* CL ASS B -----------

MANUFACTURI NG -----------------------------------4 0 .0 17 6 .0 0 NONMANUFACTURI NG -----------------------------

4 0 . 0 221 . 0 0

4 0 .0 1 56 .5 0 PAYROLL CLERKS ---------------------------------------

4 0 .0 16 5 .5 0 KEYPUNCH OPERATORS -------------------------------4 0 .0 1 73 .5 0 MANUFACTURI NG ----------------------------------

4 0 .0 1 60 .0 0 NONMANUFACTURI NG -----------------------------

4 0 .0 17 1 .0 0 KEYPUNCH OPERATORS* CLASS A ---------

4 0 .0 1 78 .5 0

4 0 .0 16 2 .5 0

KEYPUNCH OPERATORS. CLASS B ---------

NONMANUFACTURI NG -----------------------------

Average(mean2)

Numberof

workersWeeklyhours1

(standard)


Se x , 3 occupat ion , and in du s t ry d iv i s io n

27 3 9 .5

$

113.00

PROFESSI ONAL AND TECHNI CALOCCUPATI ONS - NEN

COMPUTER PROGRAMMERS ( BUSI NESS)- - -27 3 9 .5 113 .00 NONHANUFACTURI NG - - - - - - - - - - - - - - -

46 o o 128.50 | COMPUTER PROGRAMMERS (BUSI NESS)*24 4 0 . 0 1 4 0. 5 0 CLASS B - - - - - - - - - - - - - - - - - - - - - - - - -

22 4 0 . 0 1 1 5 .0 0

2 28 4 0 . 0 1 3 6 .5 0

COMPUTER OPERATORS - - - - - - - - - - - - - - - -

NONHANUFACTURI NG - - - - - - - - - - - - - - -

42 4 0 . 0 1 7 1 . 5 0

1 86 4 0 . 0 1 2 8 . 5 0 COMPUTER OPERATORS* CLASS B ---------

50 4 0 . 0 177 .50NONMANUFACTURI NG - - - - - - - - - - - - - - -

23 4 0 . 0 1 9 6 .5 0 DRAFTERS ---------------------------------------------------

27 4 0 . 0 1 6 1 . 5 0 MANUFACTURI NG -----------------------------------

1 78 4 0 . 0 1 2 5 .0 0 DRAFTERS* CLASS A -----------------------------

19 4 0 . 0 1 4 1 .5 0

159 4 0 . 0 123 .00 DRAFTERS* CLASS B -----------------------------

19 4 0 . 0 1 6 6. 5 0MANUFACTURI NG -----------------------------------

89 4 0 .0 142 .00

ELECTRONI CS TECHNI CI ANS. CLASS Al

NONMANUF ACTURI N6:15 4 0 .0 192 .50 PUBLIC UTI LI TI ES -------------------------

74 4 0 . 0 1 3 2. 0 0

17 4 0 . 0 170 .50 PROFESSI ONAL AND TECHNI CAL

72 4 0 . 0 1 3 5 . 5 0OCCUPATI ONS - WOMEN

65 4 0 .0 131 .00 COMPUTER OPERATORS -------------------------------

Numberof

workers

Average(mean2)

Weeklyhours1

(standard)


33 4 0 . 0

$

259.5027 4 0 . 0 2 4 8. 0 0

15 O o a t 247 .00

40 4 0 . 0 1 7 1 . 0 0

37 4 0 . 0 1 63 . 00

19 4 0 . 0 1 7 8 . 0 0

17 4 0 . 0 1 6 8 .0 0

7 3 4 0 . 0 2 4 3. 50

45 4 0 . 0 2 5 0 . 5 0

25 4 0 . 0 2 81 . 50

41 4 0 . 0 2 3 1. 0 0

25 4 0 . 0 2 4 4 . 0 0

21 4 0 . 0 327 .00

“4 0 . 0 1 7 3 . 5 0


5

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Table A-4. Hourly earnings of maintenance, toolroom, and powerp lant workers in Corpus Chris ti, Tex., July 1977

O c c u p a t i o n a n d in d u s t r y d i v i s i o n

ALL WORKERS

MAI NTENANCE CARPENTERS - - - - - - - - - - - -

MANUFACTURI NG- - - - - - - - - - - - - - - - - -

MAI NTENANCE ELECTRI CI ANS - - - - - - - - - -

MANUFACTURI NG -- - - - - - - - - - - - - - - - - -

no nm a nuf a c t ur i ng :PUBLI C UTI LI TI ES - - - - - - - - - - - - -

MAI NTENANCE PAI NTERS - - - - - - - - - - - - - -

MANUFACTURI NG --- - - - - - - - - - - - - - - - -

MAI NTENANCE MACHI NI STS - - - - - - - - - - - -

MANUFACTURI NG - - - - - - - - - - - - - - - - - -

MAI NTENANCE MECHANI CS ( MACHI NERY) -MANUFACTURI NG - - - - - - - - - - - - - - - - - -

MAI NTENANCE MECHANI CS

( MOTOR VEHI CLES) - - - - - - - - - - - - - - - - -

MANUFACTURI NG -- - - - - - - - - - - - - - - - - -

MAI NTENANCE PI PEFI TTERS - - - - - - - - - - -

MANUFACTURI NG -- - - - - - - - - - - - - - - - - -

STATI ONARY ENGI NEERS - - - - - - - - - - - - - -

Hourly earnings 4

Numberof

workers Mean 2 Median2 Middle range 2

35

33

$7 . 7 0

7.89

$7.88

7.88

$7 .1 1 -

7 .1 1 -

$8 .37

8.37

114

93

7 . 9 2

7.96

8.37

8.37

7 .3 3 -

7 .8 4 -

8 .73

8.73

20 7 .8 7 7 . 3 3 7 . 3 3 - 8 . 9 7

42

42

7.49

7.49

7.84

7.84

7.1 7 -

7 .1 7 -

8 .57

8.57

81

80

8.24

8.25

8.73

8.73

7 .8 8 -

7 .8 8 -

8 .77

8.77

223

194

7.69

7 . 7 3

8.45

8.45

7 .1 1 -

7 .1 1 -

8 .57

8.57

7345

5.395.32

4.634.63

4 .0 0 -3 .4 0 -

6 .827.84

84

84

8 . 2 8

8.28

8.45

8.45

7 .8 8 -

7 .8 8 -

8 .45

8.45

22 7 .7 5 7 .8 8 7 .5 0 - 8 .45

N u m b e r o f w o r k e r s r e c e i v in g s t r a i g h t - t i m e h o u r l y e a r n i n g s o f—

$ S S S $ $ S $ S $ % $ $ $ S $ $ $ • $ $ $ *3 .20 3 . 4 0 3 .60 3 .80 4 .00 4 . 2 0 4 . 4 0 4 . 6 0 4 . 8 0 5 . 0 0 5 . 2 0 5 . 4 0 5 . 6 0 5 .8 0 6 . 0 0 6 . 2 0 6 . 4 0 6 . 6 0 7 . 0 0 7 . 4 0 7 . 8 0 8 . 2 0 8 . 6 0

and

u n d e r

3 . 40 3 . 6 0 3 . 8 0 4 .00 4 .20 4 , 4 0 4 . 6 0 4 . 8 0 5 . 0 0 5 . 2 0 5 . 4 0 5 .60 5 . 8 0 6 . 0 0 6 . 2 0 6 . 4 0 6 . 6 0 o or

* 7 .40 7 . 8 0 8 . 2 0 8 . 6 0 9 . 0 0

2 11 7 13 2

11 - 7 13 2

7 - 4 - 3 2 19 - 20 21 38

6 - 4 - 3 - 9 - 20 19 32

2 10 - - 2 6

- - _ - - - 6 10 - 14 4 8

- - - - - - 6 10 14 4 8

4 - - - - - 5 - 20 11 41

4 - - - - - 4 - 20 11 41

_ - 2 _ 3 - 3 7 1 4 - 20 _ - 1 3 - 1 24 - 13 91 50

“ 2 ~ ~ 3 5 1 4 “ 20 “ 1 3 “ 1 14 13 91 36

10 6 1 1 4 2 1 16 _ 4 _ _ _ _ _ 2 _ 12 2 _

1 i i _

8 4 1 1 4 2 1 6 - 4 - - - 2 - 1 i i -

4 - 19 51 10

- - - ~ - - - - - - - - - - - - - - 4 - 19 51 10

“ 2 4 8 4 4

Se e foot not e s at e nd of tab le s .

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Table A-5. Hourly earnings of m aterial movement and custodi al workers in Corpus Christi , Tex., July 1977


ALL WORKERS

TRUCKO RIV ERS -------------------------------------------

MANUFACTURING -----------------------------------

NONM AN UF AC TU R IN G-----------------------------

TRUC KOR IVE RS. MEDIUM TRUCK -----------

NONHANUFACTURING -----------------------------

TRUC KDR IVE RS. TRA CTO R-T RAI LER -----

MANUFACTURING -----------------------------------

WAREHOUSEMEN -------------------------------------------

MATERIAL HANDLING LABORERS ---------------

MANUFACTURING -----------------------------------

NONMANUF AC TU RI NG -----------------------------

FORKLIFT OPERATORS -------------------------------

MANUFACTURING ----------------------------------

6UARDS -------------------------- *---------------------------

MANUFACTURING ----------------------------------

GUARDS. CLASS A ---------------------------------

MANUFACTURING -----------------------------------

GUARDS. CLASS B ---------------------------------

JA NI TO RS . POR TER S. ANO CLEANE RS -----

MANUFACTURING -----------------------------------

NONHANUFACTURING -----------------------------

Hourly earnings *

Numberof

Mean 2 Median2 Middle range 2

379$5.51

$5 . 2 5

$3 .3 9 -

$8 .25

139 3 .8 0 3 .5 0 3 .2 6 - 3.73

240 6 . 5 1 8 . 2 5 4 . 1 5 - 8 . 2 5

157 5 .5 8 4 .4 0 3 .2 7 - 8.25

116 6 . 01 8 .2 5 3 . 3 0 - 8 .25

159 6 .24 6 .60 4 .0 0 - 8 .25

35 3 . 6 5 3 . 26 3 . 1 5 - 4 . 0 0

36 4 .7 3 4 .1 5 4 .0 0 - 5 .40

83 3 .5 4 3 .35 2 .6 0 - 4 .26

61 3 . 81 3 .8 0 2 . 7 8 - 4 .35

22 2 . 81 2 .6 0 2 . 6 0 - 3 .19

108 4 . 5 1 3 . 1 0 3 . 1 0 - 6 . 4 4

47 5 . 96 6 .4 4 6 . 3 1 - 6 .5 2

298 3 . 0 6 2 . 4 5 2 . 3 5 - 3 . 0 0

53 5 . 49 6 .3 6 4 . 9 5 - 6 .6 5

38 6 . 30 6 . 4 6 6 . 1 8 - 6 . 6 5

38 6 .3 0 6 .4 6 6 .1 8 - 6.65

260 2 . 5 9 2 .35 1 i n t -n C S J 2 .60

4 02 2 . 60 2 . 3 0 2 . 3 0 - 2 . 4 0

34 4 .7 4 5 . 9 2 3 . 1 1 - 6 . 6 1

368 2 .4 0 2 .3 0 2 .3 0 - 2 .35

Number of workers receivin g straight-time h ourly earnings of—

S $ S S S % S S S S * $ S $ 8 S S $ • * S 1 ------ 1 -----

2 . 2 0 2 .40 2 .60 2 .80 3 .00 3 .20 3.40 3 .60 3 .80 4 .00 4 .20 4 .40 4.60 4 .80 5 . 0 0 5 .40 5 .80 6 . 2 0 6 . 60 7. 0 0 7 .40 7 .80 8 . 2 0

andunder

2.40 o>

0 CM 2 .80 3 .00 3.20 3 .40 3 .60 3.80 4 .00 4 .20 4 .40 4 .60 4 .80 5.00 5. 40 5.80 6 . 2 0 6 .60 7 .00 7.40 7 .80 8 . 2 0 8.60

9 3 8 47 29 46 20 9 4 1 0 1 2 5 11 5 12 19 10 129- 2 3 1 28 16 44 14 3 4 8 4 - 2 - 10 -

- 7 - 7 19 13 2 6 6 - 2 1 - 2 1 1 1 5 10 19 - - - 129

- - - - 32 22 6 6 6 - 6 1 _ 2 1 2 2 2 - 9 - - 60

- - - - 19 13 2 6 6 - 2 1 - 2 1 2 2 - - - 60

_ 7 _ 7 12 7 4 - - 4 4 _ - - 4 9 3 10 19 - - - 69

- - - - 12 7 4 - - 4 4 - - “ 4

- - 1 - - 6 - 1 - 11 - 3 1 - 2 5 - - 1 4 - - 1

3 11 16 - 2 10 8 1 6 4 14 2 - - - _ _ 6 - _ - - -

- 9 7 - 5 8 1 6 3 14 2 - - - 6 - - - - -

3 2 9 - 2 5 - - 1

- - - 4 57 - 1 - - - - - 1 - 1 - 5 28 10 1 - - -

- - - 4 3 - 1 28 10 1 - -

131 57 14 19 9 22 - 4 - - - - 1 2 7 2 2 13 14 1 _ - -

2 - - 9 - - - - - - - 1 2 7 2 2 13 14 1 - - ~

- 6 2 2 13 14 1 - - -

6 2 2 13 14 1 - - -

131 57 14 19 9 22 - 4 - - - - 1 2 1

299 51 6 7 8 3 1 - - - _ 4 4 - 1 - 6 2 10 - - - -

2 2 2 7 3 6 2 10 ~ -

297 49 6 5 1 - 1 - - - - 4 4 1


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Table A-6. Averaqe hourly earnings of maintenance, toolroom,

powerplant, material movement, and custodial workers,by sex, in Corpus Christi, Tex., July 1977

Sex, 3 occupation, and industry divisionNumberof

woikeis

Average(mean*)hourly

earnings4

MAINTENAN CE* TOOLROOM* ANDPOWERPLANT OCCUPATIONS - HEN

MAINTENANCE CARPENTERS --------------------- 35$7.70

MANUFACTURING-------------------------------

33 7.89

MAINTENANCE ELECTRICIANS ----------------- 114 7.92

MANUFACTURING ------------------------------- 93 7.96n o n ma n u f a c t u r in g :

PUBLIC UTILITIES ----------------------- 20 7.87

MAINTENANCE PAINTERS ------------------------ 42 7.49

MANUFACTURING ------------------------------- 42 7.49

MAINTENANCE MACHINISTS --------------------- 81 8.24MANUFACTURING ------------------------------- 80 8.25

MAINTENANCE MECHANICS (MACHINERY) - 223 7.69

MANUFACTURING ------------------------------- 194 7 .7 3

MAINTENANCE MECHANICS(MOTOR VEHICLES) ------------------------------ 73 5.39

MANUFACTURING ------------------------------- 45 5.32

MAINTENANCE PIPEFITTERS ------------------- 84 8.28

MANUFACTURING-------------------------------

84 8.28

STATIONARY ENGINEERS ------------------------ 22 7.75

Sex, occupation, and industry divisionNumberof

workers

Average(mean2)hourly

earnings4

MATERIAL MOVEMENT ANO CUSTODIALOCCUPATIONS - HEN

TRUCKDRIVERS ---------------------------------------

MANUFACTURING --------------------------------NONMANUFACTURIN6 --------------------------

TRUCKDRIVERS* MEDIUM TRUCK ----------

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

TRUCKDRIVERS* TRACTOR -TRAILER -----

MANUFACTURING -------------------------------

WAREHOUSEMEN---------------------------------------

MATERIAL HANDLING LABORERS --------------MANUFACTURING -------------------------------

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

FORKLIFT OPERATORS ----------------------------

MANUFACTURING -------------------------------

GUARDS -------------------------------------------------

MANUFACTURING -------------------------------

GUARDS. CLASS A ------------------------------. MANUFACTURING -------------------------------

GUARDS. CLASS B ------------------------------

JANITOR S* PORTERS. AND CLEANERS -----

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

379$5.51

139 3.80240 6.51

157 5.58116 6 . 0 1

159 6.2 4

35 3.65

36 4.73

83 3.54

61 3.8122 2.81

108 4.5147 5.96

277 3.1053 5.49

38 6.3038 6 .3 0

239 2.59

269 2.7232 4.9 0

237 2.43


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Table A-7. Percent increases in average hourl y earnings, adjusted for

employment shifts, for selected occupational groups

in Corpus Christi, Tex., for selected periods

Industry and occupational group 5

Jul y 1974

to Ju ly 1975

Ju ly 1975to

Ju ly 1976

Jul y 1976to

Jul y 1977

All industries:

(‘ )(6 )

5.8 6. 6

(6) (6)

(6 )13.8 ( ‘ ) ( ‘ )10.59.39.2 8. 0 4.7

Manufacturing:

(6) (6) (6 )

(‘ )(6 )

(6 ) (6 )(6) (6)

14.2 9.2 10.4

11.4 7.0 8.5

Nonmanufacturing:

(‘ )(6 )

(6) ( 6)

(6 ) (‘ )(6 )(6) ( ‘ )

(6 )7.3 2. 1


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B. Estab l ishm ent prac t ices and sup p lementary w age prov is ions

Table B-1. Minimum entrance salaries for inexperienced typ ists and clerks in Corpus Christi , Tex., July 1977

Minimum weekly straight-time salary7

Inexperienced typists

A llindustries

Manufacturing Nonm anufacturing

Based on standard week ly hours 9 of-

AUschedules

Al lschedules

Other inexperienced clerical workers

Al lindustries

Manufacturing Nonmanufacturing

Based on standard weekly hours 9 of—

Al lschedules

A ilschedules

ESTABLISHMENTS STUDIED

ESTABLISHMENTS HAVING A SPECIFIEDMINIMUM --------------------------------------------

*90 .00 AND UNDER *92 .50 -------------

*92 .50 AND UNDER *95 .00 -------------

*95 .00 AND UNDER *9 7.5 0 -------------

*97 .50 AND UNDER *10 0.0 0 -----------

* 1 0 0 . 0 0 AND UNDER *105.00*105.00 AND UNDER * 1 1 0 . 0 0

* 1 1 0 . 0 0 AND UNDER *115.00$115.00 AND UNDER * 1 2 0 . 0 0

* 1 2 0 . 0 0 AND UNDER *125.00*125.00 AND UNDER *130.00*130.00 AND UNDER *135.00*135.00 AND UNOER *140.00

*140.00 AND UNDER $145.00*145.00 AND UNDER *150.00*150.00 AND UNOER *155.00*155.00 AND UNDER *160.00*160.00$165.00

ANDAND

UNDEROVER -

*165.00

ESTABLISHMENTS HAVING NO SPECIFIEDMINIMUM ---------------------------------------------

ESTABLISHMENTS WHICH DID NOT EMPLOYWORKERS IN THIS CATEGORY -----------------

19

3

10

2

1

3

10

2

1

3


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Table B-2. Late-shif t pay provisions for full -tim e manufactu ring

plant workers in Corpus Christi, Tex., July 1977

Item

PERCENT OF UORKERS

I N ESTABLI SHMENTS WI TH LATE SHIFT PROVI SI ONS - - - - -

WI TH NO PAY DI FFERENTI AL FOR LATE SHI FT WORK - - - - -

UITH PAY DI FFERENTI AL FOR LATE SHI FT WORK-------------

UNI FORM CENTS- PER-HOUR DI FFERENTI AL - - - - - - - - - - - -

UNI FORM PERCENTAGE DI FFERENTI AL - - - - - - - - - - - - - - - -

OTHER DI FFERENTI AL - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -

AVERAGE PAY DI FFERENTI AL

UNI FORM CENTS- PER-HOUR DI FFERENTI AL - - - - - - - - - - - - - -

PERCENT OF UORKERS BY TYPE AND

AMOUNT OF PAY DI FFERENTI AL*

UNI FORM CENTS—1

12 CENTS -

15 CENTS -

18 CENTS -

20 CENTS -

25 CENTS -

28 CENTS -

30 CENTS -

40 CENTS -

45 CENTS -

50 CENTS -

75 CENTS -

99 CENTS -

100 CENTSr

Al l w orkers 10 Work ers on late shifts

Second shift Th ird sh ift Second sh ift T hird shift

79.3 65.6 16.5 11.5

6.3 3.9 1.5 1.3

73.1 61.6 15.0 1 0 . 2

62.6 51.1 13.5 8.7

*10.5 *10.5 1.5 1.5

30.8 62.1 30.8 66.7

2 . 6 .3

1 1 . 8 3.98 . 0 2 . 6 1 . 1 .3

1 1 . 0 1.7 -- 1 . 0 ~

8 . 0 1 . 0

- 3. 6 - .3

6 . 8 - .8

20.7 3. 8 5.1 1.3

8.5 ~ 1.5 -- 2 .3 .7- 14.5 - 3.1

8. 5 1 . 2

* Work ers on both shifts rec eive 30 cents p er hour differen tial plus an additional 3 percent for second shift and 5 percent

for third shift work.

