bls_1950-40_1977.pdf

L * : 1 ' °Area Billings, Montana,Wage Metropolitan AreaSurvey July 1977Bulletin 1950-40

U.S. Department of Labor Bureau of Labor Statistics

Yellowstone

SOUTHWEST MISSOURI ST AH UNIVERSITY LIBRARY

a 4 DIRQMTOia C

JM 3 0 1978

Preface

Th is bu lletin p rov ides resu lts o f a July 1977 su rvey o f occupational earn ings and supp lem entary w age benefits in the B illin gs , Montana, Standard M etropo litan S ta tis tica l A re a . The su rvey was m ade as part o f the Bureau o f Lab or S ta tis tic s ' annual a rea w age su rvey p rogram . It was conducted by the B ureau 's reg ion a l o ff ic e in Kansas C ity , M o., under the g en era l d irec tio n of Edw ard Chaiken, A ss is tan t R eg ion a l C om m iss ion er fo r O p e r ations. The su rvey could not have been accom p lish ed without the coopera tion o f the m any f irm s whose w age and sa la ry data p rov ided the basis fo r the

s ta tis tica l in fo rm ation in this bu lletin . The Bureau w ishes to exp ress s in cere ap p rec ia tion fo r the coopera tion re ce iv ed .

M a te r ia l in th is pub lication is in the public dom ain and m ay be reproduced w ithout p e rm iss io n o f the F e d e ra l G overnm ent. P le a s e c red it the Bureau o f Lab or S ta tis tics and c ite the name and number of this publication .

AreaWageSurvey

Billings, Montana, Metropolitan Area July 1977

U.S. Department of Labor Ray Marshall, SecretaryBureau of Labor Statistics Julius Shiskin, CommissionerNovember 1977Bulletin 1950-40

Contents Page Page

In troduction-------------------------------------------------------- 2

Tab les:

A . Earnings, all establishm ents:A - l . W eek ly earnings o f o ffice

worke r s -------------------------------------- 3A -2 . W eekly earnings o f p ro fe s

sional and technical w o rk e r s ------ 4A -3 . A ve ra ge w eek ly earnings of

o ffic e , p ro fess ion a l, andtechnical w orkers , by s ex ----------- 5

A -4 . Hourly earnings o f m ain tenance, toolroom , andpowerplant w o rk e r s -------------------- 6

A -5 . H ourly earnings o f m ateria l m ovem ent and custodial w o rk e rs -------------------------------------- 7

A -6 . A vera ge hourly earnings o f m aintenance, toolroom , powerplant, m ateria l m ovement, and custodial w orkers ,

A -7 . Percen t in creases in average hourly earnings,adjusted fo r em ploym ent sh ifts ,fo r s e lec ted occupational g rou ps-------------9

B. Establishm ent p ractices and supplem entary wage p rovis ions:

B - l . M inim um entrance sa la r ies fo r inexperienced typistsand c le rk s ------------------------------------ 10

B -2 . La te-sh ift pay provisions fo r fu ll-tim e manufacturingplant w o rk e r s -------------------------------11

B -3. Scheduled w eek ly hours and days o f fu ll- t im e f ir s t-s h ift w o rk e rs ----------------------------------------12

B -4. Annual paid holidays fo r fu lltim e w o rk e rs --------------------------------13

B -5. Paid vacation provisions fo rfu ll-tim e w o rk e rs -------------------------14

B -6. Health, insurance, and pensionplans fo r fu ll-tim e w o rk e rs ----------16

B -7 . L ife insurance plans fo rfu ll-tim e w o rk e rs -------------------------17

Appendix A . Scope and method o f survey------------ 20Appendix B. Occupational descrip tion s---------------25

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

Introduction

Th is a rea is T o f 74 in which the U.S. D epartm ent o f L a b o r 's Bureau o f L a b o r S ta tis tic s conducts su rveys o f occupational earn ings and r e la ted b en e fits . (See l is t o f a reas on ins ide back c o v e r . ) In each a rea , occupational earn ings data (A - s e r ie s tab les ) a re c o lle c ted annually. In fo r m ation on estab lishm en t p ra c t ice s and supp lem entary w age ben efits (B - s e r ie s ta b le s ) is obtained e v e r y th ird y ea r.

E ach y ea r a fte r a l l ind ividual a rea w age su rveys have been c o m p le ted , tw o su m m ary bu lletins a re issued. The f i r s t b rin gs to ge th er data fo r each m etropo litan a rea su rveyed ; the second p resen ts national and r e g iona l e s tim a tes , p ro je c ted fro m ind ividual m etropo litan a rea data, fo r a ll Standard M etrop o litan S ta tis tica l A rea s in the United States, excluding A laska and H aw aii.

A m a jo r con s id era tion in the a rea w age su rvey p ro g ra m is the need to d e sc r ib e the le v e l and m ovem en t o f w ages in a v a r ie ty o f lab or m ark e ts , through the an a lys is o f (1 ) the le v e l and d is tribu tion o f w ages by occupation, and (2 ) the m ovem en t o f w ages by occupational ca tego ry and sk ill le v e l. The p ro g ra m d eve lops in fo rm ation that m ay be used fo r m any purposes, including w age and sa la ry adm in is tra tion , c o lle c t iv e barga in ing , and a s s istance in d e term in in g plant location . S u rvey resu lts a lso a re used by the U.S. D epartm ent o f L ab or to m ake w age determ inations under the S e rv ic e C on tract A c t o f 1965.

A - s e r ie s tab les

T ab les A - 1 through A -6 p ro v id e estim a tes o f s tra igh t-tim e w eek ly or hourly earn ings fo r w o rk e rs in occupations com m on to a v a r ie ty o f m anufacturing and nonm anufacturing in du stries . F o r the 31 la r g e s t su rvey a rea s , tab les A -8 through A -1 3 p ro v id e s im ila r data fo r estab lishm en ts em ployin g 500 w o rk e rs o r m ore .

2

T ab le A -7 p ro v id es p ercen t changes in a v e ra g e hourly earn ings o f o ff ic e c le r ic a l w o rk e rs , e le c tro n ic data p ro cess in g w o rk e rs , indu stria l nu rses, sk illed m aintenance trades w o rk e rs , and un sk illed plant w o rk ers . W here p oss ib le , data a re p resen ted fo r a l l in du str ies and fo r m anufacturing and nonm anufacturing sepa ra te ly . Data a re not p resen ted fo r sk illed m a in tenance w o rk e rs in nonm anufacturing because the num ber o f w o rk e rs em p loyed in th is occupational group in nonm anufacturing is too sm a ll to w arran t separate p resen ta tion . Th is tab le p ro v id es a m ea su re o f w age trends a fte r e lim in a tion o f changes in a ve ra ge earn ings caused by em ploym en t shifts am ong estab lishm en ts as w e ll as tu rn over o f estab lishm en ts included in su rvey sam ples. F o r fu rth er d e ta ils , see appendix A.

B -s e r ie s tab les

The B -s e r ie s tab les p resen t in fo rm ation on m in im um entrance sa la r ie s fo r in experien ced typ ists and c le rk s ; la te -s h ift pay p rov is ion s and p ra c tices fo r plant w o rk e rs in m anufacturing; and data sepa ra te ly fo r plant and o ff ic e w o rk e rs on scheduled w eek ly hours and days o f f ir s t - s h i ft w o rk e rs ; paid h o lidays ; paid vaca tion s ; health, insu ran ce, and pension plans; and m o re d e ta iled in fo rm ation on l i f e insurance plans.

Appendixes

Appendix A d esc r ib es the m ethods and concepts used in the a rea w age su rvey p rogram . It p ro v id es in fo rm a tion on the scope o f the a rea su rvey , on the a r e a 's in d u str ia l com pos ition in m anufacturing, and on lab or-m an agem en t ag reem en t c ove ra ge .

Appendix B p rov id es job d escr ip tion s used by Bureau f ie ld econ om ists to c la s s ify w o rk e rs by occupation.

A . E arn ingsTable A-1. Weekly earnings of office workers in Billings, Mont., July 1977

Weekly earnings1 (standard) N um ber of w orke rs r e c e i v in g s t ra igh t - t im e w e e k l y earn ings of---

Numberof

workers

Averageweeklyhours1

(standard) Mean2 Median 2 Middle range 2

$90

andunder

$95

$100

s105

*110

s115

$120

$130

$140

t $150 160

$170

$180

$190

$200

$210

$220

$240

s260

s280

$300

and

95 100 105 110 115 120 130 140 150 160 170 180 190 2 00 210 220 240 260 280 300 ove r

74 4 0 .0$161 .00

◦OITltH $ $ 1 3 6 .5 0 -1 7 8 .5 0 2 5 5 15 3 11 7 9 7 2 1 4 1 i 1

11 4 0 .0 182 .00 175 .00 1 6 5 .5 0 - 1 8 8 .5 0 - - - - - - - - 1 2 4 1 1 - 2 - - - -63 40 . 0 157 .00 150 .00 1 3 0 .0 0 -1 7 3 .5 0 - - - 2 - 5 5 15 3 10 5 5 6 1 1 - 2 1 1 - 1

V 40 . 0 219 .5 0 224 .50 1 7 4 .0 0 -2 4 4 .0 0 - - - - - 1 - - - 2 ~ " 1 2 1 1 ~ i

2b 40 . 0 171 .50 163.00 1 5 4 .0 0 -1 8 3 .0 0 - - - - - - - 4 2 4 5 2 6 1 1 - 3 - - - -23 40 . 0 14*8.50 163 .00 1 4 9 .0 0 -1 8 3 .0 0 - - - - - - * 4 2 4 3 2 5 i “ 2 ~ “ ”

lb 40 . 0 162 .00 i 5 0 . 0 0 1 4 9 .0 0 -1 7 3 .0 0 - - - - - - - 3 1 5 1 5 - - - - - 1 - _ -13 4 0 .0 159 .00 150 .00 1 4 6 .5 0 -1 6 3 .5 0 - - - - - - 3 1 5 1 2 - - - - - 1 - - -

33

oo

2 1 8 .5 0 213 .00 1 8 6 .0 0 - 2 5 9 .0 0 - - - - - - - 1 1 4 1 - 2 3 4 1 2 9 4 i -

7 40 . 0 1 b 1 • 5 0 183 .50 1 5 8 .5 0 - 2 0 5 .0 0 - - - - - - - - - 3 - - 1 - 3 - - - - - -

6 Oo

1 29 .00 122.00 1 1 3 .5 0 -1 2 9 .0 0 - - - 1 1 1 2 - - - - 1 - - - - - - - -

31 40 . 0 112.00 110 .50 9 8 .5 0 - 1 2 0 .0 0 - 10 2 3 3 1 6 6 - - - _ _ _ _ _ _ _ _ _ _

31 40 . 0 112.00 110 .50 9 8 .5 0 - 1 2 0 .0 0 - 10 2 3 3 1 6 6 - - - - - - - - - - - - -

13 3 9 .5 12 2 .5 0 122.00 9 2 .0 0 - 1 3 8 .5 0 4 - _ - - 1 2 3 2 _ _ 1 _ _ _ _ _ _ _ _ _1U 3 9 .5 11 8 .0 0 120.00 9 2 .0 0 - 1 3 4 .0 0 4 - - 1 2 1 1 * - 1 - * - - * - - - -

13 40 . 0 135 .00 126 .00 1 2 0 .0 0 - 1 4 3 .0 0 - - - - 1 - 8 _ 1 1 1 _ _ 1 _ _ _ _ _ _ _

10 4 0 .0 128 .50 126.00 1 2 1 .5 0 -1 2 6 .0 0 - - - - - - 8 - 1 171 3 9 .5 166 .50 152 .00 1 4 3 .0 0 - 1 6 6 .0 0 i 1 - 1 1 1 7 2 11 20 13 3 1 1 _ _ 1 _ - 4 310 4 0 .0 215 .50 155.00 1 4 8 .5 0 - 2 9 9 .0 0 - - - - - - 1 2 2 1 - - - - - 1 - - - * 361 3 9 .5 158 .5 0 1 5 2 •Ou 1 4 2 .3 0 -1 6 6 .0 U 1 1 1 1 1 7 1 9 18 12 3 1 1 - - - - - 4 -

12 4 0 .0 1 9 9 .5 0 166.00 1 4 6 .0 0 - 2 8 7 .0 0 - “ 1 3 2 - 2 - - - - - - - 4 -

28 3 9 .5 192 .00 156.00 1 4 6 .0 0 - 2 1 8 .0 0 - - - - - - 3 i 6 6 2 2 - 1 - - - - - 4 323 3 9 .0 175 .50 154 .50 1 4 1 .5 0 -1 7 6 .5 0 - - - - - 3 1 5 5 2 2 - 1 - - - - 4 -

9 4 0 .0 219 .50 178 .50 1 5 7 .0 0 - 2 9 4 .0 0 - - - - - - - 1 2 - 2 - - * - - 4 -

43 4 0 .0 150 .00 152 .00 1 4 3 .0 0 - 1 6 5 .0 0 1 1 - 1 1 1 4 i 5 14 11 1 1 - - - 1 - - - _

3b 4 0 .0 148 .00 152 .00 1 4 3 .0 0 - 1 6 5 .5 0 i 1 - 1 1 1 4 4 13 10 i 1 - - - - - - -

6 3 9 .0 138 .00 138 .00 1 3 3 .5 0 -1 4 6 .5 0 - - - - - - 1 2 3

7 4 0 .0 164 .50 164.00 1 4 0 .0 0 - 1 8 5 .5 0 - - 1 - - - - - 2 - i 1 - 1 - - 1 - - - -

41 3 9 .5 136 .50 132 .00 1 2 4 .0 0 - 1 5 0 .0 0 _ - - 1 3 2 7 13 2 9 2 2 _ _ _ _ _ _ _ _ _

6 4 0 .0 152 .00 149.50 1 4 4 .0 0 -1 5 7 .5 0 - - - - - - 1 2 2 - 1 - - - - - - - - -

33 3 9 .5 133 .50 130.00 1 2 4 .0 0 -1 5 0 .0 0 - - ~ 1 3 2 7 12 - 7 2 1 - - - - - - ■ - - -

13 3 9 .5 141 .50 144 .00 1 2 5 .0 0 -1 5 4 .5 0 - - - - 1 2 2 2 2 3 1 2 _ _ _ _ _ _ _ _ _11 3 9 .5 136 .00 130 .50 1 2 1 .0 0 - 1 5 0 .0 0 - - - - 1 2 2 2 - 2 1 1 - - - - - - - - -

26 3 9 .5 133 .50 131.00 1 2 4 .0 0 -1 4 6 .5 0 “ “ 1 2 5 11 ~ 6 1

Occupation and industry d ivision

A LL RORKERS

S E C R E TA R IE S -------------------------------------------MANUFACTURING ---------------------------------NONMANUFACTURING ---------------------------

P U B L I C U T I L I T I E S ------------------------

S E C R E T A R I E S . CLASS C ----------------------NONMANUFACTURING ----------------------------

S E C R E T A R I E S . CLASS D ----------------------NONMANUFACTURING ----------------------------

STENOGRAPHERS ---------------------------------------

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

T Y P I S T S ---------------------------------------------------

FILE CLFkKS. CL«SS h ------------------------NONMANUFACTURING ----------------------------

SRITCHBOARD OPERATORS ------------------------NONMANUFACTURING ----------------------------

SRITCHBOARD O P E R A T O R - R E C E P T I O N I S T S - NONMANUFACTURIWG ----------------------------

ACCOUNTING C LERKS --------------------------------MANUFACTURING ----------------------------------N O N M A N U F A C T U R I N G ------------------------------------


ACCOUNTING C l ER K S . CLASS A ----------NONMANUFACTURING ----------------------------


ACCOUNTING C L E R K S . C LASS B -----------NONnANUFACTURING ----------------------------

B O OK KEEP ING -M AC H INE OPERATORS -------

PA YR O LL CLERKS -------------------------------------

KEYPUNCH OPERATORS ------------------------------MANUFACTURING ---------------------------------

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

KEYPUNCH OPERATORS . CLASS A ---------

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

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

* W orkers w ere distributed as fo llow s: 1 at $320 to $340; 1 at $340 to $360; and 1 at $360 to $380.

See footnotes at end of tables.

3

Table A-2. Weekly earnings of professional and technical workers in Billings, Mont., July 1977

O ccupation and in d u stry d iv is io n

Weekly earnings1 (standard)

Numberof

workers

Averageweeklyhours1

(standard) M ean2 Median 2 Middle range 2

13 4 0 .0$181 .00

$190 .00

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

11 40 . 0 187 .0 0 190 .00 1 8 3 .5 0 -1 9 1 .5 0

10 4 0 .0 239 .0 0 207 .0 0 2 0 7 .0 0 - 2 8 4 .5 0

26 4 0 .0 3,34.5 0 3 3 b . 00 3 2 8 .0 0 - 3 5 6 .5 022 4 0 .0 327 .5 0 336 .00 3 1 5 .5 0 - 3 3 6 .0 0

19 4 0 . 0 3 2 9 .0 0 33b•00 3 3 b . 0 0 -3 4 6 .0 019 4 0 . 0 329 .00 336 .00 3 3 6 .0 0 - 3 4 6 .0 0

N u m ber o f w o rk e rs r e c e iv in g s t ra ig h t- t im e w eek ly ea rn in gs o f—

150 160 170 180 190 200 210 220 230 240 250 260 270 280 290 300 310

andunder

160 170 180 190 200 210 220 230 240 250 260 270 280 290. 300 310 320

320 340 360 380

340 360 380 400

A L L WORKERS

COMPUTER OPEKAT0RS? CLASS B -----------

NONf lANUFACTURING ---------------------------

DRAFTERS? CLASS B ------------------------------

E LE C TR O N IC S TE C H N IC IA N S -------------------MANUFACTURING --------------------------------

E L E C T k ONICS t e c h n i c i a n s ? c l a s s b

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


4

Table A-3. Average weekly earnings of office, professional, and technical workers, by sex.in Billings, Mont., July 1977

Sex, 3 occupation, and industry d i v is ionNumber

ofworkers

OFFICE OCCUPATIONS - WOMEN

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

PUBLIC U T IL I T IE S

7411

639

SECRETARIES. CLASS C NONMANUFACTURING —

2823

SECRETARIES. CLASS D NONMANUFACTURING —

1613

STENOGRAPHERS. GENERAL 7

TYPISTS 6

F ILE CLERKS -------------NONMANUFACTURING

4242

FILE CLERKS. CLASS Bn o n m a n u f a c t u r i n g —

3131

SWITCHBOARD OPERATORS NONriANUFACTURlNG —

1310

Average(m ean2 )

Sex, 3 occupat ion, and industry d iv is ionNumber

ofworkers

Weeklyhours1

standard)

Weeklyearnings1(standard)

OFFICE OCCUPATIONS -$ WOMEN— CONTINUED

4 0 .0 161 .004 0 . 0 182 .00 SWITCHBOARD OPERATOR-RECEPTIONISTS- 134 0 .0 157 .00 n o n k a n u f a c t u r i n g ---------------------------- 1040 . 0 219 .5 0

ACCOUNTING CLERKS -------------------------------- 584 0 . 0 171 .50 MANUFACTURING ---------------------------------- 740 . 0 168 .5 0 NONMANUFACTURING ---------------------------- 51

4 0 . 0 162 .00 ACCOUNTING CLERKS. CLASS A ----------- 2140 . 0 159 .00

ACCOUNTING Cl e r k s , c l a s s b ----------- 37oo

1 31 .50 NONKANUFACTURING ---------------------------- 33

4 0 .0 129 .00 BOOKKEEPING-MACHINE OPERATORS ------- 64 0 .0 109 .00 PAYROLL CLERKS -------------------------------------- 740 . 0 109 .00

KEYPUNCH OPERATORS ------------------------------ 4040 . 0 112.00 NONMANUFACTURING ---------------------------- 3540 . 0 112.00

KEYPUNCh OPEhATORS. CLASS A --------- 143 9 .5 122 .5 0 NONMANUFACTURING ----------------------------- 113 9 .5 118 .0 0

(m ean2)

Sex, 3 occupat ion , and industry d iv is ionNumber

ofworkers

Average(m ean2)

Weekly

(standard)


Weekly

(standard)


OFFICE OCCUPATIONS -WOMEN— CONTINUED

40 . 0$135 .00 KEYPUNCH OPERATORS - CONTINUED

40 . 0 128 .50 $KEYPUNCH OPERAT0RS» CLASS B --------- 2b 3 9 .5 1 3 3 .5U

3 9 .5 149 .5040 . 0 172 .503 9 .5 146 .50 PROFESSIONAL AND TECHNICAL

OCCUPATIONS - MEN3 9 .0 157 .00

COMPUTER OPERATORS ------------------------------ 11 40 . 0 187 .0040 . 0 145 .50 NONMANUFACTURING ---------------------------- 9 4 0 .0 195 .5040 . 0 145 .50

COMPUTER OPERATORS. CLASS B --------- 10 Oo

1 84 .003 9 .0 138 .00

DRAFTERS -------------------------------------------------- 14 4 0 .0 236 .504 0 .0 164 .5 0

DRAFTERS. CLASS B ---------------------------- 10 oo

2 39 .0039 .5 135 .503 9 .5 133 .50 ELECTRONICS TECHNICIANS --------------------- 22 4 0 .0 327 .50

MANUFACTURING ---------------------------------- 22 4 0 .0 327 .503 9 .5 1 3 V .003 9 .5 13 o •0 0 ELECTRONICS TECHNICIANS. CLASS B- 19 4 0 .0 329 .00

MANUFACTURING ---------------------------------- 19 4 0 .0 329 .00

See footnotes at end o f tables

Table A-4. Hourly earnings of maintenance, toolroom, and powerplant workers in Billings, Mont., July 1977

See foo tnotes at end o f tab les .

6

Table A-5. Hourly earnings of material movement and custodial workers in Billings, Mont., July 1977Hourly earnings 4 N u m ber o f «rorke rs r e c e iv in g s tra ig h t- t im e h ou rly ea rn in gs o f---

S S $ $ S s $ * * t t $ * S % $ $ $ i $ $ * {

of 2 .30 2 .4 0 2 .50 2 .60 2 .8 0 3. 00 3 .20 3 .40 3 .6 0 3 .8 0 4 .0 0 4 .2 0 4 .4 0 4 .8 0 5.2U 5 .6 0 6 .0 0 6 .4 0 6 .8 0 7 .20 7 .6 0 6 .0 0 8 .40

workers Mean 2 Median* Middle range * andunder

2 .4 0 2 .5 0 2 .60 2 .8 0 3 .0 0 3. 20 3 .40 3 .60 3 .8 0 4 .0 0 4 .2 0 4 .40 4 .8 0 5 .2 0 5 .6 0 6 .0 0 6 .4 0 6 . 8 u 7. 20 7 .60 6 .0 0 6 .4 0 8 .8 0

$ $ $ $1 Ob 7 .0 4 7 .8 2 5 . 6 0 - 8 .4 9 ~ - 1 - 4 1 3 2 3 - 10 12 - - 15 i 1 - 52

25 6 .5 7 7 . 10 4 . 7 5 - 7 .51 3 2 3 - - - - - 10 i 1 - 580 7. 19 8. 49 5 . 6 0 - 8 .4 9 - - 1 - 4 - 1 - 10 12 - - 5 - - 4752 8 .3 4 8. 49 8 . 4 9 - 8 .5 4 5 - - - 47

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

43 7 .0 8 8 .49 5 . 4 5 - 8 .4 9 3 2 3 - 6 - - - 5 - 1 - 23

50 7 .2 9 7 . 1U 5 . 6 0 - 8 .5 4 4 12 _ _ 10 - - - 2440 7 .3 4 8. 49 5 . 6 0 - 8 .5 4 4 12 - - - - - 24

14 5 .2 2 5 .4 0 4 . 8 0 - 5 .4 0 6 7 - 1 - - - - - -14 5 . 22 5 .4 0 4 . 8 0 - 5 .4 0 6 7 - i - - -

207 4 .9 4 5 .40 4 . 5 2 - 5 .4 0 - - - - - - - - 7 15 15 55 5 108 - i - _ _ 1 - -206 4 .9 3 5 .4 0 4 . 5 2 - 5 .4 0 - - - - - - - " 7 15 15 55 5 108 - i - - - - - -

37 5 .2 6 4 .52 4 . 5 2 - 6 .4 2 20 - 5 - - 12 - - - - -

15 3 .9 3 3 .50 3 . 1 2 - 4 .7 5 - - - 4 - - - 5 - - - 3 - 3 - - - - - - - -15 3 .9 3 3 .5 0 3 . 1 2 - 4 .7 5 - - 4 - - - 5 - - - 3 - 3 - - - - - - -

34 5 .3 5 6 .8 3 3 . 8 0 - 6 .8 3 - - 1 - - - - 1 - 14 - - - - - - - 18 - - - -

9 4 . 0 0 3 .80 3 . 3 0 - 3 .8 0 - - - 1 - - 2 - 1 3 1 1 - -

142 3 .5 6 3. 09 2 . 5 0 - 4 .2 3 14 16 11 10 3 23 2 5 7 3 12 4 5 17 2 1 i 1 - 4 1 - -24 5 .0 0 4. 95 4* 10- 5 .1 2 - - - 1 - 1 1 2 - 2 3 9 - - - 4 1 -