See footnote at end of tables.

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Table B-3. Scheduled weekly hours and days of full -tim e firs t-shi ft workers in Corpus Christi , Tex., July 1977

Pl ant wor ker s Of f i ce wor ker s

I t emAl l i ndustr i es Manufact uri ng No nma nu f act ur i ng Publ i c ut i l i ti es Al l i ndust r i es Manuf acturi ng Nonmanufactur i ng Publ i c uti l i t ies

PERCENT OF UORKERS BY SCHEDULEDWEEKLY HOURS ANO OAYS

ALL FULL- TI NE UORKERS - - - - - - - - - - - 100 100 100 100 100 100 100 100

35 HOURS—5 DAYS- -- -- - - - - - - - - - - - - - - - - 4 _ 7 _ 1 _ 2 _ 37 1/ 2 HOURS—5 DAY S - - - - - - - - - - - - - - - -

~ - - (12) - (12)40 HOURS—5 OAYS --- - - - - - - - - - - - - - - - - - - 80 94 69 93 95 100 94 10042 HOURS—5 DAYS -- -- - - - - - - - - - - - - - - - - - 1 2 ~ - - - -

42 1/ 2 HOURS—5 DAYS - - - - - - - - - - - - - - - - 1 1 7 - - -

44 HOURS - - - - - - - - - - - - - - - - - - - - - - - - - - - - 2 4 1 - 25 OAYS - - - - - - - - - - - - - - - - - - - - - - - - - - - 2 - 4 - - - - -

5 1/ 2 DAYS - - - - - - - - - - - - - - - - - - - - - - - - - 1 - 2 -

45 HOURS—5 DAYS -- - -- - -- - -- -- -- - -- - -- 7 3 10 2 _ 2 -46 HOURS—6 DAYS - - - - - - - - - - - - - - - - - - - - - ( 12) 1 _ _ _ _

48 HOURS—6 OAYS - - - - -- - -- - -- - -- - -- - -- 3 - 6 - _ _ _ _

50 HOURS—5 1/ 2 DAYS - - - - - - - - - - - - - - - - 1 - 2 - _ _ _ _

55 HOURS—5 DAYS -- -- - - - - - - - - - - - - - - - - - (12) 1 - - - - -

AVERA6E SCHEDULEDWEEKL Y HOURS

ALL WEEKLY WORK SCHEDULES - - - - - - - - - - 40. 7 40. 3 41. 0 40. 2 40. 1 40. 0 40. 1 40. 0

See footnote at end of tables.

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Table B-4. Annual paid holidays for fu ll-t ime workers in Corpus Christi , Tex., July 1977

I tem

PERCENT OF WORKERS

ALL FU LL-T IRE WORKERS --------------

IN ESTABLISHMENTS NOT PROVIDING

PAID HOLIDAYS ------------------------------

IN ESTABLISHMENTS PROVIDING

PAID HOLIDAYS ------------------------------

AVERAGE NUHBER OF PAID HOLIOAYS

FOR WORKERS IN ESTABLI SHHENTSPROVI DI NG HOLIOAYS - - - - - - - - - - - -

PERCENT OF WORKERS BY NUHBEROF PAI D HOLI OAYS PROVI OEO

1 HOLI DAY - - - - - - - - - - - - - - - - - - - - - -

2 HOLI DAYS - - - - - - - - - - - - - - - - - - - - -

3 HOLI DAYS - - - - - - - - - - - - - - - - - - - - -

A HOLI DAYS - - - - - - - - - - - - - - - - - - - - -

5 HOLI DAYS - - - - - - - - - - - - - - - - - - - - -

6 HOLI DAYS - - - - - - - - - - - - - - - - - - - - -

PLUS 1 HALF DAY - - - - - - - - - - - - -

7 HOLI DAYS - - - - - - - - - - - - - - - - - - - - -

PLUS 1 HALF DAY - - - - - - - - - - - - -

PLUS 2 HALF DAYS - - - - - - - - - - - -

8 HOLI DAYS- - - - - - - - - - - - - - - - - - - - -9 HOLI DAYS - - - - - - - - - - - - - - - - - - - - -

10 HOLI DAYS - - - - - - - - - - - - - - - - - - - -

11 HOLI DAYS - - - - - - - - - - - - - - - - - - - -

PERCENT OF WORKERS BY TOTALPAI D HOLI DAY TINE PROVI DED13111

1 DAY OR HORE - - - - - - - - - - - - - - - - - -

2 DAYS OR HORE - - - - - - - - - - - - - - - - -

3 DAYS OR HORE - - - - - - - - - - - - - - - - -

4 DAYS OR HORE - - - - - - - - - - - - - - - - -

5 DAYS OR HORE - - - - - - - - - - - - - - - - -

6 DAYS OR HORE - - - - - - - - - - - - - - - - -

7 DAYS OR HORE - - - - - - - - - - - - - - - - -

7 1/ 2 DAYS OR HORE - - - - - - - - - - - - -

8 DAYS OR HORE- - - - - - - - - - - - - - - - -

9 DAYS OR HORE - - - - - - - - - - - - - - - - -

10 DAYS OR HORE - - - - - - - - - - - - - - - -

11 OAYS - - - - - - - - - - - - - - - - - - - - - - - -

See footnotes at end of tabl es.

Plant worker s Off i ce worker s

Al l i ndustri es Manufactur i ng Nonmanufactur i ng Publi c util iti es Al l i ndustri es Manufactur i ng Nonmanuf act uri ng Publi c util iti es

100 100 100 100 100 100 100 100

11 1 19 - (12) _ (12) -

89 99 81 io e 99 100 99 100

7. 3 8. 1 6. 5 8. 7 7. 6 8. 1 7. 5 8. 5

2 33 2 4 - 2 2 2 -

2 5 - 1 5 - -

1 - 2 - (12) - (12) _

7 11 5 7 6 15 4 221 4 33 7 22 4 28 7

~ - ~ ~ (12) - ( 12) -

12 12 11 11 10 12 _

( 12) (12) 4 - 5 _

1 ~ 2 ~ (12) - ( 12) -

4 3 6 28 9 2 11 5311 20 3 7 27 16 30 424 42 11 51 16 45 8 33

(12) 1 1 1

'

89 99 81 100 99 100 99 10087 99 78 100 99 100 99 10084 97 74 l o t 98 98 97 10082 92 74 100 96 93 97 10081 92 72 100 96 93 97 10074 82 68 93 90 78 94 9853 78 34 86 68 75 66 9041 65 23 86 56 64 54 9041 65 23 86 52 64 49 9035 63 15 58 43 62 38 3724 42 11 51 16 45 9 33

(12) 1 1 1

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Table B-5. Paid vacation provisions for full -tim e workers in Corpus Christi, Tex., July 1977

Item

PERCENT OF WORKERS

ALL FULL-TIKE WORKERS ---

IN ESTABLISHMENTS NOT PR0VIDIN6

PAID VACATIONS --------------------------

IN ESTABLISHMENTS PROVIDINGPAID VACATIONS

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

LENGTH-OF-TIME PAYMENT ----------

PERCENTAGE PAYMENT -----------------

AMOUNT OF PAID VACATION AFTER : 14

6 MONTHS OF SERVICE:

UNDER I WEEK ------- --------- ----1 WEEK -----------------------------

OVER 1 AND UNDER 2 WEEKS

1 YEAR OF SERVICE:

1 WEEK ------------------------------

OVER 1 AND UNDER 2 WEEKS2 WEEKS -----------------------------

2 YEARS OF SERVICE:1 WEEK ------------------------------


3 YEARS OF SERVICE:

1 WEEK ------------------------------

OVER I AND UNDER 2 WEEKS2 WEEKS -----------------------------3 WEEKS -----------------------------

4 YEARS OF SERVICE:

1 WEEK -------------------------------


3 WEEKS -----------------------------

5 YEARS OF SERVICE:

1 WEEK -------------------------------

OVER 1 AND UNOER 2 WEEKS

2 WEEKS -----------------------------3 WEEKS -----------------------------

4 WEEKS -----------------------------

10 YEARS OF SERVICE:

1 WEEK------------------------------

OVER 1 AND UNOER 2 WEEKS2 WEEKS -----------------------------OVER 2 AND UNDER 3 WEEKS3 WEEKS -----------------------------

4 WEEKS -----------------------------

Plant workers Off ice workers

All industries Manufacturing N onm anu factu ring P ub lic u tilit ie s A ll in du str ies M an uf ac tu rin g N on ma nu fa ct ur in g P u bli c u t il it ie s

1 0 0 1 0 0 1 0 0 1 0 0 to o 10 0 10 0 10 0

4 - 7 - ( 1 2 ) _ ( 1 2 ) _

96 10 0 93 10 0 99 10 0 99 10 0

93 92 93 10 0 99 10 0 99 10 03 8

2 4 1 2

21 19 22 51 25 42 2 0 39

3 7 “ ~ 8 10 ~

49 56 45 9 24 26 23 16

3 - 5 7 8 - 10

42 44 40 84 66 74 64 84

13 12 14 9 8 8 8 16

1 0 2 0 3 7 ( 1 2 ) 2 -

72 68 75 84 91 89 91 84

6 8 5 _ 3 5 3 _ 3 2 3 7 ( 1 2 ) 2 - -

87 90 85 93 94 83 97 10 0

2 10 ~ ~

6 8 5 _ 3 5 3 _

3 2 3 7 ( 1 2 ) 2 - -

87 90 85 93 94 83 97 10 0

2 10 ~ ~

3 8 _• _ 1 5 _ _

2 2 1 7 ( 1 2 ) 2 - -

67 54 76 84 76 35 87 97

24 36 15 9 20 48 13 3

2 10

1

1

3

1 7- - - -

24 18 29 7 32 24 34 10

1 2 - ( 1 2 ) 2 - -

52 41 60 79 56 24 65 8917 36 2 8 11 50 1 2

See footnotes at end of tables .

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Table B-5. Paid vacation provisions for full -tim e workers in Corpus Christi, Tex., July 1977— Continued

I t em

AMOUNT OF PAI D VA CATION AF TER 14-CONTINUED

12 YEARS OF SERV ICE:

1 WEEK ---------------------------------------

OVER 1 AND UNOER 2 WEEKS ----

2 WEEKS -------------------------------------

3 WEEKS -------------------------------------

OVER 3 AND UNDER 4 WEEKS — 4 WEEKS -------------------------------------


1 WEEK ---------------------------------------

OVER 1 AND UNDER 2 WEEKS ----

2 WEEKS -------------------------------------

3 WEEKS -------------------------------------


4 WEEKS -------------------------------------


1 WEEK ---------------------------------------


2 WEEKS -------------------------------------

3 WEEKS -------------------------------------

4 WEEKS -------------------------------------


5 WEEKS -------------------------------------


1 WEEK---------------------------------------

OVER 1 AND UNDER 2 WEEKS —

2 WEEKS -------------------------------------

3 WEEKS -------------------------------------

4 WEEKS -------------------------------------

5 WEEKS -------------------------------------


6 WEEKS -------------------------------------


1 WEEK ---------------------------------------


2 WEEKS -------------------------------------

3 WEEKS -------------------------------------

4 WEEKS -------------------------------------

5 WEEKS -------------------------------------

6 WEEKS -------------------------------------


MAXIMUM VACATION AVAILABLE!

1 WEEK ---------- ----------- ----------- -------

OVER 1 AND UNDER 2 WEEKS — 2 WEEKS -------------------------------------

3 WEEKS -------------------------------------

4 WEEKS — ----------------------------------

5 WEEKS -------------------------------------

6 WEEKS -------------------------------------

7 WEEKS -------------------------------------

Plant workers Office workers

All industries Manufacturing Nonmanufacturing P ub lic u tilitie s A ll industries M anuf actur ing Nonmanufacturing P ub lic u tilitie s

i 3i - 1 7 - - _ _

23 16 29 7 31 21 34 1053 43 60 79 56 23 65 89

1 2 ~ ~ (12) 2 - _ 17 36 2 8 12 53 1 2

1 3 _ _ _ _ _ _ 1 1 7 - - -

19 11 25 7 28 14 32 1040 45 37 25 46 31 51 40

1 2 - - (12) 2 - -

34 39 29 61 25 53 17 50

1 3 _ _ _ _ _ _ 1 - 1 7 ~ -

18 9 25 7 28 12 32 1022 11 30 36 14 42 -

35 36 34 77 22 19 23 771 2 - - (12) 2 - -

18 39 3 10 14 53 3 14

11

31 7

- - - -

18 9 25 7 28 12 32 1018 7 25 28 11 33 -

22 16 26 26 19 8 22 4134 59 15 60 24 66 13 49

1 2 ~ (12) 2 - -

2 4

11

31 7

- - - -

18 9 25 7 28 12 32 1018 7 25 28 11 33 -

22 16 26 26 19 8 22 4134 59 15 60 24 66 13 49

2 4 - - - - - —

1 2 “ (12) 2 “

1 3 _ _ _ _ _ 1 - 1 7 - - - -

18 9 25 7 28 12 32 1018 7 25 28 11 33 -

22 16 26 26 19 22 4133 57 15 60 22 13 49

3 6 ~ 2 - -

1 2 (12) 2

See f o o t no t es a t e nd o f ta b l e s .

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Table Bt6. Health , insurance, and pension plans for ful l-ti me workers in Corpus Christi , Tex., July 1977

I t em

PERCENT OF WORKERS

ALL FULL-TIME WORKERS ---------------------

IN ESTABLISHMENTS PR0VI0IN6 AT

LEAST ONE OF THE BENEFITS

SHOWN BELOW15------------------------------------------

LIFE INSURANCE----------------------------------------

NONCONTRIBUTORY PLANS -----------------------

ACCIDENTAL DEATH AND

DISMEMBERMENT INSURANCE ---------------------


SICKNESS AND ACCIDENT INSURANCE

OR SIC K LEAVE OR BOTH 15-----------------------

SICKNESS AND ACCIDENT

INSURANCE --------------------------------------------

NONCONTRIBUTORY PLANS -------------------

SICK LEAVE (FULL PAY AND NO

WAITING PERIOD) ---------------------------------

SICK LEAVE (PARTIAL PAY OR

WAITING PERIOD) ---------------------------------

LONG-TERM DISABILITY

INSURANCE -------------------------------------------------


HOSPITALIZATION INSURANCE -------------------


SUR6ICAL INSURANCE ---------------------------------


MEDICAL INSURANCE -----------------------------------


MAJOR MEDICAL INSURANCE -----------------------


DENTAL INSURANCE -------------------------------------


RETIREMENT PENSION ---------------------------------



A l l in dustr ies M anu factu rin g No nm anu fa ct uring Pu blic utilities A ll industries Manufacturing Nonmanufacturing Publ ic ut il it ies

100 100 100 100 100 100 100 100

97 100 94 10R 99 100 99 100

95 100 91 100 98 100 98 10062 70 56 96 58 70 55 87

66 71 62 86 77 88 75 9643 49 38 82 44 55 41 83

71 86- 60 100 84 85 84 99

33 44 25 14 37 8 45 1124 44 10 14 11 8 12 11

31 26 34 50 56 71 52 63

21 20 22 43 17 11 19 32

38 62 19 34 39 66 32 4317 34 5 9 23 31 20 3

94 100 90 100 99 100 98 10052 66 42 72 49 61 46 47

94 100 90 100 99 100 98 10052 66 42 72 49 61 46 47

93 100 88 100 97 100 96 10049 57 42 72 48 53 46 47

92 98 88 100 97 93 98 10048 55 43 73 46 45 47 48

25 35 17 66 26 37 23 5719 24 14 66 15 25 12 57

67 83 55 83 71 80 69 7751 67 39 58 55 59 54 37

See f o o t no t e s a t e nd o f t a b l e s .