118 3 .2 6 3 .00 2 . 4 6 - 3 .98 14 16 11 9 3 22 1 3 7 3 10 1 5 6 2 1 i 1

Occupation and industry division

ALL WORKERS

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

PUBLIC U T IL I T IE S ------------------

TRUCKDRIVERS, LIGHT TRUCK ------

TRUCKDRIVERS, MEDIUM TRUCK —

TRUCKDRIVERS, TRACTOR-TRAILER NONHANUFACTURING ---------------------

RECEIVERS -----------------------------------------NONHANUFACTURING ---------------------

warehousemen --------------------------------NONHANUFACTURING ----------------------

ORDER F ILLERS ---------------------------------

SHIPPING PACKERS ---------------------------NONHANUFACTURING ----------------------

MATERIAL HANDLING LABORERS --------

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

J A N I T O R S , P O R T E R S , AND CLEANERS MANUFACTURI NG -------------------------------NONMANUFACTURING ----------------------


7

Table A-6. Average hourly earnings of maintenance, toolroom, powerplant, material movement, and custodial workers,by sex, in Billings, Mont., July 1977

Sex, 3 o c cu p a t i o n , a nd i n d u s t r y d i v i s i o n

Numberof

woikers earnings4Sex, 3 o c cu p a t i o n , and i n d u s t r y d i v i s i o n

Numberof

workers

Average (mean*) hourly

earnings4

M AIN TENA NC E . TOOLROOM. AND M A T E R IA L MOVEMENT AND C U STO DIALPOWERPLANT OCCUPATIONS - MEN OCCUPAT IONS - MEN— CONTINUED

MAINTENANCE E L E C T R I C I A N S ------------------- 16$8 . 3 2 TR U C KC R IV E RS - CONTINUED

MANUFACTURING ---------------------------------- 13 8 . 2 5 $T R U C KD R IVE R S . L IG H T TRUCK ------------- 7 3 . 9 1

MAINTENANCE MECHANICS (M ACH INERY) - 14 7 . 3 0MANUFACTURING --------------------------------- 14 7 . 3 0 TR U C KD R IVE R S . T K A C T O R - T R A I L E R ----- 50 7 . 2 9

N O N r iA N U F A C T U R IN G ---------------------------- 40 7 . 3 4MAINTENANCE MECHANICS

18 8 . 1 2 14 5 . 2 215 8 . 37 14

P U B L I C U T I L I T I E S ------------------------ 14 8 . 5 6WAREHOUSEMEN ----------------------------------------- 197 4 . 9 2

196MANUFACTURING ---------------------------------- 24 8 . 4 9

ORDER F I L L E R S ---------------------------------------- 37 5 . 2 6STA T IO NA RY ENGINEERS -------------------------- 20 7 . 7 4

MANUFACTURING ---------------------------------- 16 8 . 4 4 J A N I T O R S . P O R TE R S . AND C LEAN ERS ----- LOU 3 . 7 3MANUFACTURING ---------------------------------- 23 4 . 8 9NONMANUFACTURING ----------------------------- 77 3 . 3 9

M A T E R IA L MOVEMENT AND C USTO DIALOCCUPATIONS - MEN M ATER IA L MOVEMENT ANO C U STO DIAL

OCCUPAT IONS - WOMEN

TRUC KU K IV ERS ------------------------------------------ 100 7 . 0 6MANUFACTURING ---------------------------------- 25 6 . 5 7 J A N I T O R S . P O R T E R S . AND C LEAN ERS ----- 40 2 . 9 6

75 7 . 22 39NUIvnANur AL 1 UK 1 Nb

See footnotes at end o f tab les .

8

Table A-7 Percent increases in average hourly earnings, adjusted for employment shifts, for selected occupational groupsin Billings, Mont., for selected periods

Industry and occupational group 5July 1974

toJuly 1975

July 1975 to

July 1976

July 197 6 to

July 1977

A ll industries:O ffice c le r ica l 6.5 9.1 8.1E lectronic data processing (6) ( 6) (6)Industrial nurses _ _ __ (6) (6) ( 6)Skilled maintenance trades 16.8 8.5 8.6Unskilled plant workers 9.0 9.5 6.1

Manufacturing:O ffice c le r ica l ( 6) (6) (6)E lectronic data p rocess in g__ (6) n nIndustrial nurses _ n (6) (6)Skilled maintenance trades (6) (6) (6)Unskilled plant workers .... . (6) (6) (6!

Nonmanufacturing:O ffice c le r ic a l__________ 7.1 9.4 (6)E lectronic data processing (6) (6) (6)Industrial nurses _ __ (6) (6) (6>Unskilled plant workers (6) ( 6) (6)


9

B. Establishment practices and supplementary wage provisionsTable B-1. Minimum entrance salaries for inexperienced typists and clerks in Billings, Mont., July 1977

Inexperienced typists Other inexperienced c le r ica l w orkers 8

Manufacturing Nonmanufacturing Manufacturing Nonmanufacturing

Minimum weekly stra ight-tim e s a la ry 7 A llindustries

Based on standard weekly hours 9 of— A llindustries

Based on standard weekly hours 9 of—

A llschedules

A llschedules

A llschedules 40 A ll

schedules 40

ESTABLISHMENTS STUDIED ----------------- H 9 12 37 49 12 XXX 37 XXX

ESTABLISHMENTS HAVING A SPECIFIEDMINIMUM ------------------------------------------- 6 2 4 13 5 5 8 6

UNDER *92.50 -------------------------------- 1 - i 1 - - 1 -*92.50 AND UNDER *95.00 ---------------- - 2 2 2*95.00 AN0 UNDER *97.50 ---------------- 1 i i 1 1*97.50 AND UNDER *100.00 -------------- ~ ~ i ~ 1 1

*100.00 AND UNDER *105.00 ------------ - - - - - - - _*105.00 AND UNDER *110.00 ------------ 1 ~ i - -*110.00 AND UNDER *115.00 ------------ 1 1 - 2 1 1 1*115.00 AND UNDER *120.00 ------------ 1 - i 1 1 1*120.00 AND UNDER *125.00 ------------ - - 1 1 1 -$125.00 AND UNDER *130.00 ------------ - - - - -*130.00 AN0 UNDER *135.00 ------------ * - 2 1 1 1 1*135.00 AND UNDER *140.00 ------------ - - 1 1 1 -*140.00 AND OVER --------------------------- 1 1 1 1 1 * -

ESTABLISHMENTS HAVING NO SPECIFIEDMINIMUM ------------------------------------------- 5 1 * 19 6 XXX 13 XXX

ESTABLISHMENTS WHICH DID NOT EMPLOYWORKERS IN THIS CATEGORY ---------------- 38 9 29 17 i XXX 16 XXX

See foo tnotes at end of tab les .

10

Table B-2. Late-shift pay provisions for full-time manufacturing plantworkers in Billings, Mont., July 1977( A l l fu l l - t im e m anufa c tur ing plant w o r k e r s = 100 percen t )

ItemA ll workers 10 W orkers on late shifts

Second shift Third shift Second shift Third shift

PERCENT OF UORKERS

IN ESTABLISHMENTS WITH LATE SHIFT PROVISIONS -------- 91.7 78.8 17.9 6.3

UITH NO PAT DIFFERENTIAL FOR LATE SHIFT WORK -------- - - - -

WITH PAY DIFFERENTIAL FOR LATE SHIFT UORK ------------- 91.7 78.8 17.9 6.3UNIFORM CENTS-PER-HOUR DIFFERENTIAL --------------------- 91.7 78.8 17.9 6.3UNIFORM PERCENTAGE DIFFERENTIAL -------------------------OTHER DIFFERENTIAL ---------------------------------------------- - - - -

AVERAGE PAY DIFFERENTIAL

UNIFORM CENTS-PER-HOUR DIFFERENTIAL ------------------------ 24.3 45.2 20.7 73.2

PERCENT OF UORKERS BY TYPE AND AMOUNT OF PAY DIFFERENTIAL

UNIFORM cents- per- hour:5 CENTS ----------------------------------------------------------------- 9.9 - 4.1 -13 AND UNDER 14 CENTS ---------------------------------------- 6.6 6.6 3.6 -14 CENTS --------------------------------------------------------------- 29.1 29. 1 2.315 CENTS --------------------------------------------------------------- 6.0 3.0 1.9 .220 CENTS --------------------------------------------------------------- 8.4 8.4 1.3 1.345 CENTS --------------------------------------------------------------- 31.7 - 4.8 -90 CENTS --------------------------------------------------------------- 31.7 4.8

See footnote at end of tables.

11

Table B-3. Scheduled weekly hours and days of full-time first-shift workers in Billings, Mont., July 1977Plant w orkers O ffice workers

ItemA ll industries Manufacturing Nonmanufacturing Public u tilities A ll industries Manufacturing Nonmanufacturing Public utilities

PERCENT OF NORKERS BY SCHEDULED UEEKLY HOURS AND DAYS

ALL FULL-TIME NORKERS ------------------- 100 100 100 100 100 100 100 100

35 HOURS-5 DAYS ----------------------------------- 2 _ A _ 2 _ 2 _

36 1/3 HOURS-5 DAYS ---------------------------- 3 - A - 2 “ 237 1/2 HOURS-5 DAYS ---------------------------- 6 15 - - (1 2 ) ~ (12 )AO HOURS ------------------------------------------------ 89 85 92 100 96 95

A DAYS ---------------------------------------------- 1 3 _ _ ~ ~

5 DAYS ---------------------------------------------- 88 82 92 100 96 100 95 1005 1/2 DAYS --------------------------------------- (1 2 ) - (1 2 ) -

AVERAGE SCHEDULED UEEKLY HOURS

ALL UEEKLY UORK SCHEDULES ----------------- 39.6 39.6 39.7 AO.O 39.8 AO.O 39 .8 AO.O

See footnote at end of tables.

12

Table B-4. Annual paid holidays for full-time workers in Billings, Mont., July 1977Plant workers O ffice workers

ItemA ll industries M anuf actu r ing Nonmanufacturing Public u tilities A ll industries Manufacturing Nonmanufacturing Public u tilities

PERCENT OF WORKERS

ALL FULL-TIHE WORKERS ------------------- 100 100 100 100 100 100 100 100

IN ESTABLISHMENTS NOT PROVIDINGPAID HOLIDAYS ----------------------------------- 2 - 3 - 1 - 1 -

IN ESTABLISHMENTS PROVIDINGPAID HOLIDAYS ----------------------------------- 98 100 97 100 99 100 99 100

AVERAGE NUMBER OF PAID HOLIDAYS

FOR WORKERS IN ESTABLISHMENTSPROVIDING HOLIDAYS -------------------------- 8 .0 8.9 7.5 9 .9 7.8 8 .2 7 . 7 9 .9

PERCENT OF WORKERS BY NUMBER OF PAID HOLIDAYS PROVIOED

3 HOLIDAYS ------------------------------------------- 3 96 HOLIDAYS ------------------------------------------- 16 2 29 (1 2 ) 13 19 127 HOLIDAYS ------------------------------------------- 26 13 39 - 50 28 59

PLUS 2 HALF OAYS ---------------------------- 2 - 3 - - ~ - -PLUS 3 HALF DAYS --------------------------- - - - - 2 2

8 HOLIDAYS ------------------------------------------- 8 18 2 - 3 9 2 -9 HOLIDAYS -------------------------------------------- 16 29 8 22 9 20 7 2010 HOLIDAYS ------------------------------------------ 25 38 18 65 21 30 20 7911 HOLIDAYS ------------------------------------------ 2 - 9 13 1 - 2 612 HOLIDAYS ------------------------------------------ - - - - (1 2 ) - (1 2 ) -

PERCENT OF WORKERS BY TOTAL PAID HOLIDAY TIME PROVIDED13

3 DAYS OR MORE ------------------------------------- 98 100 97 100 99 100 99 1006 DAYS OR MORE ------------------------------------- 96 100 93 100 99 100 99 1007 DAYS OR MORE ------------------------------------- 79 98 69 99 87 86 87 1008 DAYS OR MORE ------------------------------------- 53 85 35 99 37 59 33 1008 1/2 DAYS OR MORE ------------------------------ 99 67 30 99 39 50 31 1009 DAYS OR MORE ------------------------------------- 99 67 30 99 32 50 29 10010 DAYS OR MORE ----------------------------------- 28 38 22 78 23 30 21 8011 DAYS OR MORE ----------------------------------- 2 9 13 1 2 6

See foo tn otes at end o f tab les .