16

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Table B-7. Life insurance plans for fu ll-t ime workers in Corpus Christi, Tex., July 1977


ItemA ll industries Manufacturing A ll industries Manufacturing

A llplans 17

Noncontributoryplans 17

A llplans 17


A llplan s 17

None ontributo r yplans 17

A llplan s 17


TYPE OF PLA N AND AMOUNT OF INSURANCE

ALL FULL-TIME WORKERS ARE PROVIDED THE SAMEFLAT-SUM DOLLAR AMOUNT:

PERCENT OF ALL FULL-TIME WORKERS18-----------------------AMOUNT OF INSURANCE PROVIDED:19

55 39 49 44 38 19 24 20

ME AN -------------------------------------------------------------- $6.4 00 $ 7 ,3 00 $9,400 $10,000 $5,800 $ 6 ,5 00 $10,100 $11,600MEDIAN ---------------------------------------------------------- $5>000 $ 5 ,0 00 $10,000 $10,000 $5,000 $5 ,0 00 $5,000 $10.000MIDDLE RANGE (50 PERCENT) --------------------- S3 >000—lOt 000 $ 3,0 00 —10.000 $ 3,0 00 -1 1. 50 0 $ 5,0 00 -1 1.5 00 $ 5, 0 0 0- 5.00 0 $ 5, 0 00 - 5 .000 $ 5 ,0 0 0- 2 0 . 0 0 0 $ 5 ,0 0 0 -2 0.0 0 0MIDDLE RAN6E ( 80 PERCE NT) ---------------------

AMOUNT OF INSUR ANCE IS BASED ON A SCHEDULEWHICH INDICATES A SPECIFIED DOLLAR AMOUNT OFINSURANCE FOR A SPECIFIED LENGTH OF SERVICE:

$ 2• 00 0- 11> 500 $ 3,0 00 -1 1. 50 0 $ 3,0 00 -2 0. 00 0 $ 3.0 00 -2 0.0 00 $ 3, 0 0 0 - 1 0.0 0 0 $ 3 ,0 00 -1 0 .0 00 $ 2 ,3 0 0- 2 0 . 0 0 0 $ 3 .0 0 0 -2 0.0 0 0

PERCENT OF ALL FULL-TIME WORKERS18-----------------------AMOUNT OF INSURANCE PROVI DED19 AFTER :

2 2 4 4 2 2 4 4

6 MONTHS OF SERVICE:ME AN -------------------------------------------------------------- ( 6 ) ( 6 ) ( 6 ) lb ) ( 6 ) (6 ) lb ) (6)MEDIAN ---------------------------------------------------------- ( 6 ) ( 6 ) lb) lb ) ( 6 ) ( 6 ) lb ) (6)MIDDLE RANGE (5 0 PERCEN T) ------------------- ( 6 ) lb ) lb) (6) ( 6 ) lb ) lb) (6)MIDDLE RANGE (BO PERCENT) ------------------- ( 6 ) lb ) lb) (6) ( 6 ) lb) lb) (6>

1 YEAR OF SERVICE!

ME AN -------------------------------------------------------------- ( 6 ) lb) lb) ( 6 ) ( 6 ) lb ) lb) lb)

MEDIAN ---------------------------------------------------------- (6 ) lb ) lb ) ( 6 ) ( 6 ) lb ) lb) lb)

MIDDLE RANGE (50 PERCENT) --------------------- ( 6 ) lb) lb) (6 ) l b) lb) lb) lb )

MIDOLE RANGE (8 0 PERCEN T) --------------------- ( 6 ) lb ) lb ) (6 ) l b) lb) lb) lb)

5 YEARS OF SERVICE:

MEAN -------------------------------------------------------- lb) lb) lb) (6> lb) lb) lb) lb )MEDI AN ----------------------------------------------------- ( 6 ) ( 6 ) lb) (6) ( 6 ) ( 6 ) lb) (6)MIDDLE RANGE (50 PERCENT) ------------------- ( 6 ) ( 6 ) (6 ) (6) (6 ) lb) lb) (6)MIDDLE RAN6E (80 PERCENT) ------------------- ( 6 ) ( 6 ) (6 ) (6) lb) lb) lb) lb )

10 YEARS OF SERVICE:MEAN-------------------------------------------------------- ( 6 ) lb ) (6 ) (6) lb) lb) lb) lb)

MED I A N ---------------------------------------------------------- ( 6 ) lb ) (6 ) lb ) lb) lb) lb) lb)

MIDDLE RANGE (5 0 PERCEN T) --------------------- lb) lb) lb) lb ) lb) lb) lb) lb)

MIODLE RANGE (80 PERCENT) --------------------- lb) lb) lb ) ( 6 ) l b) lb) lb) lb)

20 YEARS OF SERVICE:ME AN -------------------------------------------------------------- lb) lb) lb) lb ) lb) lb) lb) lb )

MEDIAN ---------------------------------------------------------- lb) lb) lb ) (6 ) l b) lb) lb) lb)

MIDDLE RANGE (5 0 PERCEN T) --------------------- lb ) lb ) lb) (6) lb) lb) lb) lb)

MIDDLE RANGE (8 0 PERCE NT) --------------------- lb ) lb) lb) (6 ) lb) lb) lb) lb )

See f o o t no t es a t e nd o f t a b l e s .

17

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Table B-7. Life insurance plans for ful l-time workers in Corpus Christi, Tex., July 1977— Continued

Item

TYPE OF PLA N AND AMOUNTOF INSURANCE-CONTINUED

AMOUNT OF INSURA NCE I S BASED ON A SCHEDULEUHICH INDICATES A SPECIFIED DOLLAR AMOUNT OFINSURANCE FOR A SPECIFIED AMOUNT OF EARNIN6SI

PERCENT OF ALL FULL-TIME WORKERS18-----------------------

AMOUNT OF INSURANCE P ROVIDED 19IF :ANNUAL EARNINGS ARE $5 ,0 00 :

MEAN --------------------------------------------------------------

MEDIAN ----------------------------------------------------------MIDDLE RANGE (50 PERCENT) ---------------------MIDDLE RANGE ( 80 PERCE NT) ---------------------

ANNUAL EARNIN6S ARE SlOtOOO:MEAN --------------------------------------------------------------MEDIAN -----------------------------------------------------------MIDDLE RANGE (50 PERCENT) ---------------------

MIDDLE RANGE (80 PERCENT) ---------------------ANNUAL EARNINGS ARE $1 5,0 00 :

M E A N------- -------------------------------------------------------MEDIAN -----------------------------------------------------------HIDOLE RANGE ( 50 PERCEN T) ---------------------MIDDLE RANGE (8 0 PERCEN T) ---------------------

ANNUAL EARNINGS ARE $20,000:ME AN ---------------------------------------------------------------MEDIAN -----------------------------------------------------------MIDDLE RANGE (5 0 PERCE NT) ---------------------MIDDLE RAN6E ( 80 PERCE NT) ---------------------

AMOUNT OF INSUR ANCE I S EX PRESS ED AS A FACTOR OFANNUAL EARN INGS :20

PERCENT OF ALL FULL-TIME WORKERS18-----------------------FACTOR OF ANNUAL EARNIN6S USED TO CALCULATE

AMOUNT OF IN SU RAN CE :19 20MEAN --------------------------------------------------------------MEDIAN -----------------------------------------------------------

MIDDLE RANGE ( 50 PERCE NT) ---------------------MIDDLE RANGE (8 0 PERCE NT) ---------------------

PERCENT OF ALL FULL-TIME WORKERS COVERED BYPLANS NOT SPECIFYING A MAXIMUM AMOUNT OFIN SU RA NC E_______________—— —— —■—---------------- ------------ —

PERCENT OF ALL FULL-TIME WORKERS COVERED BYPLANS SPECIFYING A MAXIMUM AMOUNT OF

INSURANCE ------------------------------------------------------------------SPE CI FI ED MAXIMUM AMOUNT OF INSUR ANC E:19

MEAN --------------------------------------------------------------

MEDIAN -----------------------------------------------------------

MIODLE RANGE (5 0 PERC ENT) ---------------------MIDDLE RANGE (8 0 PERCEN T) ---------------------

AMOUNT OF INSURAN CE I S BASED ON SOME OTHER TYPEo f p l a n :

PERCENT OF ALL FUL.L-TIME WORKERS18------------------


A ll industries Manufacturing Al l industries Manufacturing

Al lplans 17


A llplans 17


Al lplans 17

N one ont ributo r yplans 17

Al lplans 17


15 5 15 5 14 4 8 2

$7,800 $5 ,9 00 $7,300 ( 6 ) $8 ,100 $7 ,3 00 $ 7,2 00 ( 6 )

$8 ,000 $3,100 $7,500 ( 6 ) $8 ,000 $ 5 , 0 0 0 $7,500 ( 6 )$ 5 , 0 0 0 - 1 1 . 0 0 0 $ 3 ,0 0 0 - 1 2 .0 0 0 $ 3 ,0 0 0 - 1 0 .0 0 0 ( 6 ) $ 8,0 00 -1 0.0 00 $ 3,1 00 -1 0.0 00 $ 3,0 00 -1 0.0 00 ( 6 )$ 3 , 0 0 0 - 1 2 . 0 0 0 $ 3 , 0 0 0 - 1 2 .0 0 0 $ 3 , 0 0 0 - 1 1 .0 0 0 ( 6 ) $ 5,0 00 -1 1.0 00 $ 3,0 00 -1 2.0 00 $ 3,0 00 -1 0.0 00 (6)

$13 ,500 $13,100 $1 1,000 (6) $14 ,500 $ 16 ,2 00 $10 ,7 00 ( 6 )$ 1 2 , 0 0 0 $10,000 $11,000 (6) $12 ,000 $20,00 0 $1 2 ,5 00 (6)

$ 10 ,0 00 -1 5. 00 0 $ 3, 70 0- 22 .0 00 $ 1 0 , 0 0 0 - 1 2 . 5 0 0 ( 6 ) $ 1 2 , 0 0 0 - 2 0 . 0 0 0 $ 3 , 7 0 0 - 2 0 . 0 0 0 $ 3 *0 0 0 - 1 5 . 0 0 0 ( 6 )$ 3 , 7 0 0 - 2 2 . 0 0 0 $ 3, 00 0- 22 .0 00 $ 3, 00 0- 15 .0 00 (6) $ 1 0 , 0 0 0 - 2 2 . 0 0 0 $ 3, 00 0- 22 .0 00 $ 3, 00 0- 15 .0 00 ( 6 )

$19 ,700 $16,700 $1 4,800 ( 6 ) $23 ,00 0 $1 9,20 0 $1 6,40 0 (6)$20 ,000 $10,000 $15,000 (6) $25 ,000 $ 20 ,0 00 $1 5,00 0 (6)

$ 1 4 , 0 0 0 - 2 5 . 0 0 0 $ 10 ,0 00 -3 0. 00 0 $ 1 0, 00 0 -1 5 .0 0 0 (6) $ 2 0 , 0 0 0 - 2 5 . 0 0 0 $ 1 0 , 0 0 0 - 2 0 . 0 0 0 $ 1 0 , 0 0 0 - 2 4 . 0 0 0 (6)$ 1 0 , 0 0 0 - 3 0 . 0 0 0 $ 6 , 2 0 0 - 3 0 . 0 0 0 $ 1 0 , 0 0 0 - 2 4 . 0 0 0 (6) $ 1 4 ,0 0 0 - 3 0 . 0 0 0 $ 6 , 2 0 0 - 3 0 . 0 0 0 $ 1 0 , 0 0 0 - 2 4 . 0 0 0 (6)

$24 ,900 $ 21,000 $15 ,4 00 (6) $30 ,600 $2 2,80 0 $1 9,70 0 (6)$20 ,000 $ 15,000 $ 15,00 0 (6) $35 ,000 $20,00 0 $1 5,00 0 ( 6 )

$ 1 5 , 0 0 0 - 3 5 . 0 0 0 $ 1 0 , 0 0 0 - 4 2 . 0 0 0 $ 1 5 , 0 0 0 - 1 5 . 0 0 0 (6) $ 2 0 , 0 0 0 - 3 5 . 0 0 0 $ 1 5 , 0 0 0 - 2 0 . 0 0 0 $ 1 5 , 0 0 0 - 3 0 . 0 0 0 (6)

$ 10 ,0 00 -4 2. 00 0 $ 7, 50 0- 42 .0 00 $ 1 0 , 0 0 0 - 2 4 . 0 0 0 (6) $ 15 ,0 00 -4 2. 00 0 $ 7,5 00 -4 2. 00 0 $ 15 ,0 00 -3 0. 00 0 (6)

20 16 26 16 44 34 60 44

1.21 1 . 2 3 1 .28 1 .42 1 .70 1 .70 1 .47 1 .591.00 1.00 1.00 1.00 2.00 2.00 1.00 1.00

1 . 0 0 - 1 . 0 0 1 . 0 0 - 1 . 0 0 1 . 0 0 - 1 . 0 0 1 . 0 0 - 2 . 5 0 1. 0 0 - 2 . 0 0 1. 0 0 - 2 . 0 0 1. 0 0 - 2 . 0 0 1. 0 0 - 2 . 0 0

1. 0 0 - 2 . 0 0 1 . 0 0 - 2 . 5 0 1 . 0 0 - 2 . 5 0 1 . 0 0 - 2 . 5 0 1. 0 0 - 2 . 0 0 1. 0 0 - 2 . 0 0 1 . 0 0 - 2 .5 0 1 .0 0 - 2 .5 0

18 13 24 13 27 24 44 28

2 2 2 2 17 10 16 16

$7 3,800 ( 6 ) ( 6 ) ( 6 ) $78 ,900 $9 7,60 0 $ 106,900 $1 0 6,900$5 0,000 ( 6 ) ( 6 ) ( 6 ) $ 100,000 $100,000 $100,000 $100,000

$ 5 0 ,0 0 0 - 1 0 0 . 0 0 0 ( 6 ) (6 ) (6) $ 5 0 , 0 0 0 -1 0 0 . 0 0 0 $ 1 0 0 ,0 0 0 - 1 00 . 0 0 0 $ 1 0 0 ,0 0 0 - 1 0 0 .0 0 0 $ 1 0 0 , 0 0 0 - 1 0 0 . 0 0 0

$ 5 0 , 0 0 0 - 1 0 0 . 0 0 0 ( 6 ) ( 6 ) (6) $ 5 0 ,0 0 0 -1 0 0 .0 0 0 $ 5 0, 0 00 - 10 0 .0 0 0 $ 5 0 , 0 0 0 - 2 0 0 . 0 0 0 $ 5 0 , 0 0 0 - 2 0 0 . 0 0 0

2 - 6 - 1 - 4 -


18

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Footnotes

Some of these standard footnotes may not apply to this bulletin.

1 Standard hours re f le c t the wo rkweek fo r wh i ch employees rece i ve

thei r regular s traight t ime salaries (exc lu sive o f pay for ove rt ime at reg -ular and/or premium ra tes ) , and the earnings correspond to these weeklyhours.

2 The mean is computed for each job by to tal ing the earnings o fal l wo rkers and div iding by the number o f work ers. The median des ig-nates posi t ion— hal f o f the work ers rec e ive the same or m ore and hal f re -ceiv e the same or less than the rate shown. The middle rang e is definedby tw o rates of pay; a fourth of the wo rke rs earn the same or les s thanthe lower of these ra tes and a fourth earn the same or m ore than thehigher rate.

3 Earn ings data re l a t e on l y to wo rkers whose sex i den t if ica t ion wasprovided by the establishment.

4 Excludes premium pay for overt im e and for work on weekends,holidays, and late shifts.

5 Est imates for periods ending prior to 1976 re late to men only for

ski l l ed maintenance and unski l led plant work ers. A l l o ther estimates r e-late to men and women.

6 Data do not meet publicat ion cri te ria or data not avai lable .7 Fo rm al l y es tabl ished m in imum regu lar st ra i gh t time h i r ing sa l -

aries that are paid for standard workweeks.8 E x c l u d e s w o r k e r s i n s u b c l e r i c a l jo b s s u ch as m e s s e n g e r .

9 Data are presen ted fo r a l l s tandard workweeks combined , and fo rthe most common standard workweeks reported.

10 Includes all plant wo rke rs in establishm ents curr ently ope rat -ing late shi fts , and establ ishments whose form al provis ions co ver lateshifts, e ven though the establishm ents w ere not curr ently operating lateshifts.

11 Less than 0.05 percent.12 Le ss than 0.5 per cent.

13 A ll combinations of full and half days that add to the same amountare combined; for examp le, the proport ion o f worker s r ece iv ing a to tal o f

10 days includes those w ith 10 full days and no ha lf days, 9 full da ys and2 half days, 8 full days and 4 half days, and so on. Pro por tions thenwere cumulated.

19

14 Includes payments other than "length of time, " such as percentageof annual earnings or flatsum payments, converted to an equivalent timebasis; for example, 2 percent of annual earnings was considered as 1 week'spay. Periods o f serv ice are chosen arbi trar ily and do not necessarily re-flect individual provisions for progression; for example, changes in pro-

portions at 10 years include changes between 5 and 10 years. Estimatesare cumulative. Thus, the proportion elig ible for at least 3 weeks' payafter 10 years includes those elig ible for at least 3 weeks' pay after fewer years of service.

15 Estimates listed after type of benefit are for all plans for whichat least a part of the cost is borne by the employer. "Noncontributoryplans" include only those financed entirely by the employer. Excluded arelega lly required plans, such as workers' disability compensation ,̂ .social se-curity, and railroad retirement.

16 Unduplicated total of workers receiving sick leave or sickness andaccident insurance shown separately below. Sick leave plans are l imited tothose which definitely establish at least the minimum number of days' paythat each employee can expect. Informal sick leave allowances determinedon an individual basis are excluded.

17 Estimates under "A ll plans" relate to all plans for which at least

a part of the cost is borne by the employer. Estimates under "Noncontrib-utory plans" include only those financed entirely by the employer.8 For "All industries," all fulltime plant workers or office workers

equal 100 percent. For "Manufacturing," all full tim e plant workers oroffice workers in manufacturing equal 100 percent.

19 The mean amount is computed by multiplying the number of workersprovided insurance by the amount of insurance provided, totaling the prod-ucts, and dividing the sum by the number of workers. The median indicatesthat half of the workers are provided an amount equal to or smaller and halfan amount equal to or la rger than the amount shown. Middle range (50 pe r-cent)— a fourth of the workers are provided an amount equal to or less thanthe smaller amount and a fourth are provided an amount equal to or morethan the larger amount. Middle range (80 percent)— 10 percent of the work-ers are provided an amount eqhal to or less than the smaller amount and 10percent are provided an amount equal to or more than the larger amount.

20 A factor of annual earnings is the number by which annual earnings

are multiplied to determine the amount of insurance provided. For example,a factor of 2 indicates that for annual earnings of $10,000 the amount ofinsurance provided is $20, 000.

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Scope and Method

of Survey

Data on area wages and related benefits are obtained by personalvisits of Bureau field representatives at 3year interva ls. In each of theintervening years, information on employment and occupational earnings iscollected by a combination of personal vis it, mail questionnaire, and telephoneinterview from establishments participating in the previous survey.