13

Table B-5. Paid vacation provisions for full-time workers in Billings, Mont., July 1977P la n t w o rk e rs O ff ic e w o rk e rs

Item

PERCENT OF WORKERS

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

IN ESTABLISHMENTS NOT PROVIDINGPAID VACATIONS -------------------------

IN ESTABLISHMENTS PROVIDINGPAID VACATIONS -------------------------

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

AMOUNT OF PAID VACATION AFTER: 14

6 MONTHS OF SERVICE:UNDER 1 WEEK --------------------1 WEEK -----------------------------OVER 1 AND UNDER 2 WEEKS

1 YEAR OF SERVICE:1 WEEK ------------------------------OVER 1 AND UNDER 2 WEEKS2 WEEKS -----------------------------OVER 2 AND UNDER 3 WEEKS

2 YEARS OF SERVICE:1 WEEK ------------------------------OVER 1 AND UNDER 2 WEEKS2 WEEKS -----------------------------OVER 2 AND UNDER 3 WEEKS

3 YEARS OF SERVICE:1 WEEK -------------------------------2 WEEKS -----------------------------OVER 2 AND UNDER 3 WEEKS3 WEEKS -----------------------------

4 YEARS OF SERVICE!1 WEEK -------------------------------2 WEEKS -----------------------------OVER 2 AND UNDER 3 WEEKS3 WEEKS -----------------------------

5 YEARS OF SERVICE!1 WEEK -------------------------------2 WEEKS -----------------------------OVER 2 AND UNOER 3 WEEKS3 WEEKS -----------------------------

10 YEARS OF SERVICE!1 WEEK ------------------------------2 WEEKS ----------------------------OVER 2 AND UNOER 3 WEEKS3 WEEKS ----------------------------OVER 3 AND UNDER 4 WEEKS4 WEEKS ----------------------------

A ll industries M anuf actur ing Nonmanufacturing Public u tilities A ll industries Manufacturing Nonmanufacturing Public utilities

100 100 100 100 100 100 100 100

100 100 100 100 100 100 100 10099 100 98 94 99 100 99 99

1 2 6 (1 2 ) (1 2 ) 1

5 6 4 (1 2 ) 213 - 20 42 36 - 44 15

4 7 3 11 6 21 3 11

61 60 61 45 47 37 49 73

35 40 32 45 51 63 48 162 3 11 2 “ 3 11

12 29 3 - 1 6 (1 2 ) -

83 71 90 89 96 94 97 892 ~ 3 11 2 3 11

2 _ 3 _ (1 2 ) _ (12 ) _

91 93 90 89 94 79 97 894 - 7 11 2 3 112 7 ~ “ 4 21 “

2 _ 3 _ (1 2 ) _ (1 2 ) _91 93 90 89 94 79 97 89

4 - 7 11 2 - 3 112 7 ~ 4 21 ~ ~

2 _ 3 _ ( 12) _ (12 ) _70 62 74 87 83 51 89 89

4 7 11 2 - 3 1124 38 16 3 15 49 8 (1 2 )

2 _ 3 _ ( 12) _ (1 2 ) _14 2 21 (1 2 ) 23 14 24

65 66 65 89 69 59 71 892 3 11 2 - 3 11

14 32 4 5 28 1

See foo tn otes at end o f tab les .

14

Table B-5. Paid vacation provisions for full-time workers in Billings, Mont., July 1977— Continued

Item

AMOUNT OF PAID VACATION AFTER CONTINUED

12 YEARS OF SERVICE:1 UEEK -------------------------------------2 WEEKS ---------------OVER 2 AND UNDER 3 WEEKS3 WEEKS ---------------OVER 3 AND UNDER 4 WEEKS4 WEEKS ---------------

15 YEARS OF SERVICE:1 WEEK ----------------2 WEEKS ---------------OVER 2 AND UNDER 3 WEEKS3 WEEKS ---------------OVER 3 AND UNDER 4 WEEKS4 WEEKS ---------------

20 YEARS OF SERVICE:1 WEEK ----------------2 WEEKS ---------------OVER 2 AND UNDER 3 WEEKS3 WEEKS ----------------4 WEEKS ---------------OVER 4 AND UNDER 5 WEEKS5 WEEKS ----------------

25 YEARS OF SERVICE:1 WEEK -----------------2 WEEKS ----------------OVER 2 AND UNDER 3 WEEKS3 WEEKS ----------------4 WEEKS ----------------OVER 4 AND UNDER 5 WEEKS5 WEEKS ----------------6 WEEKS ----------------

30 YEARS OF SERVICE:1 WEEK -----------------2 WEEKS ----------------OVER 2 AND UNDER 3 WEEKS3 WEEKS ----------------4 WEEKS ----------------OVER 4 AND UNDER 5 WEEKS5 WEEKS ----------------6 WEEKS ----------------

MAXIMUM VACATION AVAILABLE:1 WEEK ----------------2 WEEKS ---------------OVER 2 AND UNDER 3 WEEKS3 WEEKS ---------------4 WEEKS------ ---------OVER 4 AND UNDER 5 WEEKS5 WEEKS ---------------6 WEEKS ---------------

Plant workers Office workers

All industries Manufacturing Nonmanufacturing Public utilities All industries Manufacturing Nonmanufacturing Public utilities

2 3 (12) (12)13 2 20 (12) 21 14 23 -64 66 62 89 68 59 70 895 7 11 3 4 1114 32 4 7 28 3

2 _ 3 _ (12) _ (12) _6 10 (12) 5 - 6 -

3 - 4 - - - - -

49 57 44 33 66 64 66 682 • ~ 3 11 3 - 3 11

39 43 36 56 26 36 25 22

2 _ 3 _ ( 12) _ (12)6 10 (12) 5 - 6 -

3 4 - - - _

21 12 26 23 17 25 _

49 48 50 75 62 50 65 832 3 11 2 - 3 11

17 40 4 14 7 33 2 6

2 _ 3 _ (12) _ (12) _6 - 10 (12) 5 - 6 -

21 12 26 - 23 17 25 -

36 45 30 13 43 46 43 92 - 3 11 2 - 3 11

30 43 23 73 26 37 23 801 1 3 (12) ~ (12) (12)

2 _ 3 _ ( 12) _ (12) _

6 - 10 (12) 5 - 6 -

3 4 - - - - -

21 12 26 - 21 17 22 -

33 45 27 44 46 43 -

2 - 3 11 2 3 1133 43 26 86 28 37 26 891 “ 1 3 (12) ~ (12) (12)

2 _ 3 - (12) _ (12) _6 10 (12) 5 - 6 -

3 4 - - - _ _

21 12 26 21 17 22 -

33 45 27 44 46 43 -

2 ~ 3 11 2 - 3 1132 43 26 85 28 37 26 891 1 4 (12) (12) (12)

S ee fo o tn o tes at end o f tab les .

15

Table B-6. Health, insurance, and pension plans for full-time workers in Billings, Mont., July 1977

Item

PERCENT OF UORKERSALL FULL-TIME UORKERS ------

IN ESTABLISHMENTS PROVIDING AT LEAST ONE OF THE BENEFITS SHOWN BELOW15----------------LIFE INSURANCE ----------------

NONCONTRIBUTORY PLANS -------ACCIDENTAL DEATH ANDDISMEMBERMENT INSURANCE ------NONCONTRIBUTORY PLANS -------

SICKNESS AND ACCIDENT INSURANCE OR SICK LEAVE OR BOTH16-------SICKNESS AND ACCIDENTINSURANCE -----------------NONCONTRIBUTORY PLANS -----

SICK LEAVE (FULL PAY AND NOWAITING PERIOD) ------------SICK LEAVE (PARTIAL PAY OR UAITING PERIOD) ------------

LONG-TERM DISABILITYINSURANCE -------------------NONCONTRIBUTORY PLANS -------

HOSPITALIZATION INSURANCE -----NONCONTRIBUTORY PLANS -------

SURGICAL INSURANCE ------------NONCONTRIBUTORY PLANS -------

MEDICAL INSURANCE -------------NONCONTRIBUTORY PLANS -------

MAJOR MEDICAL INSURANCE -------NONCONTRIBUTORY PLANS -------

DENTAL INSURANCE -------------NONCONTRIBUTORY PLANS -------

RETIREMENT PENSION -----------NONCONTRIBUTORY PLANS ------


Plant workers Office workers

All industries Manufacturing Nonmanufacturing Public utilities All industries Manufacturing Nonmanufacturing Public utilities

100 100 100 100 100 100 100 100

99 100 99 100 99 100 99 100

96 100 94 94 98 100 98 9975 91 66 79 75 59 78 90

75 60 84 82 78 67 81 9058 51 63 82 60 32 65 90

90 98 86 99 80 81 80 100

39 53 31 28 29 46 26 532 47 24 28 21 19 22 5

23 25 21 16 43 49 42 68

50 43 54 58 29 18 32 27

42 60 31 65 60 35 65 3538 60 25 52 49 29 53 26

99 100 99 100 99 100 99 10074 85 68 88 70 81 68 91

99 100 99 100 99 100 99 10074 85 68 88 70 81 68 91

98 100 98 100 98 100 98 10074 85 68 88 70 81 68 91

99 100 99 100 99 100 99 10074 85 68 88 70 81 68 91

47 57 41 78 42 29 44 8044 47 41 78 39 23 42 80

77 100 64 80 78 94 74 4275 98 62 78 73 75 72 42

16

Table B-7. Life insurance plans for full-time workers in Billings, Mont., July 1977P lan t w o rk e rs

All industries

Allplans 1

TYPE OF PLAN AND AMOUNT OF INSURANCE

Noncontributory plans 17

Manufacturing

Allplans 1


O ffic e w o rk e rs

All industries

Allplans 1


Manufacturing

Allplans 1


ALL FULL-TIME WORKERS ARE PROVIDED THE SAME FLAT-SUM DOLLAR AMOUNT:PERCENT OF ALL FULL-TIME WORKERS18----AMOUNT OF INSURANCE PROVIDED:19

MEAN------------------------MEDIAN ----------------------MIDDLE RANGE (50 PERCENT) ---MIDDLE RAN6E <80 PERCENT) ---

58$5 »700 S3f000

$2 ,000- 6 .0 0 0 $1 .000- 2 0.0 00

45$5,800$3,000

$2 ,000- 6 .0 0 0$1,000-25.000

56$ 8 ,0 0 0$3,000

$3,000- 5.000 $2,000-25.000

53$8,200$3,000

$3,000- 3.000 $2,000-25.000

41$4,700$5,000

$2 ,0 0 0- 6 . 0 0 0 $1 ,0 0 0- 6 . 0 0 0

35$4,100$5,000

$2 ,0 0 0- 6 . 0 0 0 $1 ,0 0 0- 6 . 0 0 0

37$4,800$5,000

$5,000- 5.000 $4,000- 5.000

24$4,700 (6 )(6 )( 6 )

AMOUNT OF INSURANCE IS BASED ON A SCHEOULE WHICH INDICATES A SPECIFIED DOLLAR AMOUNT OF INSURANCE FOR A SPECIFIED LENGTH OF SERVICE!PERCENT OF ALL FULL-TIME WORKERS 18-------AMOUNT OF INSURANCE PROVIDEO19 AFTER:6 MONTHS OF SERVICE!

MEAN---------------------------MEDIAN -------------------------MIDDLE RANGE <50 PERCENT) ------MIDDLE RANGE <80 PERCENT) ------

1 YEAR OF SERVICE!MEAN---------------------------MEDIAN -------------------------MIDDLE RANGE <50 PERCENT) ------MIDDLE RANGE <80 PERCENT) ------

5 YEARS OF SERVICE!MEAN---------------------------MEDIAN -------------------------MIDDLE RANGE <50 PERCENT) -------MIDDLE RAN6E <80 PERCENT) -------

10 YEARS OF SERVICE!MEAN---------------------------MEDIAN -------------------------MIDDLE RANGE <50 PERCENT) -------MIDDLE RANGE <80 PERCENT) -------

20 YEARS OF SERVICE!MEAN---------------------------MEDIAN -------------------------MIDDLE RANGE <50 PERCENT) -------MIDDLE RANGE <80 PERCENT) ------

See footnotes at end of tables

Table B-7. Life insurance plans for full-time workers in Billings, Mont., July 1977— ContinuedP lan t w o rk e rs

A l l industries Manufacturing

O ffic e w o rk e rs

A l l industries Manufacturing

A l lplans 17


A l lplans 17


A l lplans 17


A l lplans 17

Noncontributor plans 17

18 13 22 22 25 18 33 28

$6 f 300 $8,700 $4,800 $4,600 $9,200 $10,400 $11,400 $11,700$5 » 000 $5,000 $5,000 $5,000 $10,000 (6 ) $16,000 (6 )

.500-10.000 $2,500-10,000 $2,500- 5,000 $2,500- 5,000 $10 ,000-10,000 (6 ) $7 ,500-16 .000 (6 ),300-10,000 $2,500-10,000 $2,500-10,000 $2,500-10 ,000 $2,500-16 ,000 (6 ) $2 ,500-16 .000 (6 )

$8,300 $8,000 $6,700 $6,700 $10,900 $10,700 $14,200 $12,800$10,000 $10,000 $10,000 $10,000 $10,000 (6 ) $17,000 (6 )

,500-10,000 $2,000-10,000 $2,000-10,000 $2,000-10 ,000 $10 ,000-10,000 (6 ) $10,000-17,000 (6 ),000-10,000 $2,000-10,000 $2,000-10,000 $2,000-10 ,000 $2,500-20 ,000 (6 ) $2 ,000-21 .000 (6 )