In each of the 74 1 areas currently surveyed, data are obtained fromrepresentative establishments within six broad industry divisions: Manufac-turing; transportation, communication, and other public utilities; wholesaletrade; retai l trade; finance, insurance, and real estate; and serv ices . Majorindustry groups excluded from these studies are government operations andthe construction and extractive industries. Establishments having fewer thana prescribed number of workers are omitted because of insufficient employ-ment in the occupations studied. Separate tabulations are prov ided for eachof the broad industry divisions which meet publication criteria.

These surveys are conducted on a sample basis. The samplingprocedures involve deta iled stratification of all establishments within thescope of an individual area survey by industry and number of employees.From this stratified universe a probability sample is selected, with eachestablishment having a predetermined chance of selection. To obtain optimumaccuracy at minimum cost, a greater proportion of large than small establish-ments is selected . When data are combined, each establishment is weightedaccording to its probability of selection, so that unbiased estimates aregenerated. For example, if one out of four establishments is se lected, it isgiven a weight of 4 to represent it sel f plus three others. An alternate ofthe same original probability is chosen in the same industrysize classifi-cation if data are not available from the original sample member. If nosuitable substitute is available, additional weight is assigned to a samplemember that is similar to the missing unit.

Occupations and earnings

Occupations selected for study are common to a varie ty of manufac-turing and nonmanufacturing industries, and are of the following types: (1)Office clerical; (2) professional and technical; (3) maintenance, toolroom,and powerplant; and (4) material movement and custodial. Occupationalclassification is based on a uniform set of job descriptions designed to takeaccount o f inter establishment variation in duties within the same job.Occupations selected for study are listed and described in appendix B.

1 Included in the 74 areas are 4 studies conducted by the Bureau under contract. These areas are

Akron, Ohio; Birmingham, Ala.; Norfolk-Virginia Beach-Portsmouth and Newport News-Hampton, Va.—N. C.;

and Syracuse, N.Y. In addition, the Bureau conducts more limited area studies in approximately 100 areas

at the request of the Employment Standards Administration of the U. S. Department of Labor.

Unless otherwise indicated, the earnings data following the job ti tlesare for a ll industries combined. Earnings data for some of the occupationslisted and described, or for some industry divisions within the scope of thesurvey, are not presented in the Ase rie s tables because either (1) employ-ment in the occupation is too small to provide enough data to merit presen-tation, or (2) there is possibil ity of disclosure of individual establishmentdata. Separate men's and women's earnings data are not presented when thenumber of workers not identified by sex is 20 percent or more of the menor women identified in an occupation. Earnings data not shown separatelyfor industry divisions are included in data for all industries combined.Likew ise, for occupations with more than one lev el, data are included inthe overa ll class ification when a subclassification is not shown or informationto subclassify is not available.

Occu p a t i on a l em p l oym en t a n d ea rn i n gs da t a a r e sh own fo r fu l l t i m e

workers , i.e ., those hired to work a regular weekly schedule. Earningsdata exclude premium pay fo r over time and for work on weekends, holidays,and late shifts. Nonproduction bonuses are excluded, but cost of livin gallowances and incentive bonuses are included. Weekly hours for off iceclerical and professional and technical occupations ref er to the standardworkweek (rounded to the nearest half hour) for which employees re ceiveregular straighttime salaries (exclusive of pay for overtime at regularand/or premium rates). Average weekly earnings for these occupationsare rounded to the nearest half dollar. Ve rtical lines within the distributionof workers on some Atab les indicate a change in the size of the classintervals.

These surveys measure the leve l of occupational earnings in an areaat a particular time. Comparisons of individual occupational averages over

time may not r eflect 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 lowwage firm s may change,or highwage workers may advance to better jobs and be replaced by newworkers at lower rates . Such shifts in employment could decrease anoccupational average even though most establishments in an area increasewages during the year. Changes in earnings of occupational groups, shown intable A 7, are better indicators of wage trends than are earnings changes forindividual jobs within the groups.

Average earnings refl ect composite, areawide estimates. Industriesand establishments differ in pay level and job staffing, and thus contributedifferently to the estimates for each job. Pay averages may fai l to reflec taccurately the wage differential among jobs in individual establishments.

Average pay levels for men and women in selected occupationsh ld b d fl diff i f h i hi

Electronic data processing Skilled maintenance

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should not be assumed to reflect differences in pay of the sexes withinindividual establishments. Factors which may contribute to differencesinclude progression within established rate ranges (only the rates paidincumbents are collected ) and performance of specific duties within thegenera l survey job descriptions. Job descriptions used to classify employeesin these surveys usually are more generalized than those used in individualestablishments and allow for minor differences among establishments inspecific duties performed.

Occupational employment estimates represent the total in all estab-lishments within the scope of the study and not the number actually surveyed.Because occupational structures among establishments diffe r, estimates of

occupational employment obtained from the sample of establishments studiedserve only to indicate the rela tive importance of the jobs studied. Thesedifferences in occupational structure do not affect materially the accuracy ofthe earnings data.

Wage trends for selected occupational groups

The percent increases presented in table A7 are based on changesin average hourly earnings of men and women in establishments reportingthe trend jobs in both the current and previous year (matched establishments). The data are adjusted to remove the effect on average earnings of employ-ment shifts among establishments and turnover of establishments includedin survey samples. The percent increases, however, are still affected byfactors other than wage increases. Hirings, layo ffs, and turnover mayaffect an establishment average for an occupation when workers are paidtinder plans providing a range of wage rates fo r individual jobs. In periodsof increased hiring, for example, new employees may enter at the bottomof the range, depressing the average without a change in wage rates.

The percent changes relate to wage changes between the indicateddates. When the time span between surveys is other than 12 months, annualrates are shown. (It is assumed that wages increase at a constant ratebetween surveys.)

Occupations used to compute wage trends are:

Office clerical

Secretaries

Stenographers, generalStenographers, senior Typists, classes

A and BFile clerks, classes A,

B, and CMessengersSwitchboard operators 2

Office cler ical— Continued

Order clerks, classes

A and BAccounting clerks,

classes A and BBookkeeping.machine

operators, class BPayroll clerksKeypunch operators,

classes A and B

In 1977, switchboard operators are included in the wage trend computation for all except the following

areas: Canton, Chicago, Cincinnati, Davenport-Rock Island-Moline, Houston, Huntsville, Jackson, New Orleans,

Portland (Oregon), ProVidence-Warwick-Pawtucket, Richmond, San Antonio, Seattle—Everett, South Bend,

and Wichita.

Computer systemsanalysts, classesA, B, and C

Computer programmers,classes A, B, and C

Computer operators,classes A, B, and C

CarpentersElectriciansPaintersMachinistsMechanics (machinery)Mechanics (motor vehicle)Pipefitters Too l and die makers

Industrial nurses Unskilled plant

Registered industrialnurses

Janitors, porters, andcleanersMaterial handling laborers

Percent changes for individual areas in the program are computedas follows:

*

1. Average earnings are computed for each occupation forthe 2 years being compared. The averages are derivedfrom earnings in those establishments which are in thesurvey both years; it is assumed that employmentremains unchanged.

2. Each occupation is assigned a weight based on itsproportionate employment in the occupational group inthe base year.

3. These weights are used to compute group averages.Each occupation's average earnings (computed in step 1)is multiplied by its weight. The products are totaledto obtain a group average.

4. The ratio o f group averages for 2 consecutive years iscomputed by dividing the average for the current yearby the average for the earli er year. The result—expressed as a percent— less 100 is the percent change.

For a more detailed description of the method used to computethese wage trends, see "Improv ing Area Wage Survey Indexes ," MonthlyLabor Review, January 1973, pp. 5257.

Establishment practices and supplementary wage provisions

The incidence of selected establishment practices and supplementary

wage provisions is studied for fulltime plant workers and office workers.Plant workers include nonsupervisory workers and working supervisorsengaged in nonoffice functions. (Cafeter ia workers and route workers areexcluded in manufacturing industries, but included in nonmanufacturingindustries.) Office workers include nonsupervisory workers and workingsupervisors performing cle rica l or related functions. Lead workers andtrainees are included among nonsupervisory workers. Administrative, execu-tive , professional and part time employees as well as construction workersutilized as separate work forces are excluded from both the plant and officeworker categories.

Minimum entrance salaries (table B l) . Minimum entrance salariesfor office workers relate only to the establishments visited . Because of theoptimum sampling techniques used and the probabil ity that large establish-ments are more likely than small establishments to have formal entrance

rates above the subclerical level, the table is more representative of policiesin medium and large establishments. (The "X 's " shown under standard

service . Vacation plans commonly provide for a larger amount of vacationpay as service lengthens Counts of plant or of fice workers by length of

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g (weekly hours indicate that no meaningful totals are applicable.)

Shift differen tials— manufacturing (table B2 ). Data were collectedon policies o f manufacturing establishments regarding pay different ials forplant workers on late shifts. Establishments considered as having pol iciesare those which (1) have prov isions in writing covering the operation of lateshifts, or (2) have operated late shifts at any time during the 12 monthspreceding a survey. When establishments have several different ials whichvary by job, the differential applying to the majority of the plant workers isrecorded. When establishments have differentia ls which apply only to certainhours of work, the differential applying to the majority of the shift hours isrecorded.

For purposes of this study, a late shift is either a second (evening)shift which ends at or near midnight or a third (night) shift which starts at ornear midnight.

Differentials for second and third shifts are summarized separatelyfor (1) establishment policies (an establishment's different ials are weighted byall plant workers in the establishment at the time of the survey) and (2)effective practices (an establishment's differentials are weighted by plantworkers employed on the specified shift at the time of the survey).

Scheduled weekly hours; paid holidays; paid vacations; and health,insurance, and pension plains. Provisions which apply to a majority of theplant or office workers in an establishment are considered to apply to allplant or office workers in the establishment; a practice or provision isconsidered nonexistent when it applies to less than a majority. Holidays;vacations; and health, insurance, and pension plans are considered applicable

to employees currently eligible for the benefits as well as to employees whowill eventually become eligible.

Scheduled weekly hours and days (table B 3). Scheduled weeklyhours and days refer to the number of hours and days per week which ful l-time firs t (day) shift workers are expected to work, whether paid for atstraighttime or overtime rates.

Paid holidays (table B4). Holidays are included only if they aregranted annually on a formal basis (provided for in written form or estab-lished by custom). They are included even though in a particular yearthey fall on a nonworkday and employees are not granted another day off .Employees may be paid for the time off or may receiv e premium pay inlieu of time off.

Data are tabulated to show the percent of workers who (1) are grantedspecific numbers of whole and half holidays and (2) are granted speci fied

amounts of total holiday time (whole and half holidays are aggregated).Paid vacations (table B5). Establishments report their method of

calculating vacation pay (time basis, percent of annual earnings, flatsumpayment, etc.) and the amount of vacation pay granted. Only basic formalplans are reported. Vacation bonuses, vacationsavings plans, and "extended"or "sabbatical" benefits beyond basic plans are excluded.

For tabulating vacation pay granted, all provisions are expressedon a time basis. Vacation pay calculated on other than a time basis isconverted to its equivalent time period. Two percent of annual earnings,for example, is tabulated as 1 week's vacation pay.

Also, provisions after each specified length of service are relatedto all plant or of fice workers in an establishment regardless of length of

pay as service lengthens. Counts of plant or of fice workers by length of service were not obtained. The tabulations of vacation pay granted present,ther efore, statistical measures of these provisions rather than proportionsof workers actually receiving specific benefits.

Health, insurance, and pension plans (tables B6and B7L Health,insurance, and pension plans include plans for which the employer payseither all or part of the cost. The cost may be (1) underwritten by acommercial insurance company or nonprofit organization, (2) covered by aunion fund to which the employer has contributed, or (3) borne directly bythe employer out of operating funds or a fund set aside to cover the cost.A plan is included even though a majority of the employees in an establish-ment do not choose to part icipate in it because they are required to bear

part of its cost (provided the choice to participate is available or willeventually become available to a majority). Lega lly required plans such associal security, railroad retirement , workers ' disability compensation, andtemporary disability insurance3 are excluded.

Life insurance includes formal plans providing indemnity (usuallythrough an insurance policy) in case of death of the covered worker.Information is also provided in table B7 on types of life insurance plansand the amount of coverage in all industries combined and in manufacturing.

Accidental death and dismemberment is limited to plans whichprovide benefit payments in case of death or loss of limb or sight as adirect result of an accident.

Sickness and accident insurance includes only those plans whichprovide that predetermined cash payments be made directly to employees

who lose time from work because of illness or injury, e.g., $50 a weekfor up to 26 weeks of disability.

Sick leave plans are l imited to formal plans 4 which provide forcontinuing an employee's pay during absence from work because of illness.Data collected distinguish between (1) plans which provide full pay with nowaiting period, and (2) plans which either prov ide partial pay or requ ire awaiting period.

Temporary disability insurance which provides benefits to covered workers disabled by injury or illiM.

which is not work-connected is mandatory under State laws in California, New Jersey, New York, and Rhode

Island. Establishment plans which meet only the legal requirements are excluded from these data, but those

under which (1) employers contribute more than is legally required or (2) benefits exceed those specified in the

State law are included. In Rhode Island, benefits are paid out of a State fund to which only employees

contribute. In each of the other three States, benefits are paid either from a State fund or through a private plan.

State fund financing: In California, only employees contribute to the State fund; in New Jersey,

employees and employers ccfntribute; in New York, employees contribute up to a specified maximum

and employers pay the difference between the employees' share and the total contribution required.

Private plan financing: In California and New Jersey, employees cannot be required to contribute

more than they would if they were covered by the State fund; in New York, employees can agree

to contribute more if the State rules that the additional contribution is commensurate with the

benefit provided.

Federal legislation (Railroad Unemployment Insurance .Act) provides temporary disability insurance

benefits to railroad workers for illness or injury, whether work-connected or not. The legislation requires that employers bear the entire cost of the insurance.

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

22

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Lon gterm disabi l i ty insurance plans pro vide payments to to tal lydisabled em ployees upon the expirat ion o f thei r paid s ick leave and/or s ick -ness and accident insurance, or after a predetermined period o f disabi l i ty(typ ica lly 6 months). Paym ents are made unti l the end of the disa bil ity, amaximum age, or e l ig ibi l i ty for ret i remen t benefi ts . Ful l or par t ial pay-ments are almost always reduced by social secu ri ty , w ork ers ' d isabi l i tycompen sation, and priva te pension benefits payable to the disabled employ ee.

Hosp i tal izat ion, surg ical , and med ical insurance plans reportedin these surveys provide fu l l or part ial payment for basic serv ice s rendered.Hospi tal i zat ion insurance cove rs hospi tal room and board and may coverother hospital expenses. Surg ical insurance covers surgeons ' fees. Med ical

insurance cover s doctors ' fees fo r home, o f f i ce , or hospi tal cal ls . Plansres t r i c t ed to pos t operat i v e med i ca l care o r a doc to r ' s care fo r m ino rai lments at a work er 's place o f employment a re not considered to be

med ical insurance.

M ajor medical insurance covera ge appl ies to serv ic es which gobeyond the basic s erv ice s covere d under hospi tal i zat ion, surg ical , andmed ical insurance. Ma jor med ical insurance typical ly (1) requires that a"dedu ct ible" ( e .g . , $50) be m et befo re benefi ts beg in, (2 ) has a co insurancefeatu re that requ ires the insured to pay a portion (e .g., 20 percen t) of certain expenses, and (3) has a speci f i ed do l lar m aximum of benefi ts (e .g . ,$ 10,000 a yea r).

Dental insurance plans provide norm al dental serv ice benefi ts ,usual ly for f i l l ings, extract ions, and X ray s. Plans which provide benefi ts

only for ora l sur gery or repairing accident damage are not reported.

Ret i rem ent pension plans provide for regular payments to the ret i re efor l i fe . Inc luded are deferred pro f i t sh aring plans which provide the opt ionof purchasing a l i fetim e annuity.

Labo rmanagement ag reement cove rage

Th e fo ll ow in g ta bu la tio n show s the p er ce n t of fu ll t im e pla nt andoff ice work ers employed in establ ishments in the Corpus Christ i area inwhich a union contract o r contracts covered a ma jori ty o f the work ers inthe respect ive categories , July 1977:

P l an t wo rkers O f f i c e wo rkers

A l l i ndus t r ie s------------------------

Manufacturing ______________

Nonmanufacturing__________

Pu blic ut iliti es __________

25 840 -

13 10

60 49

An establishm ent is con sidered to have a contract cove ring a ll pi ant,or o f f i ce wo rkers i f a m ajori ty o f such worker s is covered by a labormanagement agreemen t. Th ere fore , a l l o ther plant or o f f i ce wo rkers areemployed in establ ishments that e i ther do not have labormanagement con-trac ts in effec t, or have co ntracts that apply to few er than half of their

plant or o f f i ce w orke rs. Est imates are not nec essa ri ly represen tat ive o fthe extent to which al l workers in the area may be covered by the provis ionsof laborm anagem ent agreemen ts, because sm al l establ ishments are excludedand the industrial scope o f the surve y is l imited .

Industrial composition in manufacturing

T w o f if th s o f the w o rk ers wi th in the sc op e o f the su rv ey in theCorpus Christ i area were employed in manufacturing f i rms. The fo llowingpresen ts the m ajor indus try groups and sp ecific industries as a perce nt ofal l manufacturing:

Industry groups

Chemicals and all ied

products__________________________29Food and kindred products_____17Pet roleu m and coal products __16P r i m ary m e t a l i n d u s t r ie s _____ 12

App arel and other text i l ep ro d u ct s_________________________ 7

Tra nspo rt a ti on eq uipm en t — ___ 5

Specific industries

Pe t ro l eum re f in ing _____________ 16Industrial inorganic ___________

c h e m i c a l s ______________________ 15Industrial organic

c h e m i c a l s ______________________ 14

Pr im ary non fe rrous meta l s __

11Men 's and boys ' furnishings— 5Ship and boatbuilding and

re p a i r i n g _______________ , ______ 5

Th is in fo rm ati on is ba se d on es ti m ate s of to ta l em plo ym en t d e ri vedfrom universe m aterials comp i led before actual survey. Propo rt ions invarious industry div is ions may di f fer from proport ions based on the resul tsof the surve y as shown in appendix table 1.

A d i t b l 1 E t bli h t d k i thi f d b t di d

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Append ix tab le 1. Establishments and workers wi thi n scope o f survey and number studied

in Corpus Christi, Tex.,1July 1977

Number of establ i shment s Wor ker s i n establ i shments

I ndustry di visi on2

empl oyment Wi t hi n scope of st udyStudi ed

ment s i n scopeof st udy

Wi t hi n scopeof st udy2

Studi ed Total 4Ful l - t i me Ful l -t i me

Number Percent plant workers of f i ce workers Total 4

ALL DIVISIONS ------------------------------------------------- 170 80 26. 436 100 16*008 3.182 18.892

MANUFACTURING--------------------------------------------------------

50 42 27 9.906 37 6. 860 673 8. 605NONMANUFACTURING--------------- -----------------------------------

TRANSPOR TATIO N* COMMUNICATION* AND

“ 128 53 16*530 63 9*148 2. 509 10. 287

OTHER PUBLIC UTILITIES5 --------------------------------- 50 18 8 3.257 12 1.891 498 2. 511WHOLESALE TRADE ----------------------------------------------- 50 16 4 1*343 5 ( 6> C81 465RETA IL TRADE ----------------------------------------------------- 50 56 21 7.512 28 C6> ) 4. 501FINA NCE* I NSURANCE. AND REAL ESTATE ------------ 50 13 5 1*443 5 C7) C61 804SERVI CES8 ------------------------------------------------------------ 50 25 15 2*975 11 ( ‘ ) c6> 2.006

1 The Corpus Christi Standard Metropolitan Statistical Area , as defined by the Office of Management and Budget through Feb rua ry 1974, consists of Nueces and San Pat ricio Counties. The "wo rke rs within scope of study" estimates shown in this table provide a reason ably accurate

descriptio n of the size and composition of the labor force included in the survey. Estimates are not intended, however, f or co mparisio n 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 payro ll perio d studied, and (2) sm all establishm ents are excluded from the scope

of the survey.2 The 1972 edition of the Standard Industrial Classification Manual was used to classify

establishments by industry division. However, all government operations are excluded from the

scope of the survey.3 Includes all establishments with total employment at or above the minimum limitation. All

outlets (within the area ) of companies in industrie s such as trade , finance, auto repa ir ser vice , and motion picture theaters are considered as 1 establishment.

4 Includes executive, profession al, part-time, and other workers excluded from the separate

plant and office categories.

5 Abbreviated to "public utilities" in the A- and B-se ries tables. Taxicabs and services incidental to water transportation are excluded. The Corpus Christi transit system is municipally operated and is excluded by definition from the scope of the study.

6 This division is represented in estimates for "all industries" and "nonmanufacturing" inthe A- and B-ser ies tables. Separate presentation of data is not made for one or more of the following reaso ns: (1) Employment is too small to provide enough data to meri t separ ate study, (2)the sample was not designed initially to permit separate presentation, (3) response was insufficient or inadequate to permit separate presentation, and (4) there is po ssibility of disclosure of individual establishment data.

7 Worke rs from this entire division are represented in estimates for " all industries" and

"nbnmanufacturing" in the A-se ries tables, but from the rea l estate portion only in estimates for "all industries" and "nonmanufacturing" in the B-s eri es tables. Separate presentation of data is not made for one or m ore o f the reas ons given in footnote 6.

8 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 service s.

24

Appendix B.

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ppOccupationalDescriptions

The p ri m a ry pu rp os e of pre p a ri ng jo b des cr ip ti on s fo r the Bu -reau 's wage surveys is to assist i ts f ie ld sta ff in c lassi fy ing into appro-

pr ia te occupat ions workers who are employed under a var iety o f pay ro l l

t i t les and di f ferent work arrangements from establ ishment to establ ish-ment and from area to area . This permits the grouping o f occupat ional

wage rates represent ing comp arable job content. Because o f this empha-

sis on interestabl ishment and interare a com parab i l ity o f occupational

content, the Bureau's job descr ipt ions may d i f fer s igni f icant ly from those

in use in individua l establishments or those prepar ed for other purposes.

In apply ing these job descr ipt ions, the Bureau's f ie ld economists a re

instructed to exclude working supervisors; apprent ices; lea rners; beg in-

ners; and pa rt t ime, tempo rary, and probat ionary work ers. Handicapped

work ers whose earnings are reduced because o f their handicap are a lso

excluded. Tra ine es are excluded from the survey except for those re-

ceiv ing onthe job tra ining in some o f the lower leve l pro fessiona l andtechnical occupations.

OfficeS E C R E T A R Y

Assigned as a personal secr etary , norm al ly to one indiv idual .Maintains a close and highly respo nsive relationsh ip to the day toda y activ-

i t ies o f the sup ervisor . Works fa i r ly independently receiv ing a minimum of

deta i led supervis ion and guidance. Pe r form s var ied c ler ica l and secre tar ia l

duties requiring a knowledge of offic e routine and understanding of the

organizat ion, prog ram s, and procedures re la ted to the work o f the su pervisor .

Exclusions

Not a l l posi t ions that are t it led "se cre tar y" possess the above

cha racter ist ics . Examples o f posi t ions which are excluded from the defin i t ion

are as fo l lows:

SECRE T ARY— Cont inued

Exclusions— Continued

a. Position s which do not meet the "pe rso na l" secr eta ry concept

descr ibed above;

b. Stenographers not fu l ly tra ined in secreta r ia l type duties;

c. Stenograph ers servin g as offic e assistants to a group of pr o-

fessiona l , technica l , or mana ger ia l persons;

d. Assistanttype posi t ions which enta i l more di f f i cul t or more re -

sponsible techn ica l , adm inistrat ive, or supe rvisory duties which

are not typica l" o f se creta r ia l w ork, e .g . , A dm inistrat ive Assis t-ant, or Executive Assistant;

Listed below are s evera l occupat ions for which revised descr ipt ions or t i t les are being introduced

in this su rvey:

Order c l e rk

Payro l l c l e rk

Secr e ta r y

Switchboard operator

Switchboard operatorrecept ionist

Tra n scri b in g m ach in e ty p is t

Machine too l operator ( too lroom )

T oo l and di e m aker

Guard

Shipper and receiver

(previously surveyed

as shipping and

receiv ing c lerk) .

T ru ck d ri ve r

Th e Bur ea u has di sc on tin ue d co ll ec ti n g da ta fo r r tab ul a tin g m ach in e op era to r. W ork er s p re v io u sl y

class i f ied as watchmen are now classi f ied as guards under the revised descr ipt ion.

25

SECRETARY— Continued

Exclusions Continued

SECRET ARY— Continued

Classi f icat ion by Lev el Continued

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Exclusions— Continued

e. P osition s which do not fit any of the situations l isted in thesect ions below t i t led " L ev el o f Supervisor , " e .g . , secre tary to the

president o f a company that employs, in a l l, over 5,000 persons;

f . T ra inees .

C lass i f ica t i on by Le ve l

Secre tary jobs which m eet the above cha racter ist ics are matched at

one o f f i ve levels a ccording to (a ) the leve l o f the secreta ry 's su pervisor

within the company's organ izationa l s tructure and, (b) the lev el of the

sec reta ry 's resp onsibi l i ty . The chart fo l lowing the explanat ions o f these twofactors indicates the level o f the se cretary for each combinat ion o f thefactors.

Lev e l o f Secr e ta r y ' s Superv i so r ( LS )

Secre tar ies should be matched at one o f the four LS levels descr ibed

below according to the level o f the sec reta ry 's supe rvisor wi thin the companyorganizat ional structure.

LS—1

LS—2

LS—3

a. Sec retary to the sup ervisor or head o f a smal l o rganizat ional

unit (e.g. , few er than about 25 or 30 pers ons ); or

b. Sec retary to a nonsupervisory sta ff sp ecia l ist , pro fessional

emp loyee, adm inistrat ive o ff ic er or assistant, ski l led technic ian

or exper t . (NOTE: M a ny compani es a ss i gn s tenographers ,

rather than s ecre tar ies as descr ibed above, to this leve l o fsuperv i so r y o r nonsuperv i so ry w orker . )

a . Se cretary to an executive or man ager ia l person whose respon-

sib il ity is not equ ivalent to one of the sp ecific lev el situations in

the definition for LS—3, but whose orga nization al unit norm ally

numbers at least se vera l dozen employees and is usually div ided

into organ ization al segm ents which are often, in turn, further

subdivided. In some com panies, this le ve l includes a wide range

of organizat ional echelons; in others, only one or two; or

b. S ecr eta ry to the head of an individual plaint, facto ry, etc., (or

other equiva lent level o f o f f ic ia l ) that employs, in a l l , few er

than 5,000 persons.

a . Sec retary to the chairman o f the board or president o f a company

that em ploys, in all , fe w er than 100 perso ns; or

b. Secreta ry to a co rporate o ff icer (o ther than chairman o f the

board or preside nt) of a company that emp loys, in all , ov er 100

but few er than 5, 000 persons ; o r

c. Sec retary to the head ( imm ediate ly below the o ff ice r leve l ) over

e i ther a ma jor corporatewide funct ional ac t iv i ty (e .g . , m arket ing,

researc h, op erat ions, industr ia l re la t ions, etc . ) or a m ajo i

geographic or organizat ional segment (e .g . , a reg ional headquar-

ters; a m ajor div is ion) o f a company that employs, in a l l ,

ove r 5,000 but fewer than 25,000 employees ; or

d. Se cre tar y to the head of an individual plant, fac tory , etc.,

(or other equiva lent le vel o f o f f ic ia l ) that employs, in a l l,

over 5,000 persons; or

Classi f icat ion by Lev el— Continued

e. Sec retary to the head o f a large and important orga nizat ional

segment (e .g . , a middle m anagement supervisor o f an organ i-

zational segm ent often involving as many as seve ra l hundred

persons ) o f a company that employs, in a l l , ov er 25,000 persons.

LS—4 a. S ec reta ry to the chairma n of the board or presid ent of a company

that emp loys, in all , ove r 100 but few er than 5,000 perso ns; or

b. Secreta ry to a corp orate o ff ice r (o ther than the chairman o f

the b oard or president ) o f a company that employs, in a l l ,

ov er 5, 000 but fe w er than 25, 000 pe rson s; or

c. S ecreta ry to the head, im med iate ly below the corporate o ff ice r

leve l , o f a m ajor segment or subsidiary o f a company that

employs, in a l l , ov er 25,000 persons.

NO TE : The term "corpo rate o ff ice r " used in the above LS def-

in i tion refers to those o ff ic ia ls who have a s igni f icant corporatewide p o l icy-

making ro le wi th regard to m ajor company ac t iv i t ies . The t i t le "v ice

pre side nt," though norm al ly ind icat ive o f this ro le , does not in a l l cases

ident i fy such posi t ions. V ice presidents whose pr im ary respon sibi l ity is .to

act persona l ly on indiv idual cases or transact ions (e .g . , approve o r deny

indiv idual loan or cred i t act ions; adm inister indiv idual trust accounts; di -rect ly supervise a c ler ic a l sta ff ) are not con sidered to be "corpo rate

o ff ic ers " f or purposes o f apply ing the defin i tion.

Leve l o f Secr e ta r y ' s Respons ib i li ty ( LR )

Th is fa c to r ev a lu at es the na tu re o f the w or k re la ti on sh ip be tw ee n

the secr eta ry and the sup ervis or, and the extent to which the secr eta ry is

expected to exe rcise in i t ia t ive and judgment. Sec retar ies should be matched

at LR —1 or LR —2 descr ibed below according to their le ve l o f resp onsibi l ity .

Lev e l o f Respons ib il it y 1 ( LR—1)

Pe r form s var ied sec reta r ia l dut ies including or comparable to most

of the fol lowing :

a . Answers te lephones, greets persona l ca l lers, and opens in-

coming mai l .

b. Answ ers te lephone requests which have standard answers. May

reply to requests by sending a form le tter .

c . Review s corresponde nce, m emoranda , and reports prepared by

others for the sup ervisor 's s ignature to ensure procedura l and

typographica l accuracy.

d. Maintains su pe rviso r 's calend ar and mak es appointments as

instructed.

e. Typ es, takes and transc r ibes dictat ion, and f i l es .

S EC RE T A RY — C on tin ue d STENOG RAPHER — Continued

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Le vel o f Respon sibi l ity 2 (LR —2)

Pe r form s duties descr ibed under LR —1 and, in addi t ion per form s

tasks requ ir ing g reate r judgment, in i t ia t ive, and knowledge o f o f f ice funct ions

including or comparable to most o f the fo l lowing:

a . Screens te lephone and persona l ca l lers, determining w hich can

be handled by the su perviso r 's subordinates or other o ff ices.

b. Answers requests which require a deta i led knowledge o f o f-

f ice procedures or co l lect ion o f information from fi les or

other o ff ices. May s ign rout ine correspondence in own orsuperv i so r ' s name.

c. Com pi les or assists in com pi l ing per iod ic reports on the basiso f gen era l instruct ions.

d. Schedules tentative appointments without pr ior clearanc e. A s-

sembles necessary background m ater ia l for scheduled meet ings.

Makes arrangements fo r meet ings and conferences.

e . Expla ins sup ervisor 's requ irements to other employees in sup er-

v iso r 's unit . (A lso types, takes dictat ion, and f i l es . )

The fo ll ow in g ch ar t show s th e le v e l o f the se c re ta ry fo r ea ch LS

and LR combination.

L e v e l o f s e c r e t a r y 's

superv i so r

LS—1____

LS—2____ LS—3 ____

LS —4 ____

Le ve l o f sec r e ta r y ' s r espons ib il it y

LR—1

Class E

Class D

Class C

Class B

LR —2

Class D

Class C

Class B

Class A

S T E N O G R A P H E R

Pr im ar y duty is to take dictation using shorthand, and to tran scrib e

the dictation. May a lso type from wr i t ten copy. May operate from a

stenographic pool . May occasion al ly tran scr ibe from vo ice recordings (i f

pr im ary duty is transcr ibing from record ings, see Transcr ibingM achine

T yp is t) .

NO TE : This job is dist inguished from that o f a secre tary in that a

secre tary n orm al ly works in a confident ia l re la t ionship wi th only one manager

or executive and per form s m ore responsible and discret iona ry tasks as

descr ibed in the secre tary job defin it ion.

Stenographer , Genera l

Dictat ion invo lves a norm al rout ine vocabulary. May mainta in f i l es ,

keep s imple reco rds, or pe r form other re la t ive ly routine c ler ica l tasks.

Stenographer , Senior

Dictat ion invo lves a var ied technica l or specia l i zed vocabularysuch as in lega l brie fs or rep orts on scien tific rese arch . May also set up

and mainta in f i l e s , keep rec ords, etc .

OR

Pe r form s stenographic duties requir ing s igni f icant ly greater in-

dependence and resp ons ibil ity than stenogra pher, gen eral, as evidenced by

the fol lowing : Work requ ires a high degre e of stenograp hic speed andaccuracy; a thorough working knowledge o f g enera l business and o ff ice pro -cedure; and o f the speci f ic business operat ions, organizat ion, po l ic ies,

procedu res, f i l es , w orkflow, etc . Uses this knowledge in per forming steno-

graphic duties and responsible cle rica l tasks such as maintaining fol low -

up f i l es ; assemb l ing m ater ia l fo r reports, m emoranda, and letters; com-

posing s imple letters from genera l instruct ions; reading and rout ing incoming

m ail; and answ ering routine questions, etc.

T R AN S C R IB IN G M A C H IN E T Y P IS T

Pr im ar y duty is to type copy o f vo ice recorded dictat ion which does

not invo lve v ar ied technica l or spec ia l i zed vocabulary such as that used in

lega l br ie fs or rep orts on scient i f ic resea rch. May a lso type from wr i t ten

copy. May mainta in f i l es , keep s imple record s, or p er form other re la t ive ly

routine c ler ica l tasks. (See Stenographer defin i t ion for workers invo lvedwith shorthand dictation.)

T Y P IS T

Uses a type wr i ter to make copies o f var ious m ater ia ls or to make

out bil ls after calculations have been made by another person. May include

typing o f stenci ls , mats, or s im i lar m ater ia ls f or use in dupl icat ing

proc esses . May do c ler ica l work invo lv ing li t t le specia l tra ining, such

as keeping s imp le record s, f i ling records and reports, or sor t ing and

distribut ing incoming m ai l .

Class A . Pe r form s one or mo re o f the fo l lowing: Typing ma ter ia l

in f ina l form when it invo lves combining m ater ia l from s evera l sources; o r

respons ibi l ity fo r correc t spel l ing, sy l labicat ion, punctuat ion, etc . , o f tech-

nica l or unusual words or for eign language ma teria l; or planning layoutand typing of com plicated sta tistica l tables to maintain un iformity and

balance in spacing. May type routine form le tter s, varying details to suit

c i rcumstances.

Class B. Pe r form s one or mo re o f the fo l lowing: Copy typing from

rough or c lear dra fts ; or routine typing o f forms , insurance po l ic ies , etc . ;

or setting up simp le standard tabulations; or copying mo re com plex tables

alrea dy set up and spaced prop erly.

F I L E C L E R K

Fi les , c lass i f ies , and retr ieves m ater ia l in an establ ished f i l ing

system. May pe r form c ler ica l and manual tasks required to mainta in f i l es .

Posi t ions are c lass i f ied into levels on the basis o f the fo l lowing defin it ions.

FILE CLERK— Continued ORDER CLERK— Continued

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Class A . Cla ssi f ies and indexes f i l e m ater ia l such as correspond -

ence, reports, tech nica l documents, etc . , in an established f i l ing system

containing a number o f var ied subject matter f i l es . May a lso f i l e this

m ate rial* TMay keep re cord s of various types in conjunction with the fi les.

May lead a smal l group o f lower lev el f i l e c lerks.

Class B. Sorts , codes, and f il es unclassi f ied m ater ia l by s imple

(subject ma tter ) headings or part ly c lassi f ied m ater ia l by f iner subheadings.

Prep ares s imple re la ted, index and cros srefe ren ce a ids. As requested,

locates c lea r ly ident i f ied m ater ia l in f i l es and forwards ma ter ia l . May p er-

form re la ted c ler ic a l tasks required to mainta in and serv ice f i l es .

Class C. Pe r form s routine f i l ing o f ma ter ia l that has a l ready been

class i f ied or which is ea si ly c las si f ied in a s imple se r ia l c lass i f icat ion

system (e .g . , a lphabet ica l , chronolog ica l , or numer ica l ) . As requested,

locates read i ly ava i lable mater ia l in f i les and forwards m ater ia l ; and may

fi l l out wi thdrawal charge. May per form simple c ler ica l and manual tasks

required to mainta in and serv ice f i l es .