$9,000 $8,000 $6,700 $6,700 $12,500 $11,300 $18,400 $15,300

$10,000 $10,000 $10,000 $10,000 $10,000 (6 ) $21,000 (6 )

,800-10,000 $2,000-10,000 $2,000-10,000 $2,000-10 .000 $10 ,000-10,000 (6 ) $10 ,000-21,000 (6 ),000-10,000 $2,000-10,000 $2,000-10,000 $2,000-10 ,000 $3,800-28 .000 (6 ) $2,000-34.000 (6 )

$10»000 $8 » 000 $6 v 7 00 $6 » 700 $14.300 $11,900 $22,700 $17,700$10,000 $10,000 $10,000 $10,000 $10,000 (6> $25,000 (6 )

,000-10,000 $2,000-10,000 $2,000-10,000 $2,000-10 ,000 *10,000 -10 ,000 (6 ) $10,000-25.000 (6 ),000-10,000 $2,000-10,000 $2,000-10,000 $2,000-10 ,000 $5,000-40 ,000 (6 ) $2,000-47.000 (6 )

20 18 22 16 32 22 29 8

1.12 1.00 1.29 (6 ) 1.95 1.93 1.73 (6 )1.00 1.00 1.00 (6 ) 2.00 (6 ) ( 6 ) (6 )

1.0 0 -1 .0 0 1.0 0 -1 .0 0 1.0 0 -2 .0 0 (6 ) 1 .0 0 -2 .50 (6 ) (6 ) (6 )1.0 0 -2 .0 0 1.0 0 -1 .0 0 1.0 0 -2 .0 0 (6 ) 1 .00-2 .50 (6 ) (6 ) (6 )

15 13 16 10 30 20 27 6

5 5 6 6 1 1 2 2

( 6 ) (6 ) ( 6 ) ( 6 ) ( 6 ) ( 6 ) (6 ) ( 8 )( 6 ) (6 ) (6 ) (6 ) ( 6 ) (6 ) (6 ) ( 6 )( 6 ) ( 6 ) (6 ) ( 6 ) ( 6 ) (6 ) (6 ) (6 )( 6 ) ( 8 ) ( 6 ) ( 6 ) ( 6 ) ( 6 ) (6 ) ( 6 )

- - - - - - - -

TYPE OF P L A N A N D AMOUNT O F INSURANCE-CONTINUED

AMOUNT OF INSURANCE IS BASED ON A SCHEDULE UHICH INDICATES A SPECIFIED DOLLAR AMOUNT OF INSURANCE FOR A SPECIFIED AMOUNT OF EARNINGS:

PERCENT OF ALL FULL-TIME UORKERS 18-----------------AMOUNT OF INSURANCE PROVIOED 19 IF !

ANNUAL EARNINGS ARE $5,000:MEAN-----------------------------------------------------MEDIAN -------------------------------------------------MIDDLE RANGE (50 PERCENT) ---------------MIDDLE RANGE (GO PERCENT) ---------------

ANNUAL EARNINGS ARE $10,000:MEAN-----------------------------------------------------MEDIAN -------------------------------------------------MIDDLE RANGE (50 PERCENT) ---------------MIDDLE RANGE (80 PERCENT) ---------------



AMOUNT OF INSURANCE IS EXPRESSED AS A FACTOR OF ANNUAL EARNINGS! 20

PERCENT OF ALL FULL-TIME UORKERS18-----------------FACTOR OF ANNUAL EARNINGS USED TO CALCULATE

AMOUNT OF INSURANCE! 19 20MEAN-----------------------------------------------------MEDIAN -------------------------------------------------MIDDLE RANGE (50 PERCENT) ---------------MIDDLE RANGE (80 PERCENT) ---------------

PERCENT OF ALL FULL-TIME UORKERS COVERED BY PLANS NOT SPECIFYING A MAXIMUM AMOUNT OFINSURANCE --------------------------------------------------------

PERCENT OF ALL FULL-TIME UORKERS COVERED BY PLANS SPECIFYING A MAXIMUM AMOUNT OFINSURANCE --------------------------------------------------------

SPECIFIED MAXIMUM AMOUNT OF INSURANCE:19MEAN-----------------------------------------------------MEDIAN -------------------------------------------------MIDDLE RANGE (50 PERCENT) ---------------MIDDLE RANGE (80 PERCENT) ---------------

AMOUNT OF INSURANCE IS BASED ON SOME OTHER TYPE OF p l a n :

PERCENT OF ALL FULL-TIME UORKERS 18-----------------

See foo tn otes a teend o f ta b le s .

18

Footnotes

Some of these standard footnotes m ay not apply to this bulletin.

1 Standard hours r e f le c t the w orkw eek fo r which em ployees r e c e iv e the ir regu la r s tra igh t- t im e sa la r ies (exc lu s ive of pay fo r o v e r t im e at r e g ular and/or p rem ium ra tes ) , and the earnings correspond to these w eek ly hours .

2 The m ean is computed fo r each job by totaling the earnings of a l l w o rk e rs and dividing by the number of w o rk e rs . The m edian d e s ig nates posit ion— half of the w o rke rs r e c e iv e the same or m ore and half r e ce ive the same or le ss than the rate shown. The m iddle range is defined by two rates of pay; a fourth of the w o rk e rs earn the same or less than the low er of these rates and a fourth earn the same or m ore than the higher rate.

3 Earnings data re la te only to w o rk e rs whose sex identi f icat ion was prov ided by the establishment.

4 Excludes p rem ium pay fo r o v e r t im e and fo r w ork on weekends, ho lidays, and late shifts.

Es t im ates fo r periods ending p r io r to 197 6 re la te to m en only fo r sk il led maintenance and unskilled plant w o rk e rs . A l l other es t im ates r e late to men and women.

6 Data do not m eet publication c r i t e r ia or data not ava ilab le .7 F o r m a l l y estab lished m in im um regu lar s tra igh t- t im e hir ing s a l

a r ie s that a re paid fo r standard workweeks.8 Excludes w o rke rs in subc ler ica l jobs such as m essen ger .9 Data are presented fo r a l l standard workweeks combined, and fo r

the m ost com m on standard workweeks reported .10 Includes al l plant w o rke rs in estab lishments cu rren t ly op e ra t

ing late shifts, and establishments whose fo rm a l p rov is ions c o v e r late shifts , even though the establishments w e re not cu rren t ly operating late shifts.

11 L e s s than 0.05 percent.12 L e s s than 0.5 percent.13 A l l combinations of fu ll and half days that add to the sam e amount

a re combined; fo r exam ple , the proport ion of w o rk e rs r ece iv in g a total of 10 days includes those with 10 full days and no half days, 9 full days and 2 half days, 8 full days and 4 half days, and so on. P ropor t ion s then w e re cumulated.

19

14 Includes payments other than " length of t im e , " such as percentage of annual earnings or f la t -su m payments, converted to an equivalent t im e bas is ; fo r exam ple , 2 percent of annual earnings was considered as 1 week 's pay. P e r io ds of s e r v ic e a re chosen a r b i t ra r i ly and do not n e c e s sa r i ly r e f le c t individual prov is ions fo r p rogress ion ; fo r exam ple, changes in p ro portions at 10 y ea rs include changes between 5 and 10 years. Estimates a re cumulative. Thus, the proport ion eligibl/e for at least 3 w eeks ' pay a f te r 10 yea rs includes those e l ig ib le fo r at least 3 weeks ' pay a fte r few er yea rs of s e rv ic e .

15 Estim ates l is ted a f te r type of benefit a re for a l l plans fo r which at leas t a part of the cost is borne by the em ployer . "Noncontr ibutory plans" include only those f inanced en t ire ly by the em ployer . Excluded are l e g a l ly requ ired plans, such as w o rk e rs ' d isab il i ty compensation, soc ia l s e curity , and ra i l ro ad re t irem en t.

16 Unduplicated total of w o rke rs rece iv ing s ick leave or s ickness and accident insurance shown separa te ly below. Sick leave plans a re l im ited to those which de fin ite ly estab lish at least the m in im um number of days' pay that each em ployee can expect. In form a l s ick leave allowances determ ined on an individual basis a re excluded.

17 Estim ates under " A l l plans" re la te to a l l plans fo r which at least a part of the cost is borne by the em p loyer . Estim ates under "N on con tr ib utory p lans" include only those financed en t ire ly by the employer.

18 F o r " A l l in d u s tr ie s , " a l l fu l l - t im e plant w o rke rs or o f f ice w o rkers equal 100 percent. F o r "M an u fac tu r in g ," a l l fu l l - t im e plant w o rkers or o f f ic e w o rke rs in manufacturing equal 100 percent.

19 The mean amount is computed by multiplying the number of w orkers p rov ided insurance by the amount of insurance provided, totaling the p rod ucts, and dividing the sum by the number of w o rke rs . The median indicates that half of the w o rke rs a re prov ided an amount equal to or sm a l le r and half an amount equal to or l a r g e r than the amount shown. Middle range (50 p e r cent)— a fourth of the w o rk e rs a re p rov ided an amount equal to or less than the sm a l le r amount and a fourth a re prov ided an amount equal to or m ore than the l a r g e r amount. M iddle range (80 percent)— 10 percent of the w o rk ers a re p rov ided an amount equal to or less than the sm a l le r amount and 10 percent a re p rov ided an amount equal to or m o re than the la r g e r amount.

20 A fac tor of annual earnings is the number by which annual earnings a re m ult ip l ied to de term ine the amount of insurance provided. F o r example, a fac tor o f 2 indicates that fo r annual earnings of $10,000 the amount of insurance p rov ided is $20, 000.

Appendix A. Scope and Method of Survey

Data on a rea wages and re la ted benefits a re obtained by persona l v is i ts o f Bureau f ie ld r ep resen ta t ives at 3 -yea r in terva ls . In each o f the interven ing y ea rs , in form ation on employment and occupational earnings is co l le c ted by a combination o f persona l v is i t , m a i l questionna ire , and te lephone in terv iew f r o m estab lishments part ic ipa ting in the p rev ious survey .

In each o f the 74 * 1 a reas cu rren t ly surveyed, data a re obtained f ro m rep resen ta t ive estab lishm ents within s ix broad industry d iv is ions : M anu facturing; transporta t ion , communication, and other public u t i l i t ies ; wholesa le trade; r e ta i l trade ; f inance, insurance, and r ea l estate; and s e rv ic e s . M a jo r industry groups excluded f r o m these studies a re government operations and the construction and ex trac t ive industr ies . Estab lishm ents having fe w e r than a p resc r ib ed number o f w o rk e rs a re om itted because o f insuffic ient em p lo y ment in the occupations studied. Separate tabulations a re p rov ided fo r each o f the broad industry d iv is ions which m eet publication c r i t e r ia .

These surveys a re conducted on a sample basis. The sampling p rocedures invo lve deta iled s tra t i f ica t ion o f a l l estab lishments within the scope o f an individual a rea survey by industry and number o f em p loyees . F ro m this s tra t i f ied u n iverse a p robab i l i ty sam ple is se lec ted , with each establishment having a p red e te rm in ed chance of se lec t ion . To obtain optimum accuracy at m in im um cost, a g re a te r p roport ion o f la r g e than sm a ll e s tab l ish ments is se lec ted . When data a re com bined, each establishment is weighted accord ing to its p robab i l i ty o f se lec t ion , so that unbiased es t im ates a re generated. F o r exam ple , i f one out o f four establishments is se lec ted , it is g iven a weight o f 4 to rep resen t i t s e l f plus th ree others. An a lternate o f the same o r ig in a l p robab i l i ty is chosen in the sam e in du s try -s iz e c l a s s i f i cation i f data are not ava i lab le f r o m the o r ig in a l sample m em b er . I f no suitable substitute is ava i lab le , additional weight is assigned to a sam ple m em b er that is s im i la r to the m iss in g unit.

Occupations and earnings

Occupations se lec ted f o r study are com mon to a va r ie ty o f m anu facturing and nonmanufacturing industr ies , and a re o f the fo l low ing types: (1)O ff ic e c le r ic a l ; (2) p ro fess ion a l and techn ica l; (3) maintenance, to o lroom , and powerplant; and (4) m a te r ia l m ovem ent and custodial. Occupational c lass i f ica t ion is based on a un ifo rm set o f job descr ip t ions designed to take account o f inter establishment var ia t ion in duties within the same job. Occupations se lec ted fo r study a re l is ted and descr ibed in appendix B.