MESSENGER

Pe rfo rm s various routine duties such as running erran ds, ope rating

mino r o ff ice machines such as sea lers or m ai lers, opening and distr ibut ing

m ai l , and other minor c ler ica l work. Exclude posit ions that require operat ion

of a mo tor veh icle as a significant duty.

S W I TC H B O A R D O P E R A T O R

Operates a te lephone switchboard or console used wi th a pr ivate

branch exchange (P BX ) system to re lay, incoming, outgo ing, and intrasystem

cal ls . May provide information to ca l lers, record and transm it me ssages,

keep record o f ca l ls placed and to l l charges. Besides operat ing a te lephone

switchboard or console , may a lso type or pe r form routine c ler ica l work

( typing or routine c le r ica l work may occupy the ma jor port ion o f the wo rke r 's

t ime , and is usual ly per form ed whi le a t the swi tchboard or console ) . Chief or

lead operators in establ ishments em ploying more than one operator are

excluded. Fo r an op era tor who also acts as a reception ist, see Switchboard

Ope r ato r Re ceptioni s t.

S W IT C H B O AR D O P E R A T O R R E C E P T I O N I S T

At a sing lepo sition telephone sw itchboard or conso le, acts both asan opera tor— see Switchboard Opera tor— and as a recept ionist . Recep t ionist 's

work invo lves such duties as greet ing v is i to rs; determining nature o f v is i to r 's

business and providing app ropr iate information; re ferr ing v is i tor to appro-

priate person in the orga nization or c ontacting that person by telephone and

arranging an appointment; keeping a log o f v is i tors.

O R D E R C L E R K

Rece i ves wr i t ten o r ve rba l cus tomers ' purchase o rder s fo r m a te r i a l

or mercha ndise fro m customers or sa les people. Work typica l ly invo lves

some com binat ion o f the fo l lowing duties: Quot ing pr ices; determ ining ava i la-

bi l i ty o f o rdered i tems and suggest ing subst itutes when necessary; advis ing

expected del ivery date and method o f del iver y ; reco rding order and customer

information on order sheets; checking order sheets for accuracy and

adequacy o f information recorded; ascer ta ining credi t ra t ing o f customer ;

furnishing custom er wi th acknowledgement o f receipt o f o rder ; fo l lowingup

to see that ord er is del ivered by the speci f ied date or to let customer know

of a delay in del ivery ; mainta ining ord er f i l e ; checking shipping invo ice

aga inst or ig ina l order .

Exclude wo rke rs paid on a com miss ion basis or whose duties include

any o f the fo l lowing: Receiv ing orders for serv ice s rather than for m ater ia l

or m erchandise; providing customers wi th consul tative advice using knowl-

edge ga ined from engineer ing or extensive technica l tra ining; emphasizing

sel l ing ski l ls ; handl ing m ater ia l o r merchand ise as an integra l part o f the job.

Posi t ions are c lass i f ied into levels according to the fo l lowingdefinitions:

Class A . Handles ord ers that invo lve mak ing judgments such as

choosing which sp eci f ic product or ma ter ia l from the establ ishment 's product

l ines wi l l sat is fy the custom er 's needs, or determining the pr ice to be quoted

when pr ic ing invo lves more than mere ly re ferr in g to a pr ice l ist or making

some simple mathematica l ca lculat ions.

Class B . Handles orders invo lv ing items which have readi ly iden-

t i f i ed uses and appl icat ions. May refe r to a cata log, m anufacturer 's manual,

or s im i lar document to insure that prop er i tem is supplied or to ver i fy

pr i ce o f o rder ed i t em.

A C C O U N T IN G C LERK

Pe r form s one or m ore accounting c ler ica l tasks such as post ing to

reg isters and ledg ers; rec onci l ing bank accounts; v er i fy ing the internal con-sistency, comp leteness, and mathematica l accuracy o f accounting documents;

assigning p rescr ibe d accounting distr ibut ion codes; exam ining and ver i fy ing

for c ler ica l accuracy var ious types o f reports, l i s ts , ca lculat ions, posting,

etc .; or prepar ing s imp le or assist ing in prepar ing more compl icated journal

vouch ers. May work in eithe r a manual or automated accounting system.

Th e work re q u ir es a kn ow ledg e o f c le r ic a l m etho ds and o ff ic e

pract ices and proced ures which re la tes to the c ler ica l processing and re -

cording of transactions and accounting inform ation. With experie nce , the

wo rker typica l ly becomes fam i l iar wi th the bookkeeping and accounting term s

and procedu res used in the assigned w ork, but is not required to have a

knowledge of the form al princ iples o f bookkeeping and accounting.

Posi t ions are c lass i f ied into levels on the basis o f the fo l lowing

definitions:

Class A . Under genera l supervis ion, per form s accounting c ler ica l

operations w hich req uire the application of exp erienc e and judgment, for

exam ple, c ler ica l ly processing comp l icated or nonrepet i t ive accounting trans -

act ions, se lect ing among a substantia l var iety o f pres cr ibed accounting codes

and c lassi f icat ions , or tracing transact ions through previous accounting

act ions to determine source o f discrepancies. May be assisted by one or

m ore c lass B accounting c lerks.

Class B. Under c lose supervis ion, fo l lowing deta i led instruct ions

and standardized proc edure s, per form s one or more routine accounting

cler ic a l op erat ions, such as post ing to led gers , cards, or worksheets

ACCOUNTING CLERK— Continued MACHINE BILLER— Continued

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where identification of items and locations of postings are c lea rly indicated;

checking accuracy and completeness of standardized and repetitive records

or accounting documents; and coding documents using a few pres crib ed

accounting codes.

B O O K K E E P IN G M A C H IN E O P E R A T O R

Opera tes a bookkeeping ma chine (with or without a typ ew riter ke y-

board ) to keep a r eco rd o f business trams actions.

Class A. Keeps a set of records requiring a knowledge of and

exper ience in basic bookkeeping pr inciples, and fam i l iar i ty wi th the structureof the part icular accounting system used. Determines prop er records and

distribution of debit and credit items to be used in each phase of the work.

May prep are c onsolidated rep orts, balamce sheets, and other reco rds by hand.

Class B . Keeps a reco rd o f one or more phases or sect ions o f a

set of record s usually requiring l ittle knowledge of bas ic bookkeeping. Phas es

or sections include accounts payab le, pa yro ll , custo m ers' accounts (not in-

c luding a s imple type o f bi ll ing d escr ibed under machine bi l le r ) , cost dis-

tribution, expense distribution, inven tory contro l, etc. May check or assist

in prepa ration of tria l balances and prep are c ontrol sheets fo r the accounting

department.

M A C H IN E B ILLER

Pre pa res statemen ts, b il ls, and invoices on a machine other than

an ordinary or e lectroma tic typew r i ter . May a lso keep records as to bi l l ings

or shipping charges or p er form other c ler ica l work incidenta l to bi l ling

operat ions. Fo r wage study purpo ses, machine bi l lers are c lassi f ied by type

of mach ine, as fol lows:

Bi l l ingma chine bi l le r . Uses a specia l bi l l ing machine (combinat ion

typing and adding mac hine) to prep are bil ls and invoices from cus tom ers'

purchase orde rs, interna l ly p repared orde rs, shipping memoranda , etc .

Usu ally involves a pplication of pre deter min ed discounts and shipping charges

and entry of neces sary ex tensions, which may or may not be computed on

the bil l ing ma chine, and totals which a re autom atically accumulated by

machine. The operation usually involves a larg e num ber of carbon copies of

the bil l being prepared and is often done on a fanfold machine.

Professional and Technical

C O M P U T ER S Y S T EM S A N A LY S T , B U SINES S

Analyzes business problems to formu late procedures fo r so lv ing

them by use of electron ic data proc essin g equipment. Develops a complete

descr ipt ion o f a l l speci f icat ions needed to enable program me rs to prepare

required dig i ta l computer program s. Work invo lves most o f the fo l lowing :

Ana lyzes subjec tm atter operations to be automated and iden tifies conditions

and cr i ter ia required to achieve sa t is factory resul ts ; spec i f ies number and

types of rec ord s, fi le s, and documents to be used; outlines actions to be

per form ed by personnel and computers in suff ic ient deta i l for presentat ion

to management and for programm ing ( typica l ly this invo lves preparat ion o f

work and data flow cha rts); coordinates the development of test problem s and

Bookkeepingmachine b i l ler . Uses a bookkeeping machine (with or

wi thout a typew r i ter keyboard) to prepare cu stomers ' bi l l s as part o f the

accounts rece ivab le operation. Ge nera lly involve s the simultaneous entry of

f igures on custom ers ' l edger reco rd. The machine automatica lly accumulates

figures on a number of ve rtic al columns and computes and usually prints

autom atically the debit or credit b alances. Does not involve a knowledge

of bookkeeping. Works from un iform and standard types of sales and

credi t s l ips.

P A Y R O L L C L ER K

Pe r form s the c ler ica l tasks necessary to process p ayro l ls and to

ma inta in 'payro l l records. Work invo lves most o f the fo llowing: Proce ssingwo rke rs ' time or production records; adjusting wo rkers ' records for changes

in wage rates , su pplementa ry bene fits, or tax deductions; editing pa yroll

l i s t ings aga inst source records ; trac ing and correct ing erro rs in list ings;

and assist ing in preparat ion o f per iodic summ ary p ayro l l reports. In a non

automated pa yro l l system, computes wages. Work may require a pract ica l

knowledge o f governm enta l regulat ions, company pay ro l l po l icy , or the

computer system for processing payro l ls .

K E Y P U N C H O P E R A T O R

Operates a keypunch machine to record or ver i fy a lphabetic and/or

numeric data on tabulating cards or on tape.

Pos itions are cla ssifie d into leve ls on the basis of the fol lowing

definitions:

Class A . Work requ ires the application of exp erience and judgmentin selecting proced ures to be fol low ed and in searching for, interp reting,

se lect ing, or coding i tems to be keypunched from a var iety o f source

documents. On occas ion may also pe rform some routine keypunch work.

May tra in inexper ienced keypunch operators.

Class B . W ork is routine and repe titive. Under close supervision

or fo l lowing speci f ic p rocedures or instruct ions, works from var ious stand-

ard ized source documents which have been coded, and follows spe cified

procedures which have been p rescr ibe d in deta i l and require l i t t le or no

select ing, coding, or interpret ing o f data to be recorded. Refers to su-

pe rvisor problems ar is ing from erroneous i tems or codes or missing

information.

CO MPU TER SYSTEMS ANAL YS T, BUSINESS— Cont inued

part ic ipates in tr ia l runs o f new and revised systems; and recommends

equipment changes to obta in more e ffect ive ov era l l operat ions. (NOTE:

Wo rkers per form ing both systems analysis and programm ing should be

cla ssifie d as system s ana lysts i f this is the sk il l used to determine th eir pay.)

Does not include emp loyees pr im ar i ly responsible for the man-

agement or supervis ion o f o ther e lectro nic data processing em ployees,

or systems analysts pr im ar i ly concerned wi th scien t i f ic or engineer ing

prob l ems .

COMP UTER SYSTEMS ANALYS T, BUSINESS— Continued

Fo r wage study purposes system s analysts are cla ssi f ied as fo l lows:

COMPU TER PROGRAMMER, BUSINESS— Continued

program s; prepares instructions for operat ing personnel dur ing product ion

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Fo r wage study purposes, system s analysts are c la ssi f ied as fo l lows:

Class A . Works independently or under only genera l di rect ion on

complex problems invo lv ing a l l phases o f systems analysis . Prob lem s are

complex because o f dive rse sources o f input data and mult ipleuse req uire-

ments of output data. (F or exam ple, develops am integra ted production

scheduling, inventory con trol, cost analysis, and sales analysis rec ord in

which eve ry i tem of each type is autom atica l ly processed through the fu l l

system of records and appropr iate fo l lowup act ions are in i t ia ted by the

comp uter . ) Confers wi th persons concerned to determine the data processing

problems and advises su bjectma tter personne l on the impl icat ions o f new o r

revised systems o f data proces sing operat ions. Makes recomm endations, i f

needed, for ap prova l o f major systems insta lla t ions o r changes and forobtaining equipment.

May p rovide functional di rect ion to lowe r le vel systems analysts

who are assigned to ass ist .

Class B . Works independently or under only genera l di rect ion on

problems that are re la t iv e ly uncom pl icated to analyze, plan, program , and

operate. Prob lems are o f l imi ted com plex i ty because sources o f input data

are homogeneous and the output data are clos ely related . (Fo r exam ple,

develops system s fo r maintaining dep ositor accounts in a bank, maintaining

accounts receivab le in a reta i l establ ishment, or mainta ining inventory

accounts in a manufactur ing or wholesa le establ ishment.) Confers wi th

persons concerned to determine the data proces sing problems and advises

subjectm atter personnel on the imp l icat ions o f the data processing systems

to be applied.

O R

Works on a segment o f a complex data process ing scheme o r system ,

as describ ed for class A . Work s independently on routine assignmen ts and

receive s instruct ion and guidance on complex assignments. Work is rev iewed

for accuracy o f judgment, compl iance w i th instruct ions, and to insure

prop er a l ignment with the overa l l system.

Class C. Works under imm ediate supervis ion, carry ing out analyses

as assigned, usually of a single ac tivity. Assign men ts are ^designed to develop

and expand prac t ica l ex per ience in the ap pl ication o f procedures and ski l ls

required for systems analysis work. Fo r example, may assist a higher lev el

systems analyst by prepar ing the deta i led speci f icat ions required by pr o-

gram me rs from ir iformation developed by the higher lev el analyst.

C O M P U T ER P RO G RA M M ER, B U SINES S

Converts statements o f business problem s, typica l ly prepared by a

systems analyst , into a sequence o f deta i led instruct ions which are re -

quired to so lve the problems by automatic data processing equipment.

Work ing f r om cha r ts o r d i ag rams , the prog ram mer deve lops the pr e -

cise instructions which, when entere d into the com puter s ystem in coded

language, cause the manipulation o f data to achieve de sired resul ts . Work

invo lves m ost o f the fo l lowing: Appl ies knowledge o f computer capa-

bi l i t ies , m athem atics, log ic employed by compu ters, and part icula r sub-

je c t m a tt e r in vo lv ed to an a ly ze ch ar ts and d ia gr am s o f the p ro b le m to

be program med ; develops sequence o f prog ram steps; wr i tes deta i led flow

charts to show ord er in which data w i l l be processed ; converts these

charts to coded instruct ions for machine to fo l low; tests and corre cts

program s; prepares instructions for operat ing personnel dur ing product ion

run; analyzes, rev iew s, and a l ters programs to increase operat ing e f f i -

c iency or adapt to new requirem ents; m ainta ins records o f progra m de-

velopment and revis ions. (NOTE : Wo rkers per form ing both systems anal -

y si s and pro g ra m m in g sh ou ld be c la s s if ie d as sys te m s an al ys ts i f th is is

the sk i l l used to determ ine the ir pay.)

Does not include employees pr im ar i ly responsible for the man-

agement or sup ervis ion o f o ther e lectronic data process ing employees,

or progra m me rs pr im ar i ly concerned wi th scien t i f ic and/or engineer ing

prob l ems .

Fo r wage study purposes, p rogram m ers are c la ssi f ied as fo l lows:

Class A . Works independently o r under only gen era l di rect ion

on complex p roblems which require competence in a l l phases o f pro -

gramm ing concepts and pract ices. Working fro m diagrams and charts

which ident i fy the nature o f desired resul ts , ma jor proces sing steps to

be accomp l ished, and the re la t ionships between var ious steps o f the prob-

lem so lv ing rout ine; plans the fu l l range o f program ming act ions heeded

to e f f ic ient ly ut i l i ze the computer system in achieving d esired end products.

At this lev el , program ming is di f f i cul t because computer equip-

ment must be organized to produce seve ra l interre la ted but divers e prod-

ucts fro m numerous and diverse data e lements. A w ide va r iety and ex-

tensive number o f interna l proces sing actions must occur . This requiressuch actions as deve lopme nt of com mon ope rations w hich can be re -

used, establishme nt of linkage points between operation s, adjustments to

data when progra m requiremen ts exceed com puter storage cap aci ty , and

substantial manipulation and resequencing o f data elements to form a

highly integrated program.

May provide funct ional di rect ion to lower leve l progra m me rs who

are assigned to assist .

Class B . Works independently or under only genera l di rect ion on

relat iv e ly s imple program s, or on s imple 'Segments o f com plex progra m s.

Prog ram s (or segme nts) usual ly proces s information to produce data in two

or three v ar ied sequences or forma ts. Reports and l ist ings are produced by

ref in ing, adapt ing, arra ying, or making minor addi t ions to or delet ions frominput data which are readi ly ava i lable . Whi le numerous reco rds may be

proce ssed, the data have been ref ined in pr ior act ions so that the ac curacy

and sequencing of data can be tested by using a few routine check s. Ty pic ally ,

the program dea ls wi th rout ine recordkeeping operat ions.

O R

Works on comp lex program s (as descr ibed for c lass A) under

c l o se d i r ec t ion o f a h i gher l eve l prog ram me r o r superv i so r . May ass is t

higher lev el progra m me r by independently per form ing less di f f i cul t tasks

assigned, and per form ing mo re di f f i cul t tasks under fa i r ly c lose direct ion.

ELECTRONICS TECHNICIAN— Continued ELECTRONICS TECHNICIAN— Continued

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Th is c la ss if ic a ti o n ex cl ud es re p a ir e rs o f such stan da rd e le c tr on icequipment as common offic e m achines and household radio and telev ision

sets; product ion assem blers and testers; wo rkers whose pr ima ry duty is

serv ic ing e lectronic test instruments; technic ians who have adm inistrat ive

or supe rvisory respons ibi l ity ; and dra fte rs, designers, and pro fession al

engineers.

Posi t ions are c lassi f ied into lev els on the basis o f the fo l lowing

definitions:

Class A . App lies advanced techn ical knowledge to solve unusually

complex problems ( i .e . , those that typica l ly cannot be so lved so le ly by

reference to manufacturers ' manuals or s im i lar documents) in working on

elect ron ic equipment. Exam ples of such prob lems include location and

densi ty o f c i rcui try , e lectroma gnet ic radiat ion, iso la t ing mal funct ions, and

frequent engine ering changes. Work involve s: A detailed understanding of

the interre la t ionships o f c i rcui ts ; exerc is ing independent judgment in per-

forming such tasks as making c i rcui t a nalyses, ca lculating wave form s,

tracing relationships in signal flow; and regu larly using comp lex test in-

struments (e .g . , dual trace o sci l loscope s, Qm eters, deviat ion m eters,

pulse generators ) .