1 Included in the 74 areas are 4 studies conducted by the Bureau under contract. These areas are Akron, Ohio; Birmingham, A la .; Norfolk-Virginia Beachr-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 o therw ise indicated, the earnings data fo l low ing the job t i t les are fo r a l l industries combined. Earnings data fo r som e o f the occupations l is ted and d esc r ib ed , or fo r som e industry d iv is ions within the scope of the survey , a re not presen ted in the A - s e r i e s tab les because e ither (1) em p lo y ment in the occupation is too sm a ll to p rov ide enough data to m er i t p r e s e n tation, or (2) th e re is poss ib i l i ty o f d isc lo su re o f individual establishment data. Separate m en 's and w om en 's earnings data a re not presented when the number o f w o rk e rs not identif ied by sex is 20 percent o r m ore o f the men or wom en identi f ied in an occupation. Earn ings data not shown separa te ly fo r industry d iv is ions a re included in data fo r a l l industr ies combined. L ik ew is e , fo r occupations with m ore than one le v e l , data are included in the o v e r a l l c lass i f ica t ion when a subc lassif ica t ion is not shown or in form ation to subc lass ify is not ava ilab le .

Occupational employm ent and earnings data a re shown fo r fu l l - t im e w o rk e rs , i .e . , those h ired to w o rk a regu lar w eek ly schedule. Earnings data exclude p rem iu m pay fo r o v e r t im e and fo r w o rk on weekends, holidays, and late shifts. Nonproduction bonuses a re excluded, but c o s t -o f - l i v in g a llowances and incentive bonuses are included. W eek ly hours fo r o f f ic e c l e r i c a l and p ro fess ion a l and techn ica l occupations r e f e r to the standard w orkw eek (rounded to the neares t half hour) fo r which em ployees r e c e iv e regu lar s tra igh t- t im e sa la r ie s (ex c lu s iv e o f pay fo r o v e r t im e at regu lar and/or p rem ium ra tes ) . A v e r a g e w eek ly earnings fo r these occupations are rounded to the neares t half d o l la r . V e r t i c a l l ines within the distribution of w o rk e rs on som e A - ta b le s indicate a change in the s ize o f the c lass in terva ls .

These surveys m easu re the l e v e l o f occupational earnings in an area at a par t icu lar t im e . C om parisons o f individual occupational ave rages o ve r t im e m ay not r e f le c t expected wage changes. The a ve ra ges fo r individual jobs a re a ffected by changes in wages and employm ent patterns. F o r exam ple, p roport ions of w o rk e rs employed by high- o r low -w a g e f i rm s may change, or h igh-w age w o rk e rs m ay advance to be tte r jobs and be rep laced by new w o rk e rs at low er ra tes . Such shifts in em p loym ent could d ecrease an occupational a ve ra ge even though m ost estab lishm ents in an area increase wages during the yea r . Changes in earnings o f occupational groups, shown in tab le A -7 , are better ind icators o f wage trends than a re earnings changes fo r individual jobs within the groups.

A v e r a g e earnings r e f le c t com pos ite , a reaw ide est im ates. Industries and estab lishm ents d i f fe r in pay le v e l and job sta ff ing, and thus contribute d i f fe ren t ly to the es t im ates fo r each job. Pay a ve ra ges m ay fa i l to re f le c t accurate ly the wage d i f fe ren t ia l among jobs in individual establishments.

A v e ra g e pay le v e ls fo r men and wom en in se lec ted occupations should not be assumed to r e f le c t d i f fe ren ces in pay o f the sexes within individual estab lishm ents. F ac to rs which m ay contribute to d i f fe rences include p ro g re s s io n within estab lished rate ranges (on ly the rates paid incumbents a re co l lec ted ) and p e r fo rm a n ce o f spec i f ic duties within the g en e ra l survey job descr ip t ions . Job descr ip t ions used to c la s s i fy em ployees in these surveys usually a re m o re g en e ra l iz ed than those used in individual estab lishm ents and a l low fo r m inor d i f fe ren ces among estab lishm ents in spec i f ic duties p e r fo rm ed .

Occupational employment est im ates rep resen t the to ta l in a l l e s tab l ishm ents within the scope o f the study and not the number actually surveyed. Because occupational structures among estab lishm ents d i f fe r , est im ates of occupational employm ent obtained f r o m the sample o f estab lishments studied s e rv e only to indicate the re la t ive im portance o f the jobs studied. These d i f fe ren ces in occupational structure do not a f fect m a te r ia l ly the accuracy o f the earnings data.

W age trends fo r se lec ted occupational groups

The percent in creases presented in tab le A -7 a re based on changes in a ve ra ge hourly earnings o f men and women in establishments report ing the trend jobs in both the current and p rev ious yea r (matched estab lishm ents). The data a re adjusted to r em ove the e f fec t on a ve ra ge earnings o f em p lo y ment shifts among establishments and turnover o f estab lishments included in su rvey sam ples . The percent in c reases , h ow ever , a re s t i l l a f fected by fa c to rs other than wage inc reases . H ir in g s , la y o f fs , and turnover m ay a ffect an estab lishment a ve ra ge f o r an occupation when w o rk e rs a re paid under plans p rov id ing a range o f wage rates fo r individual jobs. In per iods o f in c reased h ir ing , fo r exam ple , new em ployees m ay enter at the bottom o f the range, depress ing the a ve ra ge without a change in wage rates.

The percent changes re la te to wage changes between the indicated dates. When the t im e span between surveys is other than 12 months, annual rates a re shown. (It is assumed that wages in c rease at a constant ra te between su rveys .)

Occupations used to compute wage trends are :

O f f ic e c l e r i c a l

S e c r e ta r ie sStenographers , g en era l S tenographers , sen ior T y p is ts , c lasses

A and BF i l e c le rk s , c lasses A ,

B, and C M essen g e rsSwitchboard opera to rs 2

O f f ic e c l e r i c a l— Continued

O rd e r c le rk s , c lasses A and B

Accounting c le rk s , c lasses A and B

Bookkeeping-m ach ine op era to rs , c lass B

P a y r o l l c le rk s Keypunch op e ra to rs ,

c lasses A and B

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

21

E lec t ron ic data p rocess ing

Computer system s analysts , c lasses A , B, and C

Computer p ro g r a m m e r s , c lasses A , B, and C

Computer op era to rs , c lasses A , B, and C

Skilled maintenance

Carpenters E lectr ic ian s Pa int e r s Machin istsMechanics (m achinery) Mechanics (m oto r vehic le ) P ip e f i t t e r s Too l and die m akers

Industr ia l nurses Unskilled plant

R eg is te r ed industr ia l nurses

Jan itors , p o r te rs , and c leaners

M a te r ia l handling labore rs

P ercen t changes fo r individual areas in the p ro g ra m are computed as fo l low s :

1. A v e ra g e earnings a re computed fo r each occupation for the 2 yea rs being com pared . The ave rages a re d er ived f r o m earnings in those establishments which are in the su rvey both y ea rs ; it is assumed that employment rem ains unchanged.

2. Each occupation is ass igned a weight based on its p roport ionate employm ent in the occupational group in the base year.

3. These weights a re used to compute group averages .Each occupation 's a ve ra ge earnings (computed in step 1) is m ult ip l ied by its weight. The products a re totaled to obtain a group ave rage .

4. The ratio of group ave rages fo r 2 consecutive years is computed by d iv iding the a ve ra ge for the current year by the a ve ra ge fo r the e a r l i e r year. The result— expressed as a percent— less 100 is the percent change.

F o r a m ore deta i led descr ip t ion o f the method used to compute these wage trends , see " Im p rov in g A r e a Wage Survey In d e x e s , " Monthly Labor R e v i e w , January 1973, pp. 52-57.

Establishm ent p ra c t ice s and supplementary wage p rov is ions

The incidence o f se lec ted establishment p rac t ices and supplementary wage p rov is ion s is studied fo r fu l l - t im e plant w o rke rs and o f f ic e w o rk e rs . P lant w o rk e rs include n onsuperv isory w o rk e rs and working superv isors engaged in nonoff ice functions. (C a fe t e r ia w o rk e rs and route w o rk e rs are excluded in manufacturing industr ies , but included in nonmanufacturing industr ies .) O f f ic e w o rk e rs include nonsuperv isory w o rkers and work ing su perv iso rs p e r fo rm in g c le r i c a l o r re la ted functions. Lead w o rk e rs and tra inees a re included among n onsuperv isory w o rk e rs . Adm in is tra t iv e , ex ecu t iv e , p ro fess ion a l and p a r t - t im e em ployees as w e l l as construction w o rk e rs u t i l ized as separate w o rk fo r c e s a re excluded f ro m both the plant and o f f ic e w o rk e r ca tego r ies .

M in im um entrance sa la r ie s (table B - l ) . M in im um entrance sa la r ies fo r o f f ic e w o rk e rs re la te on ly to the estab lishments v is i ted . Because o f the optimum sampling techniques used and the p robab il ity that la rge e s tab l ish ments a re m ore l ik e ly than sm a ll estab lishments to have fo rm a l entrance

rates above the su bc le r ica l l e v e l , the table is m ore rep resen ta t ive o f po l ic ies in m edium and la rge estab lishm ents. (The " X ' s " shown under standard w eek ly hours indicate that no meaningful totals a re applicab le.)

Shift d i f fe ren t ia ls --- manufacturing (table B -2 ) . Data w e re co l lec tedon po l ic ie s o f manufacturing estab lishments regard ing pay d i f fe ren t ia ls for plant w o rk e rs on late shifts . Estab lishments cons idered as having p o l ic ies a re those which (1) have p rov is ions in w r it ing cove r in g the operation o f late shifts, o r (2) have operated late shifts at any t im e during the 12 months preced ing a survey . When estab lishments have s e v e r a l d i f fe ren t ia ls which va ry by job, the d i f fe r en t ia l applying to the m a jo r i ty o f the plant w o rk e rs is reco rded . When estab lishments have d i f fe ren t ia ls which apply only to certa in hours o f w ork , the d i f fe ren t ia l applying to the m a jo r i ty o f the shift hours is reco rded .

F o r purposes o f this study, a late shift is e ither a second (evening) shift which ends at or near midnight o r a th ird (night) shift which starts at or near midnight.

D if fe ren t ia ls fo r second and third shifts a re sum m arized separa te ly fo r (1) estab lishment p o l ic ie s (an estab lishm ent 's d i f fe ren t ia ls a re weighted by al l plant w o rk e rs in the estab lishment at the t im e of the survey ) and (2) e f fe c t iv e p ra c t ice s (an estab lishm ent 's d i f fe ren t ia ls a re weighted by plant w o rk e rs em ployed on the spec i f ied shift at the t im e o f the survey ).

Scheduled w eek ly hours; paid holidays; paid vacations; and health, insurance, and pension p lans . P ro v is io n s which apply to a m a jo r i ty o f the plant o r o f f ic e w o rk e rs in an estab lishment a re considered to apply to a l l plant or o f f ic e w o rk e rs in the establishment; a p rac t ice or p rov is ion is con s ide red nonexistent when it applies to le ss than a m a jo r i ty . Holidays ; vacations; and health, insurance, and pension plans a re considered applicab le to em p loyees cu rren t ly e l ig ib le fo r the benefits as w e l l as to em p loyees who w i l l eventually becom e e l ig ib le .

Scheduled w eek ly hours and days (tab le B - 3 ) . Scheduled w eek ly hours and days r e f e r to the number o f hours and days per w eek which fu l l t im e f i r s t (day) shift w o rk e rs a re expected to w o rk , whether paid fo r at s tra igh t- t im e o r o v e r t im e ra tes .

Pa id holidays (tab le B - 4 ) . Holidays a re included only i f they are granted annually on a fo r m a l basis (p rov ided fo r in w r itten fo rm or es tab lished by custom). They a re included even though in a par t icu lar year they fa l l on a nonworkday and em p loyees are not granted another day off . Em p loyees m ay be paid fo r the t im e o f f o r m ay r e c e iv e p rem ium pay in l ieu o f t im e o ff.

Data are tabulated to show the percent o f w o rk e rs who (1) a re granted spec i f ic numbers o f whole and half holidays and (2) are granted spec if ied amounts of tota l ho liday t im e (whole and half holidays a re aggrega ted ) .

P a id vacations (tab le B - 5 ) . Estab lishm ents report th e ir method of calculating vacation pay ( t im e b a s is , p ercent o f annual earn ings , f la t-sum payment, etc.) and the amount o f vacation pay granted. Only basic fo rm a l plans are reported . Vacation bonuses, vaca t ion -sav ings plans, and "ex ten ded " or "sab b a t ic a l " benefits beyond bas ic plans a re excluded.

F o r tabulating vacation pay granted, a l l p rov is ions a re exp ressed on a t im e basis . Vacation pay ca lcu lated on other than a t im e basis is converted to its equivalent t im e period . Two percent of annual earn ings, fo r exam ple , is tabulated as 1 w eek 's vacation pay.

A ls o , p rov is ion s a fte r each spec i f ied length o f s e rv ic e a re re la ted to a l l plant o r o f f i c e w o rk e rs in an estab lishment reg a rd less of length o f

s e rv ic e . Vacation plans com m on ly p rov ide fo r a la r g e r amount o f vacation pay as s e r v ic e lengthens. Counts o f plant or o f f ic e w o rk e rs by length ofs e rv ic e w e re not obtained. The tabulations o f vacation pay granted present,th e r e fo r e , s ta t is t ica l m easu res o f these p rov is ions ra ther than proportions of w o rk e rs actually r ece iv in g spec i f ic benefits .

Health, insurance, and pension plans (tab les B -6 a n d B - 7 ) . Health, insurance, and pension plans include plans fo r which the em p loyer pays e ither a l l or part o f the cost. The cost m ay be (1) underwritten by a c o m m e rc ia l insurance company or nonprofit organ iza t ion , (2) c o ve red by a union fund to which the em p loyer has contributed, o r (3) borne d i re c t ly by the em p loyer out of operating funds o r a fund set as ide to cove r the cost. A plan is included even though a m a jo r i ty o f the em p loyees in an e s tab l ish ment do not choose to par t ic ipa te in it because they are requ ired to bear part o f its cost (p rov ided the cho ice to par t ic ipa te is ava ilab le o r w i l l eventually becom e ava i lab le to a m a jo r i ty ) . L e g a l l y r equ ired plans such as soc ia l secu r ity , ra i l ro ad r e t i r em en t , w o r k e r s ' d isab i l i ty compensation, and tem p o ra ry d isab il i ty in su ra n ce3 a re excluded.

L i f e insurance includes fo r m a l plans prov id ing indemnity (usually through an insurance po licy ) in case o f death o f the cove red w o rk e r . In form ation is a lso p rov ided in table B -7 on types o f l i f e insurance plans and the amount o f c o v e ra ge in a l l industr ies combined and in manufacturing.

A cc id en ta l death and d ism em berm en t is . l im ited to plains which p rov ide benefit payments in case o f death o r loss of l im b or sight as a d irec t resu lt o f an accident.

Sickness and accident insurance includes on ly those plans which p rov ide that p red e te rm in ed cash payments be made d ir e c t ly to em p loyees who lose t im e f r o m w o rk because o f i l lness or in ju ry , e .g . , $50 a week fo r up to 26 weeks o f d isab il i ty .

Sick le a v e plans a re l im ited to fo rm a l plans 4 which p ro v ide for continuing an em p lo yee 's pay during absence f r o m w o rk because of i l lness . Data co l le c ted distinguish between (1) plans which prov ide full pay with no wait ing pe r iod , and (2) plans which e ither p rov ide par t ia l pay o r r equ ire a wait ing per iod .

3 Temporaiy disability insurance which provides benefits to covered woikers disabled by injury or illness 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 contribute; 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 contributemore 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.

L o n g - t e rm d isab il i ty insurance plans p rov ide payments to to ta l ly d isabled em ployees upon the exp iration o f th e ir paid s ick lea ve and/or s ic k ness and accident insurance, or a fte r a p rede te rm ined period o f d isab il i ty (tyj5idally 6 months). Payments a re made until the end of the d isab il i ty , a maximum* age, or e l ig ib i l i ty fo r re t irem en t benefits . Full o r pa r t ia l p a y ments a re a lm ost a lways reduced by soc ia l secu r ity , w o rk e r s ' d isab il i ty compensation, and p r iva te pension benefits payable to the disabled employee .

Hosp ita l iza t ion , su rg ica l , and m ed ica l insurance plans reported in these surveys p rov ide full or par t ia l payment fo r basic s e rv ic e s rendered . Hosp ita l iza t ion insurance c ove rs hospital room and board and m ay cove r other hospita l expenses. Surgica l insurance c ove rs surgeons ' fe es . M ed ica l insurance c o v e rs d oc to rs ' fe es fo r home, o f f i c e , or hospital ca l ls . Plans r e s t r ic ted to p os t-opera t ive m ed ica l ca re or a doc to r 's ca re fo r m inor a ilm ents at a w o rk e r 's p lace o f employment a re not cons idered to be m ed ica l insurance.

M a jo r m ed ica l insurance cove ra ge applies to s e rv ic e s which go beyond the basic s e rv ic e s cove red under hospita l izat ion , surg ica l , and m ed ica l insurance. M a jo r m ed ica l insurance typ ica l ly (1) requ ires that a "d educt ib le " (e .g . , $50) be m et b e fo re benefits begin, (2) has a coinsurance fea ture that requ ires the insured to pay a portion (e .g . , 20 percent) o fcerta in expenses, and (3) has a spec if ied do l la r m axim um of benefits (e .g . , $ 10,000 a yea r ) .

Dental insurance plans p rov ide no rm a l dental s e rv ic e benefits , usually fo r f i l l in g s , ex tract ions , and X - ra y s . P lans which p rov ide benefits only fo r o ra l su rge ry or repa ir ing accident damage are not reported .

R e t irem en t pension plans p rov ide fo r regu lar payments to the r e t i r e e for l i fe . Included are d e fe r red p ro f i t -sh a r in g plans which p rov ide the option of purchasing a l i f e t im e annuity.

L abor -m an agem en t agreem ent cove ra ge

The fo l low ing tabulation shows the percen t o f fu l l - t im e plant and o f f ic e w o rk e rs em ployed in establishments in the B i l l in gs a rea in which a union contract o r contracts cove red a m a jo r i t y o f the w o rke rs in the r espec t ive ca tego r ies , July 1977:

P lant w o rk e rs O ff ice w o rke rs

A l l industr ies_________________ 63 18M anufacturing____________ 85 4Nonm anufacturing________ 49 21

Public u t i l i t i e s ________ 89 80

An estab lishment is considered to have a contract cover in g all plant o r o f f ic e w o rk e rs i f a m a jo r i t y o f such w o rk e rs is cove red by a labor- m anagem ent ag reem ent. T h e r e fo re , all other plant o r o f f ice w o rk e rs are employed in establishments that e ither do not have labor-m anagem en t contracts in e f fec t, o r have contracts that apply to fe w e r than half o f their plant o r o f f ic e w o rk e rs . Est im ates are not n e c e s sa r i ly represen ta t ive o f the extent to which all w o rk e rs in the a rea m ay be cove red by the p rov is ions o f labor- m anagement agreem en ts , because sm a ll establishments are excluded and the industria l scope o f the su rvey is l im ited .

Industrial com posit ion in manufacturing

O ve r one-fourth of the w o rk e rs within the scope of the survey in the B i l l in gs a rea w e re employed in manufacturing f i rm s . The fo l low ing presents the m a jo r industry groups and spec i f ic industries as a percent of all manufacturing:

Industry groups Spec if ic industries

Food and k indred p rodu c ts____ 44 Pe tro leum r e f in in g ............... . . . . 30P e tro leu m and coal p roduc ts_ 30 M eat products . . .22P r in t ing and publishing 14 B akery products ................ _ 11F abr ica ted m eta l products 5 N ew spapers .............. . 8

Sugar and con fect ioneryproducts ..... .. . 7

F abr ica ted structural m eta lproducts 5

This in fo rm ation is based on es t im ates o f total employment d e r ived f ro m un iverse m a te r ia ls com piled b e fo re actual survey . P ropor t ion s in var ious industry d iv is ions m ay d i f fe r f ro m proport ions based on the results of the su rvey as shown in appendix table 1.

Appendix table 1. Establishments and workers within scope of survey and number studied in Billings, Mont.,1 July 1977

N um ber o f es tab lishm en ts W ork e rs in estab lishm en ts

em p loym en t in e s ta b lish

m ents in scope o f study

W ith in scope o f studyStudiedIn du stry d iv is io n 2 W ith in scope

o f study ‘Studied T o t a l4

F u ll- t im e F u ll- t im e

N um ber P e rc en t p lan t w o rk e rs o ff ic e w o rk e rsT o ta l4

ALL DIVISIONS ------------------------------------------------- _ 75 49 8 » 6 6 8 1 0 0 4.174 1.082 6.871

MANUFACTURING -------------------------------------------------------- 50 16 1 2 2.425 28 1.546 177 2.150NONMANUFACTURING ---------------------------------------------------

TRANSPORTATION. COMMUNICATION. AND“ 59 37 6.243 72 2.628 905 4.721

OTHER PUBLIC U T IL IT IE S 5 --------------------------------- 50 9 9 1.576 18 737 240 1.576WHOLESALE TRADE ----------------------------------------------- 50 1 0 5 900 1 0 < 6 ) (6 ) 458RETAIL TRADE ----------------------------------------------------- 50 26 1 2 2.390 28 C6 1 <6 I 1.500FINANCE. INSURANCE. AND REAL ESTATE ----------- 50 4 4 562 6 C 7> » 56 2SERVICES® ------------------------------------------------------------ 50 1 0 7 815 9 <6> <<■ 1 625

1 The B illings Standard M etropolitan Statistical A rea , as defined by the O ffice o f Management and Budget through February 1974, consists o f Yellowstone County. The "w orkers within scope o f study" estim ates shown in this table provide a reasonably accurate description o f the size and composition of the labor fo rce included in the survey. Estim ates are not intended, however, fo r comparison with other employment indexes to measure employment trends or leve ls since (1) planning o f wage surveys requ ires establishment data compiled considerably in advance o f the payroll period studied, and (2) sm all establishments are excluded from the scope of the survey.

2 The 1972 edition o f the Standard Industrial C lassification Manual was used to classify establishments by industry division. H owever, a ll government operations are excluded from the scope of the survey.

3 Includes a ll establishments with total employment at o r above the minimum lim itation. A ll outlets (within the area ) o f companies in industries such as trade, finance, auto repair serv ice , and motion picture theaters are considered as 1 establishment.

4 Includes executive, professional, part-tim e, and other workers excluded from the separate plant and o ffice categories.

5 Abbreviated to "public u tilities" in the A - and B -s e r ie s tables. Taxicabs and serv ices incidental to water transportation are excluded.

6 This d ivision is represented in estim ates fo r "a l l industries" and "nonmanufacturing" inthe A - and B -s e r ie s tables. Separate presentation o f data is not made fo r one or m ore o f the follow ing reasons: (1) Employment is too sm all to provide enough data to m erit separate study, (2)the sample was not designed in itia lly to perm it separate presentation, (3) response was insufficient o r inadequate to perm it separate presentation, and (4) there is possib ility of disclosure o f individual establishment data.

7 W orkers from this entire division are represented in estim ates fo r "a ll industries" and "nonmanufacturing" in the A -s e r ie s tables, but from the rea l estate portion only in estim ates for "a ll industries" and "nonmanufacturing" in the B -s e r ie s tables. Separate presentation of data is not made fo r one or m ore o f the reasons given in footnote 6.

8 Hotels and m otels; laundries and other personal serv ices ; business serv ices ; automobile repa ir, rental, and parking; motion pictures; nonprofit m em bership organizations (excluding religious and charitable organ izations); and engineering and arch itectural serv ices .

24

Appendix B.OccupationalDescriptions

The p r im a r y purpose of p repar ing job descr ip t ions fo r the Bureau 's wage surveys is to ass is t its f ie ld s taff in c lass i fy ing into approp ria te occupations w o rke rs who a re em ployed under a v a r ie ty of pay ro l l t i t les and d if fe ren t work arrangem ents f r o m estab lishment to estab l ish ment and f r o m a rea to area. Th is perm its the grouping of occupational wage rates rep resen ting com parable job content. Because of this emphasis on interestab lishm ent and in tera rea com parab i l i ty of occupational content, the Bureau 's job descr ip t ions m ay d i f fe r s ign if icantly f r o m those in use in individual establishments or those p repared fo r other purposes. In applying these job descr ip t ions, the Bureau 's f ie ld econom ists a re instructed to exclude working superv iso rs ; appren tices ; le a rn e rs ; b eg in ners ; and p a r t - t im e , tem po ra ry , and probationary w o rke rs . Handicapped w o rk e rs whose earnings are reduced because of their handicap are a lso excluded. T ra in ees a re excluded f r o m the su rvey except fo r those r e ce iv ing on -the- job training in some of the low er le v e l p ro fess ion a l and techn ica l occupations.

OfficeS E C R E T A R Y

A ss ign ed as a persona l s e c r e ta r y , no rm a l ly to one individual. Maintains a c lose and highly respons ive rela tionsh ip to the day - to -day a c t iv i t ies o f the su perv isor . W orks f a i r ly independently r ece iv in g a m in im um of deta i led superv is ion and guidance. P e r f o r m s va r ied c le r i c a l and s e c r e ta r ia l duties requ ir ing a knowledge o f o f f ic e routine and understanding of the organ iza t ion , p ro g ra m s , and procedures re la ted to the w ork o f the superv isor .