Work may be reviewed by su pervisor ( frequently an engineer or

designe r ) for genera l compl iance wi th accepted pract ices . May provide

technica l guidance to lowe r le vel technic ians.

Class B. Appl ies comprehensive technica l knowledge to so lve c om-plex problem s ( i .e . , those that typica l ly can be so lved so le ly by prop er ly

interpret ing man ufacturers ' manuals or s im i lar documents) in working on

electronic equipment. Work invo lves: A fam i l iar i ty wi th the interre la t ion -

ships of circuits; and judgment in determ ining work sequence and in selecting

tools and testing instrum ents, usually less com plex than those used by the

class A technician.

Maintenance, Toolroom, and PowerplantM A I N T E N A N C E C A R P E N T E R

Pe r form s the ca rpentry duties necessa ry to construct and mainta in

in good repair building woodwork and equipment such as bins, cribs, counters,

benches, part i t ions, doors, f loors , sta i rs , c asings, and tr im made o f wood

in an establishm ent. Wo rk involves most of the fol lowin g: Planning andlaying out o f work from bluepr ints, drawings, mod els , or verba l instruct ions;

using a va riety of ca rpen ter 's handtools, portable p owe r tools , and standard

mea suring instrum ents; making stand ard shop computations rela ting to

dimensions o f work; and select ing mater ia ls neces sary fo r the work. In

genera l , the w ork o f the maintenance carpenter requires rounded tra ining

and exper ience usual ly a cquired through a form al apprent iceship or equiva lent

training and experience.

M A I N T E N A N C E E L E C T R I C I A N

Pe r form s a var iety o f e lec tr ica l trad e funct ions such as the in-

sta l la t ion, maintenance, or rep a ir o f equipment for the generat ion, distr i -

but ion, or ut i l i za t ion o f e le ctr ic energy in an establ ishment. Work invo lves

most o f the fo l lowing: Insta l l ing or repa ir ing any o f a var iety o f e lectr ic a l

Rece ives technica l guidance, as required, from s upervisor or higher

leve l technic ian, and work is rev iewed for sp eci f ic compl iance wi th accepted

pract ices and work assignments. May provide technica l guidance to lower

level technic ians.

Class C. Appl ies working technica l knowledge to per form simple or

routine tasks in work ing on elec tron ic equipment, fol lowing deta iled in-

structions which cover v i r tua l ly a l l procedures. Work typica l ly invo lves such

tasks as: Assist ing higher lev el technic ians by per form ing such act iv i t ies as

replacing components, w ir ing c i rcui ts , and taking test readings; repa ir ing

simp le electr on ic equipment; and using tools and common test instruments

(e .g . , mu lt imeters, audio s ignal generators, tube teste rs, osc i l loscopes ) . Isnot required to be fam i l iar wi th the interre la t ionships o f c i rcui ts . This

knowledge, how ever , may be acquired through assignments designed to in-

crea se com petence ( including class room trainin g) so that wo rke r can advance

to higher lev el technic ian.

Rec eives technica l guidance, as required, fro m su pervisor or higher

lev el technician. Work is typ ically spot checked, but is given detailed

review when new or advanced assignments are invo lved.

REG IS T ERED IN D U S T R IA L N U RSE

A reg istered nurse who g ives nursing serv ic e under genera l med ica l

direct ion to i l l or in jured employees or other persons who become i l l or

suffer an accident on the prem ises o f a factory or other establ ishment.

Duties invo lve a combination of the fol low ing: Giving firs t aid to the i l l orinjured; attending to subsequent dress ing of em ploy ees ' injuries ; keeping

records o f pat ients treated; p repar ing a ccident reports for compensat ion orother purpos es; a ssisting in phy sical exam inations and health evaluations of

applicants and em ployee s; and planning and carryin g out progra m s in volving

health education, accident preve ntion, evaluation of plant environm ent, or

other act iv i t ies a ffect ing the hea l th, w el fare, and sa fety o f a l l personnel .

Nursing supervisors or head nurses in establ ishments employing m ore than

one nurse are excluded.

M A IN T EN A N C E ELEC T R IC IA N — C on tin ue d

equipment such as genera tors, trans form ers, switchboards, contro l lers,

c i rcui t break ers, mo tors, heat ing uni ts , conduit sys tems, or other trans -

mission equipment; working from bluepr ints, drawings, layouts, or other

speci f icat ions; locat ing and diagnosing trouble in the e lectr ica l system orequipment; workin g standard com putations relating to load requirem ents of

wir ing or e lec tr ica l equipment; and using a var iety o f e lectr ic ian 's handtoo ls

and mea suring and testing instrumen ts. In gen eral, the work of the main-

tenance e lec tr ic ian requires rounded tra ining and exper ience usual ly acquired

through a form al apprent iceship or equiva lent tra ining and exp er ience.

M A I N T E N A N C E P A I N T E R

Paints and rede cora tes w alls , woodwo rk, and fixtures o f am estab -

l ishment. Work invo lves the fo l lowing: Knowledge o f sur face pecu l iar i t ies

and types o f pa int req uired for di f ferent appl icat ions; prepar ing sur face fo r

painting by rem oving old fin ish or by placing putty or fi l le r in nail holes

MAINTENANCE PAINTER— Continued

and inter stice s; and applying paint with spray gun or brush. May mix colo rs,

MAINTENANCE PIPEFITTER

Insta l ls or repa irs water , steam, gas, or other types of pipe and

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and inter stice s; and applying paint with spray gun or brush. May mix colo rs,

oils , white lead, and other paint ingredien ts to obtain prop er co lor or con-

sistency. In gen eral, the work o f the maintenance pa inter requ ires rounded

tra ining and exper ience usual ly acquired through a form al apprent iceship or

equivalent training and experience.

M A IN T EN A N C E M A C H IN IS T

Produces replacement parts and new parts in making repa irs o f

meta l parts o f m echanica l equipment operated in an establ ishment. Work in-

vo lves m ost o f the fo l lowing: Interpret ing wr i t ten instruct ions and sp eci f ica-

tions; planning and laying out of work; using a va riety of ma chinist's handtools

and prec ision mea suring instrume nts; setting up and operating standard

machine too ls ; shaping o f meta l parts to c lose to leran ces; m aking standard

shop computations relating to dimensions of wo rk, too ling, fe eds , and speeds

of machining; knowledge o f the working prope rt ies o f the common meta ls ;

se lect ing standard m ater ia ls , parts , and equipment required for this work;

and fitting and assem bling parts into mec han ical equipment. In genera l, the

ma chinist 's work norma l ly requires a rounded tra ining in machineshop

pract ice usual ly acquired through a form al apprent iceship or equiva lent

tra ining and exper ience.

M A IN T E N A N C E M EC H A N IC ( M A C H IN ERY )

Repa irs m achinery or m echanica l equipment o f an establ ishment.

Work invo lves most o f the fo l low ing: Examining machines and mechanica l

equipment to diagnose source of troub le; disman tling or partly disman tling

mach ines and perf orm ing rep airs that mainly involve the use of handtools inscraping and f i t t ing parts; replacing broken or defect ive parts wi th i tems

obta ined from stock; order ing the product ion o f a replacement part by a

machine shop or sending the machine to a machine shop for major repa irs;

prepar ing wr i t ten speci f icat ions for m ajor rep a irs or fo r the product ion o f

parts ord ered from machine shops; reassem bl ing machines; and making a l l

neces sary adjustments for operat ion. In gene ra l , the work o f a machinery

maintenance m echanic requ ires rounded training and exp erience usually

acquired through a form al apprent iceship o r equiva lent tra ining and ex-

per ience. Excluded from this c lassi f icat ion are workers whose pr im ary

duties involve setting up or adjusting machines.

M A IN T EN A N C E M EC H A N IC (M O T O R V EH IC LE )

Repa irs automobi les, buses, m otortrucks, and tractors o f an estab-l ishment. Work invo lves most o f the fo l lowing: Examining automotive

equipment to diagnose source of trouble; d isassem bling equipment and p er -

form ing repa irs that involve the use of such handtools as wren ches , gauges ,

dr i l l s , or specia l i zed equipment in disassembl ing or f i t t ing parts; replacing

broken or d efect ive parts fro m stock; gr inding and adjust ing va lve s; re -

assem bling and install ing the various asse mb lies in the vehicle and making

nec essa ry adjustments; and aligning whee ls, adjusting brakes and l ights, or

tightening body bolts. In gen era l, the work of the m otor vehicle m aintenance

mech anic requ ires rounded training and experie nce usually acqu ired through

a forma l apprent iceship or equiva lent tra ining and exper ience.

Th is c la ss if ic a ti on do es no t in clud e m ec han ic s who re p a ir cu st om er s'

vehic les in automobi le repa ir shops.

Insta l ls or repa irs water , steam, gas, or other types o f pipe and

pipefittings in an establishm ent. Work involves most of the fol low ing: Laying

out work and mea suring to locate position of pipe from draw ings or other

wr i t ten speci f icat ions; cutt ing var ious s izes o f pipe to correct lengths wi th

chisel and ha mm er or oxyacety lene torch o r pipecutt ing machines; threading

pipe with stocKs and dies; bending pipe by handd riven or po we rdriv en

mach ines; a ssem bling pipe with couplings and fastening pipe to hangers;

mak ing standard shop computations relating to pres su res, flow , and size of

pipe requ ired; and making standard tests to determ ine whether finished p ipes

meet speci f icat ions. In gene ra l , the work o f the maintenance pipefi t ter

requ ires rounded training and experien ce usu ally acquired through a forma l

apprent iceship or equiva lent tra ining and exper ience. Workers pr ima r i ly

engaged in in stall ing and repairin g b uilding sanitation or heating systems

are excluded.

M A I N T E N A N C E S H E E T M E T A L W O R K ER

Fab r icates, insta l ls , and mainta ins in good repa ir the sheetm eta l

equipment and fixtures (such as machine guards, grea se pans, shelves,

locke rs, tanks, vent i la tors, chutes, ducts, me ta l roo fing ) o f an establ ishment.

Work invo lves mos t of the fol lowing : Planning and laying out all types of

sheetm eta l maintenance work from bluepr ints, models , or other sp eci f ica-

tions; setting up and operating all a vailab le types of sh eetm etal working

mach ines; using a va riety of handtools in cutting, bending, form ing, shaping,

fitting, and assem bling; and install ing she etm etal articles as required. In

genera l , the work o f the maintenance s heetm eta l worke r requ ires rounded

training and experien ce usually acquired through a form al a pprenticeship or

equivalent training and experience.

M I L L W R I G H T

Installs new machines or heavy equipment, and dismantles and

installs machines or heavy equipment when changes in the plant layout are

requ ired. Work involves m ost of the fol low ing: Planning and laying out work;

interpret ing bluepr ints or other sp eci f icat ions; using a var iety o f handtools

and rigging ; making standard shop computations relating to stres ses , strength

of m ate rials, and centers of gravity ; al igning and balancing equipment;

selectin g standard tools , eq uipment, and parts to be used; and install ing and

maintaining in good ord er pow er trans m ission equipment such as drive s and

speed reducers. In genera l , the m i l lwr ight 's work norma l ly requires a

rounded training and exp erience in the trade ac quired through a form al

apprenticeship or equivalent training and experience.

M A I N T E N A N C E T R A D E S H E L P E R

Assists one or more work ers in the skil led maintenance trade s, by

per form ing speci f ic or ge nera l dut ies o f les ser ski l l , such as keeping a

work er suppl ied wi th mater ia ls and too ls ; c leaning working area , machine,

and equipment; ass isting journeym an by holding ma terials o r tools; and

per form ing other unskil led tasks as directed by journeyman. The kind o f

work the helper is perm itted to per fo rm var ies from trade to trade: In

some trades the helper is confined to supplying, l i fting , and holding m ateria ls

and tools, and deeming work ing a reas; and in others he is perm itted to

per fo rm specia l i zed machine operat ions, or parts o f a trade that are a lso

per form ed by work ers on a fu l l t ime ba sis .

MACHINE-TOOL OPERATOR (TOOLROOM)

Spe cia l i zes in operat ing one or mo re than one type o f machine

TOO L AND DIE MAKER — Continued

setting up and operating variou s machine tools and related equipment; using

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too l (e .g . , j ig bore r , gr inding machine, engine la ther , m i l l ing machine) to

machine meta l fo r use in making or mainta ining j ig s, f ix tures, cutting too ls ,

gauges, or m eta l dies or molds used in shaping or forming m eta l or

nonm eta l l ic m ater ia l (e .g . , plast ic , plaste r , rubber , g lass) . Work typica l ly

invo lves: Planning and per forming di f f i cul t machining operat ions which

requ ire com plicated setups or a high degre e of accurac y; setting up machine

tool or tools (e .g., insta ll cutting tools and adjust guides, stops, work ing

tab les, and other co ntrols to handle the siz e of stock to be machined;

determine prop er feeds, speeds, too l ing, and operat ion sequence or se lect

those presc r ibed in drawings, bluepr ints, or layouts) ; using a var iet y o f

precis ion measur ing instruments; making nec essary adjustments during

machining operat ion to achieve requis i te dimensions to ver y c lose to leran ces.

Ma y be require d to select pro per coolants and cutting and lubricating o ils,

to recog nize when tools need dressin g, and to dress tools. In gen eral, the

work o f a machinetoo l opera tor ( too lroom ) at the ski l l l eve l ca l led for in

this c las si f icat ion requires extensive knowledge o f machineshop and too l -

room pract ice usual ly acquired through con siderable onthe job tra ining and

exper i ence .

Fo r cross ind ustry wage study purposes, this c lassi f icat ion does not

include m achinetoo l ope rators ( too lroom) employed in too l and die jobbing

shops.

T O O L AN D DI E M A K E R

Constructs and repa irs j igs , f ix tu res, cutting too ls , gauges, or

meta l dies or molds used in shaping or forming m eta l or nonmeta l l ic

m ater ia l (e .g . , plast ic , plaste r , rubber , g lass) . Work typica l ly invo lves:P l a n n i n g and lay ing out work according to mod els , bluepr ints, drawings, or

other wr i t ten or ora l speci f icat ions; understanding the working prop ert ies o f

common meta ls and a l loys; se lect ing appropr iate ma ter ia ls , too ls , and

proce sses required to complete task; making necessa ry shop computations;

Material Movement and Custodial

T R U C K D R IV E R

Drives a truck wi thin a c i ty or industr ia l area to transport

m ater ia ls , mercha ndise, equipment, or workers between var ious types o f

establishm ents such as: Manu facturing plants, freigh t depots, ware hous es,

wholesa le and reta i l establ ishments, or between reta i l establ ishments and

custom ers ' houses or places o f b usiness. May a lso load or unload truckwith or wi thout helpe rs, make minor mechanica l repa irs , and keep truck in

good working order . Sa lesroute and over thero ad d r ivers a re excluded.

Fo r wage study purposes, truck dr ivers are c la ssi f ied by type and

rated capacity of truck, as fol lows :

T ru ck d r iv e r , lig ht truc k

(straigh t truck, under (IV 2 tons, usually 4 wh eels)

T ru ck d ri ve r , m ed iu m truck

(stra ight truck, IV2 to 4 tons inclusive , usually 6 wh eels)

T ru ck d ri ve r , he avy truck

(straight truck, ove r 4 tons, usually 10 wh eels)

T ru ck d r iv e r , t r a c to r t r a il e r

var ious too l and die make r 's handtoo ls and p recis ion measur ing instruments;

working to ver y c lose to lerance s; heattreat ing m eta l parts and f in ished tools

and dies to achieve requ ired qua lities; fitting and assem bling parts to p re-

scr ibed to lerances and a l lowances. In genera l , the too l and die ma ker 's

work requires rounded tra ining in machineshop and too lroom pra ct ice

usually acqu ired through form al apprenticeship or equivalent training and

exper ience.

Fo r cross ind ustry wage study purposes, this c lassi f icat ion does not

include too l and die makers who (1) are employ ed in tool and die jobbing

shops or (2) produce forgin g dies (die sink ers).

S T A T IO N A RY EN G IN EER

Ope rates and maintains and may also s upe rvise the opera tion of

stationary engines and equipment (mech anica l or ele ctr ica l) to supply the

establ ishment in which employed wi th pow er , heat , r e fr igera t ion, or a i r

conditioning. Work involve s: Ope rating and maintaining equipment such as

steam engines, a i r comp ressors , ge nerato rs, mo tors, turbines, vent i la t ing

and refr igera t ing equipment, steam b oi lers and bo i ler fe d water pumps;

making equipment repa irs; and keeping a record o f operat ion o f m achinery,

tem pera ture, and fuel consumption. May also sup ervise these operation s.

Head or chie f engineers in establ ishments em ploying m ore than one engineer

are excluded.

B O I L E R T E N D E R

Fire s stat ionary bo i lers to furnish the establ ishment in which em -

ployed with heat, powe r, or steam. Feed s fuels to fire by hand or

operates a mecha nica l stoke r , gas, or o i l burner ; and checks wa ter and

safety va lves . May c lean, o i l , or a ssist in repa ir ing bo i lerro om equipment.

S H IP P ER A N D REC EIV ER

Pe r form s c ler ic a l and physica l tasks in connect ion wi th shipping

goods of the establishm ent in which employed and receiving incoming

shipments. In per form ing daytoda y, routine tasks, fo l lows establ ished

guidelines. In handling unusual nonroutine prob lem s, rec eive s spec ific guid-

ance from su pervisor or other o ff ic ia ls . May direc t and coordinate theact ivities of othe r wo rke rs engaged in handling goods to be shipped or be ing

r ece i ved .

Shippers typica l ly are responsible fo r most o f the fo l lowing:

Ve r i fy ing that orde rs are accurate ly f i l l ed by comp ar ing i tems and quantit ies

of goods gathered for shipm ent against documents; insuring that shipments

are proper ly packaged, ident i f ied wi th shipping informa tion, and loaded into

transport ing vehic les; prepar ing and keeping record s o f goods shipped, e .g . ,

ma ni fests , b i l l s o f lading.

Re ceive rs typ ica l ly are responsible for most o f the fo l lowing:

Ve r i fy ing the correctnes s o f incoming shipments by compar ing i tem s and

quanti ties unloaded aga inst bi l ls o f lading, inv o ices, ma ni fests , storage

SHIPPER AND RECEIVER— Continued

i t th d h ki f d d d i i th t t i l h di i t l t i d t t i

MATERIAL HANDLING LABORER— Continued

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rece ipts, or other reco rds ; checking for damaged goods; insuring that

goods are app ropria tely identified for routing to departments within theestabl ishment; prepar ing and keeping records o f goods received .

For wage study purposes, work ers are c lassi f ied as fo l lows:

Shipper

Re c e i v e r

Shipper and receiver

W A REH O U S EM A N

As directed, per form s a var iety o f w arehousing duties which require

an understanding of the establishm ent's storage plan. Work involves m ost

o f the fo l lowing: Ver i fy in g ma ter ia ls (or merch andise) aga inst receiv ing

documents, noting and reporting discrep anc ies and obvious dam ages; routing

m ater ia ls to presc r ibed storage locat ions; stor ing, stacking, or pa l let i z ingm ater ia ls in accordance wi th presc r ibed s torage methods; rearranging and

taking inventory o f stored ma ter ia ls ; examining stored m ater ia ls and re -

port ing deter iorat ion and damage; removing mate r ia l from storage and

prepar ing i t for shipment. May operate hand or power trucks in per forming

warehousing duties.

Exclude work ers whose prim ary duties involve shipping and re -

ceiv ing work (see Shipper and Receiver and Shipping Packer ) , order f i l l ing

( see Order F i l l e r ) , o r opera t ing power trucks ( see Powe r Truck Opera to r ).

O R D E R F IL L E R

Fi l ls shipping o r trans fer o rders for f in ished goods from stored

merchandise in accordance wi th speci f icat ions on sa les s l ips, custom ers '

ord ers , or other instructions. May, in addition to fi l l ing ord ers and indicatingi tems f i l l ed or om itted, keep records o f outgo ing orde rs, requ is i tion addi-

t iona l stock or report short supplies to su pervisor , and per form other re la ted

duties.

S H IP P IN G P A C KER

Prep ares f in ished products for shipment or storage by placing them

in shipping con tainers, the sp ecific op erations perf orm ed being dependent

upon the type, size , and number of units to be packed, the type of c ontainer

em ployed, and method of shipment. Work re qu ires the placing of items in

shipping containers and may involve one or mor e of the fol low ing: Know ledge

of var ious i tems o f stock in ord er to ver i fy content; se lect ion o f appropr iate

type and size of container; inse rting enclos ures in container; using ex ce lsior

or other m ater ia l to prevent breaka ge or damage; c los ing and sea l ing

container; and applying labels or e ntering identifying data on container.

Pac kers who a lso make wooden boxes or crates are excluded.

M A T E R I A L H A N D L IN G L A B O R E R

A work er employed in a warehouse, manufactur ing plant, store, or

other establishmen t whose duties involve one or m ore of the fol lowin g:

Loading and unloading various m ateria ls and merch and ise on or from freigh t

cars, trucks, or other transport ing d evices; unpacking, shelv ing, or placing

ma ter ia ls or merchandise in prop er storage locat ion; and transport ing

ma ter ia ls or merchandise by handtruck, ca r , or wheelbarrow. Longshore

wo rke rs, who load and unload ships, are exclude d.

P O W E R T R U C K O P E R A T O R

Operates a manual ly contro l led gaso l ine or e lectr icpow ered truck

or tra cto r to transp ort goods and m ate rials of a l l kinds about a wareh ouse,

manufacturing plant, o r other establishm ent.

Fo r wage study purposes, workers are c lassi f ied by type o f pow er

truck, as fol lows :

Fo rk l i f t opera to r

Pow ertruc k operator (o ther than fork l i ft )

GUARD

Protec ts prop erty from theft or damage, or persons from hazards

or interfere nc e. Duties involve ser ving at a fixed post, making round? onfoot or by motor veh ic le , or escort ing persons or property . May be deputized

to make arres ts. May a lso help v is i tors and customers by answer ing

questions and giving directions.

Guards employed by establ ishments which provide protect ive s er -

vices on a contract basis are included in this occupation.

Fo r wage study purposes, guards are c lassi f ied as fo l lows:

Guard A

Enforces regulations designed to prevent breaches o f secur ity .

Ex ercis es judgm ent and uses discretio n in dealing with em ergen cies and

secu rity violations encountered. Determ ines whether firs t response should

be to interven e d irectly (asking for assistance when deemed nec essa ry and

time allow s), to keep situation under su rveil lan ce, o r to report situation

so that it can be handled by approp riate authority. Duties re qu ire spe-

cializ ed training in methods and techniques of protectin g se curity areas.

Com monly, the guard is required to dem onstrate continuing physical fitness

and pro fic iency wi th f i rearm s or other sp ecia l weapons.

Guard B

Ca rr ies out instruct ions pr im ar i ly or iented toward insur ing that

emerge ncies and secur i ty v io la t ions are readi ly disco vered and reported to

approp riate authority. Interven es direc tly only in situations which require

minim al action to sa feguard property or persons. Duties require minimaltraining. Com monly, the guard is not requ ired to demonstrate phy sical

f i tness. May be armed, but genera l ly is not required to demonstrate

pro fic iency in the use o f f irearm s or sp ecia l weapons.

JA N IT O R , P O R T E R , O R C LE A N E R

Cleans and keeps in an orde rly condition factory w orking areas and

washroom s, or prem ises o f an o ff ice , apartment house, or com me rcia l or

other establishmen t. Duties involve a combination of the fol low ing: Sweeping,

mopping or scrubbing, and polishing floors ; rem oving chips, trash, and other

refuse; dusting equipment, furn iture, or fixture s; polishing metal fixtures or

trimm ings ; prov iding supplies and min or maintenance servic es; and cleaning

lava tor ies, showers, and restroom s. Wo rkers who specia l i ze in window

washing are excluded.

Service Contract

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Act Surveys Th e fo ll ow in g a re as are su r-

veyed period ical ly for use in admin-istering the Serv ice C ontract Actof 1965. Surve y results are pub-l ished in re leases which are ava i la-ble, at no cost, while supp lies last

from any o f the BLS reg ional o f f i cesshown on the back cover.

A laska (statewide)Albany, Ga.Alexandria, La.Alpena, Standish, and

Taw as C it y, M ich .Ashev i l l e , N .C .Atlantic City, N.J.Augu sta, Ga .—S.C.Austin, Tex.Bakersf ie ld, Cal i f .Baton Rouge, La.Batt le Creek , M ich.

Beaumont—Por t Arth urOrange, Tex .B iloxi—Gu lfpor t and

Pascagoula, Miss.Bremerton, Wash.Bridgeport , Norwalk, and

Stamford, Conn.Brunswick, Ga.

Cedar Rapids, IowaCha mpa ign—Urba na—Ra ntou l, 111.Charleston, S.C.Cheyenne, Wyo.C lark svil le—Ho pkin svil le, Tenn.—Ky.Colorado Springs, Co lo .

Columbia, S.C.Columbus, Miss.

Crane, Ind.De ca tur , 111.Des Moines, IowaDothan, Ala.Duluth—Su pe rio r, Minn.—W is.El Paso, Tex ., and Alam ogordo—Las

Cruces, N. Mex.Eugene—Sp ringfie ld and M edfordr

Klamath Fa l ls—Grants Pass— Roseburg, Oreg.

Faye t t ev i l l e , N .C .Fi tchburg—Le om inste r, Mass.

Fo rt R iley —Junction City, Kans.

Fo rt Smith, A rk. —Okla.Fo rt Wayne, Ind.Fre derick —Hagerstown—

Cha mber sburg, Md.—Pa.Gadsden and Anniston, Ala.

Goldsboro , N.C . 'Grand Island—Ha stings, N ebr.Guam, T e rr i t o ry o fHa rrisbu rg—Lebanon, Pa.La Crosse , W i s .Laredo , Tex .Lawton, Okla.Lexington—Fay ette, Ky.Lima, OhioLogan sport— Peru , Ind.Lo w er Ea stern Shore, Md.—Va.—Del.Macon, Ga.Madison, Wis.Maine (statewide)M cAllen —Ph arr —Edinburg and

B r owns vi l le —Har lingen— San Benito, Tex.Meridian, Miss.Middlesex, Monmouth, and

Ocean Cos., N.J.Mobi le and Pensaco la, A la.—Fla.Montana (statewide)Na shv il le—Davidson, Tenn.New BernrJacksonvi ll e , N.C.New Hampshire (statewide)New London—No rw ich , Conn.—R.I.

North Dakota (statewide)No rthern New Yo rkOrlando, Fla.Oxnard—Sim i Valley —Ventura, Ca li f.Phoenix , Ariz .

Pine Bluff, Ark .Pueblo, Colo.Puerto RicoRa leigh—Durham, N.C.Reno, Nev.Rive rs ide—San B ernardino—

Ontario , Cal i f .Salina, Kans.Salina sSea side—Mo nterey , Cali f.Sandusky, Ohio

Santa B arba ra—Santa M aria— Lompoc, Cal i f .

Savannah, Ga.

Selma, A la.ShermanDenison, Tex .Shreveport , La.South Dakota (statewide)Southern Idaho

Southwestern V irg in iaSp rin gfield , 111.Sp ringfield—Chicopee—Holyoke,

M ass .—Conn.Stockton, Cali f. Taco m a, Wa sh . Ta m pa —St. P et e rs b u rg , F la . Top ek a, Kans . Tu ls a , Ok la.Upper Peninsu la, Mich.V allejo —Fa irfield —Napa, Cali f.Vermont (statewide)Vir gin Islands of the U.S.Waco and Ki l l een—Tem ple, Tex .Wa terloo—Cedar Fa l ls , Iowa

West Texas PlainsWest Virg in ia (statewide)W ilmin gton , De l.—N.J .—Md.Yakim a, R ichland—Kennew ick, and

Wa lla Walla—Pendleton,Wash .—Or eg.

A L S O A V A I L A B L E —

An annual report on salaries foraccountants, auditors, chief account-ants, attorneys, job analysts , di rec -tors o f personnel , buyers, chem ists ,

engineers, engineering technic ians,dra f t e rs , and c l e r i ca l employeesis avai lable . Order as BLS Bul le-t in 1931, Nat ional Survey o f P ro -fess ional , Adm inistrat ive , Technicaland C ler ica l Pay, Ma rch 1976, $1.35a copy, from any o f the BLS re -gional sales office s shown on theback cover, or from the Superin-tendent of Documents, U.S. Go vern -ment P rint ing Off ice , Washington,D.C. 20402.

Area Wage

S

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Surveys

A l ist o f the latest bullet ins avai lable is presented below. Bul let insmay be purchased from any o f the BLS reg ional o f f i ces shown on the backcove r, or from the Superintendent o f Documents, U.S. Government Print ingOf fice, Washington, D .C. 20402. Make checks payable to Superintendent ofDocuments. A di rec tory o f occupational wage surveys, covering the years1950 through 1975, is available on request.

Bulletin numberArea and pr i ce *

Akr on, Ohio, D ec. 1976 1 _________________________________________ 1900-76, 85 centsAlbany—Schenectady—Tr oy , N .Y., Sept. 1976 _________________ 1900-59, 55 centsAnah eim—Santa Ana—Gar den Gr ove ,

C ali f., Oct. 1976 ___________________ _ ______________________________ 19 00 -67 , 75 ce ntsAt la nt a, G a ., Ma y 1977 ___________________________________________ 19 50-1 7, $1 .20Ba ltim ore , M d., Aug . 1976 _ ______________________________________ 19 00 -52, 85 ce nts

B il l ings, M ont., July 1976 _______________________________________ 1900-39, 55 centsBi rm ing ha m , A la ., M ar . 1977___________________________________ 1950 -8, 85 centsBoston, M ass ., Aug. 1976 _______________________________________ 1900-53, 85 centsBuffa lo, N.Y ., Oct. 1976 _________________________________________ 1900-70, 75 centsCanton, Ohio, Ma y 1977 1 ________________________________________ 1950-28, $1.10

Cha ttanooga , Term .—Ga ., Sept. 1976 ___________________________ 1900-57, 55 centsCh ica go , 111., M ay 1976 _______________________________ _ __________ 1900 -32, $ 1.05Cin cin na ti, Ohio —K y.—In d. , M ar . 1 976________________________ _ 1900-7, 75 centsCleveland, Ohio, Sept. 1976 _ _____________________________________ 19 00 -62 , 95 centsColumbus, Ohio, Oct. 1976 ______________________________________ 1900-68, 75 centsCorpus Ch risti , Te x., July 1977 1 ______________________________ 1950 -35, $ 1.00Dal las—For t Worth, T ex ., Oct. 1976 ___________________________ 1900-63, 85 centsDa venp ort—Roc k Island—M olin e, Iowa —111., Feb. 1977 1 _____ 1950-26, $1.10Dayton, Ohio, Dec. 1976 _________________________________________ 1900-78, 85 centsDaytona Beach, Fla ., Aug. 1976 ________________________________ 1900-45, 45 centsDen ver—Bo ulde r, Colo., Dec. 1976 _____________________________ 1900-73, 85 centsDetro i t , Mich., Mar. 1977 _______________________________________ 1950-13, $1.20Fre sno , C ali f., June 1977 _______________________________________ 1950-30, 70 centsG ai n es vil le, F la ., Sept. 1976 ____________________________________ 1900 -54, 45 centsGreen Bay, W is., July 1976 _________________________________ _ ___ 1900-37, 55 cents

Gre ens bor o—Wins ton-Salem —High Point,N .C ., A ug . 1 976 ___________________________________________________ 190 0-4 7, 65 cen ts

G ree nv il le—Spartanbu rg, S.C ., June 1977 ____ , _________________ 1950-33, 70 centsH ar tfo rd , C onn., M ar . 1977 ______________________________________ 1950 -9, 80 centsHouston, Tex ., Apr. 1976 ________________________________________ 1900-26, 85 centsHu nt svi lle, A la ., Fe b. 1977 1_____________________________________ 1950 -4, $1 .40

Ind ian ap olis , Ind ., Oct. 1976 _____________________________________ 1900 -58, 75 cents

Ja ck so n, M is s ., Jan . 1977 1 _____________________________________ 1950-2, $1.50 Jack so nv ill e, F la ., Dec . 1976 1__________________________________ 19 00 -80 , 85 ce ntsKansas City, M o.-K an s., Sept. 1976 1 _________________________ 1900-6 0, $ 1.05Los Ange les—Long Beach, C ali f., Oct. 1976 __________________ 1900-77, 85 centsLo uis vil le, K y.—Ind., Nov. 1976 ________________________________ _ 1900-69, 55 cents

A re a

M em ph is, Ten n.—A rk .—M is s. , Nov. 1976 1_____________________ M ia m i, F la ., O ct. 197 6___________________________________________

Milwaukee, Wis., Apr. 1977 ____________________________________ Min nea polis—St. Pa ul, M inn.—W is., Jan. 1977 ________________ Nas sau—Su ffo lk, N. Y ., June 1977 _______________________________ New ark, N.J., Jan 1977 __________________________________________ N ew Or le an s, L a ., Jan. 1977 1___________________________________ New Yo rk , N .Y . -N .J . , May 1977 ________________________________ Nor folk—Vir ginia Beach—Portsm outh, Va.—

N.C ., M ay 1977 ___________________________________________________ No rfolk—Vir ginia Bea ch—Portsm outh and

New port News—Hampton, Va .—N.C ., M ay 1977 _____________ Nor theas t Penn sylvania , Aug. 1976 ____________________________ Oklahoma City, Ok la., Aug. 1976 _______________________________ Om aha , N eb r. —Io w a, Oct . 197 6__________________________________ Pate rson —Clifton—Pa ssa ic, N.J., June 1977 __________________ Philad elphia, Pa .—N.J., Nov. 1976 1 ____________________________ Pittsburgh, Pa., Jan. 1977 ______________________________________

Port land, Maine, Dec. 19761 ___________________________________ Port land, Oreg.—Wash., May 1 9 7 7 1 ____________________________ Po ug hk eep sie , N .Y ., June 1977i_________________________________ Pough keepsie—Kingston—Newb urgh, N .Y ., June 1976 ____ , ___ Pr ovidenc e—Wa rwic k—Paw tucke t, R. I.—

M ass ., June 1977 1_______________________________________________ Richm ond, Va ., June 1977 1 _____________________________________ St. L ou is , M o.—111., Ma r. 1977 __________________________________ Sa cra m en to, C al if. , De c. 1976 __________________________________ Saginaw, Mich., Nov. 19761 _____________________________________ Salt Lake City—Ogden, Utah, Nov. 1976 _______________________ San An ton io, T e x ., M ay 1977 1___________________________________ San Diego , Ca l i f . , Nov. 1976 ____________________________________ San Fra nc isco—Oakland, Cali f., M ar. 19 77 ___________________

San Jose, Ca li f., M ar. 1977, _____________________________________

Seattle—Ev ere tt, Wash ., Jan 1977 1 _____________________________ South Bend, Ind., M ar. 1976 ___ _ ________________________________

Sy ra cu se , N .Y ., July 1976 _______________________________________ T o le d o, Oh io—M ic h ., M ay 1977__________________________________ T re n to n , N .J ., Sept. 19 76 ________________________________________ Wa shington, D .C. —Md .—V a ., M ar. 1977 _______________________

Wich ita, Ka ns., Ap r. 1977 1 _____________________________________

W orces ter, Ma ss., Apr. 1977 ______ _ ____________________________ Y or k , P a ., Fe b. 1977 _____________________________________________

* Prices are determined by the Government Printing Offic e and are subject te

1 Data on establishment practices and supplementary wage provisions are also

Bulletin numberand p rice *

1900-7 5, 85 cents

1900-66, 75 cents

1950-14 , $ 1.101950-3 , $ 1.60

1950-27 , $ 1.001950-7, $1.601950-5, $ 1.601950-31 , $ 1.20

1950-20) 70 cents

1950-21, 70 cents1900-4 3, 65 cents1900-4 2, 55 cents1900-6 1, 55 cents1950-34, 70 cents1900-6 4, $ 1.101950-1, $1.50

1900-7 2, 85 cents1950-32, $ 1.201950-25, 70 cents1900-5 5, 55 cents

1950-22 , $ 1.201950-2 3, $ 1.101950-10, $ 1.201900-71 , 55 cents1900-74, 75 cents1900-65 , 55 cents

1950-2 4, $ 1.101900-79 , 55 cents1950-2 9, $ 1.201950-1 9, $ 1.00

1950-12, $ 1 . 2 0

1900-5 , pp cents1900-44 , 55 cents

1950- 18, 80 cents1900-56 , 55 cents1950-11 , $ 1.20

1950-1 6, $ 1.101950-15, 70 cents1950-6, $1.10

i change,

presented.

U.S.DepartmentofLaborBureauofLaborStatisticsWashington D C 20212

PostageandFeesPaidU.S. Departmentof Labor

7/21/2019 bls_1950-35_1977.pdf


Washington,D.C. 20212

OfficialBusinessPenaltyforprivateuse,$300

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