Exclusions

Not a l l posit ions that are t it led " s e c r e t a r y " possess the above ch a ra c te r is t ic s . Exam ples o f positions which are excluded f ro m the definition are as fo l low s :

S E C R E T A R Y — Continued

Exclusions--- Continued

a. Pos it ions which do not m eet the "p e rso n a l" se cre ta ry concept d esc r ibed above;

b. Stenographers not fu l ly tra ined in s e c re ta r ia l - ty p e duties;

c. Stenographers se rv ing as o f f ic e assistants to a group o f p r o fess iona l , techn ica l, o r m anager ia l persons;

d. A ss is tan t - type positions which entail m ore d ifficu lt or m ore r e sponsible techn ica l, adm in is tra t ive , or su perv iso ry duties which a r e not typical' of s e c r e ta r ia l work , e .g ., Adm in is tra t ive A s s i s t ant, or Executive Assistant ;

L is ted be low are s e v e ra l occupations fo r which re v is ed descr ip t ions o r t i t les are being introduced in this survey:

O rde r c le rk P a y r o l l c le rk S e c re ta rySw itchboard opera tor Switchboard op e ra to r - r e c ep t ion is t T ranscr ib ing-m ach ine typ ist Machine too l ope ra to r ( to o lroom )

The Bureau has discontinued co l lec t ing data c la ss i f ied as watchmen a re now c la ss i f ied as guards

T o o l and die m aker GuardShipper and r e c e iv e r (p rev iou s ly surveyed

as shipping and rece iv in g c le rk )

T ru ckdr iver

for tabulating-machine opera tor . W o rk e rs p rev iou s ly er the re v is ed descr iption .

25

SECRETARY— Continued

Exclus ions— Continued

e. Pos it ions which do not fit any of the situations l is ted in the sections be low t i t led " L e v e l o f S u p e r v i s o r , " e .g . , s e c r e ta r y to the pres ident o f a company that em p loys , in a ll , o v e r 5,000 persons;

f. T ra in e e s .

C lass i f ica t ion by L e v e l

S e c re ta ry jobs which m eet the above charac te r is t ics a re matched at one o f f iv e le v e ls accord ing to (a) the le v e l o f the s e c r e ta r y 's superv iso r within the com pany ’ s o rgan iza tiona l structure and, (b) the le v e l o f the s e c r e ta r y 's respons ib i l i ty . The chart fo l low ing the explanations of these two fac tors indicates the l e v e l o f the s e c r e ta r y fo r each combination o f the fa c to r s .

L e v e l o f S e c re ta ry 's Su perv iso r (LS )

S e c r e ta r ie s should be matched at one o f the four LS le v e ls descr ibed be low accord ing to the le v e l o f the s e c r e ta r y 's su pe rv iso r within the company organ iza t iona l structure.

LS—1

LS—2

LS—3

a. S e c re ta ry to the su pe rv iso r o r head o f a sm a ll organ iza tiona l unit (e .g . , f ew e r than about 25 o r 30 persons ) ; o r

b. S e c r e ta ry to a nonsuperv isory sta ff spec ia l is t , p ro fess ion a lem p loyee , adm in is tra t ive o f f i c e r o r assistant, sk i l led technician o r expert . (N O TE : M a n y companies assign s tenographers,ra ther than s e c r e ta r ie s as d esc r ib ed above, to this le v e l o f su pe rv iso ry o r nonsuperv isory w o rk e r . )

a. S ec re ta ry to an executive o r m an ager ia l person whose respons ib i l i ty is not equivalent to one o f the spec if ic le v e l situations in the defin ition fo r LS—3, but whose o rgan iza tiona l unit no rm ally numbers at least s e v e r a l dozen em p loyees and is usually divided into o rgan iza t iona l segments which are often, in turn, further subdivided. In some com panies, this le v e l includes a w ide range o f o rgan iza t iona l echelons; in others , only one o r two; or

b. S e c r e ta ry to the head o f an individual plant, fa c tory , e tc . , (or o ther equivalent le v e l o f o f f i c ia l ) that em ploys , in a ll , f ew e r than 5,000 persons.

a. S e c r e ta ry to the chairm an of the board o r pres ident o f a company that em p loys , in a l l , f e w e r than 100 persons; o r

b. S e c re ta ry to a corpora te o f f i c e r (other than chairman o f the board or p res iden t ) o f a company that em p loys , in a ll , o v e r 100 but fe w e r than 5, 000 persons; o r

c. S e c r e ta ry to the head ( im m ed ia te ly be low the o f f i c e r le v e l ) o v e r e i the r a m a jo r corpora tew ide functional act iv ity (e .g . , m arketing, resea rch , operations , industr ia l re la t ions, etc . ) o r a m a jo r geograph ic o r o rgan iza t iona l segment (e .g . , a reg iona l headquarte r s ; a m a jo r d iv is ion ) o f a company that em p loys , in a ll , o v e r 5, 000 but fe w e r than 25,000 em p loyees ; o r

d. S e c r e ta ry to the head of an individual plant, fa c to ry , etc . , (o r other equivalent l e v e l o f o f f i c ia l ) that em p loys , in all , o v e r 5,000 persons; o r

26

SECRET ARY— Continued

C lass i f ica t ion by L e v e l— Continued

e. S e c re ta ry to the head of a la rge and important organizational segment (e .g . , a m iddle m anagement su perv iso r o f an o rgan izat ional segment often invo lv ing as many as s e ve ra l hundred p erson s ) o f a company that em p loys , in a ll , o v e r 25,000 persons.

LS—4 a. S e c r e ta ry to the chairm an of the board or pres ident of a companythat em p loys , in a l l , o ver 100 but f ew e r than 5,000 persons; or

b. S e c re ta ry to a corpora te o f f i c e r (other than the chairman of the board o r p res iden t ) o f a company that em p loys , in all, o v e r 5, 000 but f e w e r than 25, 000 persons; or

c. S e c r e ta ry to the head, im m ed ia te ly be low the corpora te o f f i c e r l e v e l , o f a m a jo r segm ent o r subsidiary o f a company that em p loys , in a ll , o v e r 25,000 persons.

N O T E : The t e r m "c o rp o ra te o f f i c e r " used in the above LS de finit ion r e fe r s to those o f f ic ia ls who have a s ign if icant corpora tew ide p o l ic y making ro le with r eg a rd to m a jo r company ac t iv i t ie s . The t i t le "v ic e p r e s id e n t , " though n o rm a l ly ind icative o f this ro le , does not in all cases identify such posit ions. V ic e p res idents whose p r im a r y respons ib i l i ty is to act pe rson a l ly on individual cases o r transactions (e .g . , approve o r deny individual loan or c red i t actions; adm in is te r individual trust accounts; d i rec t ly superv ise a c l e r i c a l sta ff ) a re not cons idered to be "co rp o ra te o f f i c e r s " fo r purposes o f applying the definition.

L e v e l o f S e c r e ta ry 's Respons ib i l i ty (L R )

This fac to r evaluates the nature o f the w ork relationship between the s e c r e ta r y and the su perv iso r , and the extent to which the s e c re ta ry is expected to e x e r c is e in it ia t ive and judgment. S e c r e ta r ie s should be matched at L R —1 o r L R —2 descr ib ed be low accord ing to th e ir le v e l o f respons ib i l i ty .

L e v e l o f R espons ib i l i ty 1 (L R —1)

P e r fo r m s v a r ied s e c r e ta r ia l duties including o r com parable to most o f the fo llow ing:

a. An sw ers te lephones, g ree ts pe rson a l c a l le r s , and opens in coming m ail .

b. A n sw ers te lephone requests which have standard answers. May rep ly to requests by sending a f o r m le t te r .

c. Rev iew s correspondence , m em oranda , and reports p repared by others fo r the su p e rv is o r 's s ignature to ensure p rocedura l and typograph ica l accuracy.

d. Maintains su p e rv is o r 's ca lendar and m akes appointments as instructed.

e. T yp es , takes and t ran scr ibes dictation, and f i le s .

SECRETARY— Continued

L e v e l o f Respons ib i l i ty 2 (L R —2)

P e r fo r m s duties desc r ib ed under L R —1 and, in addition p e r fo rm s tasks requ ir ing g re a te r judgment, in it ia t ive , and knowledge o f o f f ic e functions including o r com parab le to m ost of the fo llow ing:

a. Screens telephone and person a l c a l le r s , determ in ing which can be handled by the su p e rv is o r 's subordinates o r other o f f ic e s .

b. A n sw ers requests which requ ire a deta iled knowledge o f o f f ic e p rocedures o r co l lec t ion o f in fo rm ation f ro m f i le s o r o ther o f f ic e s . May sign routine correspondence in own o r su p e rv is o r 's name.

c. C om piles o r ass ists in com pil ing p e r io d ic reports on the basis o f gen e ra l instructions.

d. Schedules tentative appointments without p r io r c learance . A s sem bles n ec e s sa ry background m a te r ia l f o r scheduled m eetings . Makes arrangem ents fo r m eetings and con ferences .

e. Explains su p e rv iso r 's requ irem ents to other em p loyees in superv i s o r 's unit. (A lso types , takes dictation, and f i l e s . )

The fo l low ing chart shows the le v e l o f the s e c r e ta r y fo r each LS and L R combination.

L e v e l o f s e c r e ta r y 's su pe rv iso r

LS—1.LS—2__LS—3____LS—4____

L e v e l o f s e c r e ta r y 's respon s ib i l i ty

L R —1

Class E C lass D C lass C C lass B

L R —2

Class D C lass C C lass B C lass A

S T E N O G R A P H E R

P r im a r y duty is to take dictation using shorthand, and to t ran sc r ibe the dictation. M ay also type f r o m w r it ten copy. May opera te f r o m a stenographic pool. M ay occas ion a l ly t ran sc r ib e f r o m vo ic e reco rd ings ( i f p r im a r y duty is transcr ib in g f r o m reco rd in gs , see T ra n sc r ib in g -M ach in e Typ is t ) .

N O T E : This job is distinguished f r o m that o f a s e c r e ta r y in that as e c r e ta r y n o rm a l ly works in a confidentia l re la t ionsh ip with only one m anager o r execu t ive and p e r fo rm s m ore respons ib le and d is c re t ion a ry tasks as d e sc r ib ed in the s e c r e ta r y job definition.

S tenographer, G enera l

Dictation invo lves a n o rm a l routine vocabu lary . M ay maintain f i l e s , keep s im p le r e c o rd s , o r p e r f o r m o ther r e la t iv e ly routine c l e r i c a l tasks.

STENOGRAPHER— Continued

Stenographer, Sen ior

Dictation invo lves a v a r ied techn ica l o r sp ec ia l iz ed vocabu lary such as in le ga l b r ie fs o r reports on sc ien t i f ic resea rch . May also set up and mainta in f i l e s , keep r e co rd s , etc.

OR

P e r f o r m s stenographic duties requ ir ing sign if icantly g re a te r in dependence and respon s ib i l i ty than stenographer , genera l , as ev idenced by the fo l low ing : W ork requ ires a high d egree o f stenographic speed andaccuracy; a thorough work ing knowledge o f g en era l business and o f f ic e p r o cedure; and o f the spec i f ic business operations, organization , po l ic ie s , p ro cedu res , f i l e s , w o rk f low , etc. Uses this knowledge in pe r fo rm in g s tenographic duties and respons ib le c le r ic a l tasks such as maintaining fo l lo w up f i l e s ; assem bling m a te r ia l fo r repo r ts , m em oranda , and le t te rs ; c om posing s im p le le t te rs f r o m gen era l instructions; reading and routing incoming m a il ; and answering routine questions, etc.

T R A N S C R IB IN G -M A C H IN E T Y P IS T

P r im a r y duty is to type copy o f v o ic e r eco rded dictation which does not in vo lve v a r ied techn ica l o r spec ia l iz ed vocabu lary such as that used in le ga l b r ie fs o r reports on sc ien t i f ic resea rch . May also type f r o m written copy. M ay maintain f i l e s , keep s im p le r eco rd s , o r p e r fo rm other re la t iv e ly routine c le r ic a l tasks. (See Stenographer definition fo r w o rke rs invo lved with shorthand dictation.)

• T Y P I S T

Uses a ty p ew r i t e r to make copies o f var ious m ate r ia ls o r to make out b i l ls a fte r calculations have been made by another person. May include typing o f s tenc ils , m ats , o r s im i la r m ate r ia ls fo r use in duplicating p ro c es s e s . May do c l e r i c a l work invo lving l i t t le spec ia l tra in ing, such as keeping s im p le r eco rd s , f i l ing reco rds and reports , o r sorting and distributing incoming m a il .

C lass A . P e r f o r m s one o r m ore o f the fo l low ing : Typing m a te r ia lin f ina l f o r m when it invo lves combining m a te r ia l f r o m s e ve ra l sources; o r respon s ib i l i ty fo r c o r re c t spel l ing, syl lab icat ion, punctuation, e tc . , o f te ch n ica l o r unusual words o r fo r e ign language m ate r ia l ; o r planning layout and typing o f com plica ted s ta t is t ica l tables to maintain un iform ity and balance in spacing. M ay type routine fo r m le t te rs , vary ing details to suit ci rcumstance s .

C lass B . P e r f o r m s one o r m ore o f the fo l lo w in g : Copy typing f ro mrough o r c le a r dra fts; o r routine typing o f f o rm s , insurance p o l ic ie s , etc.; o r setting up s im p le standard tabulations; o r copying m o re com plex tables a lready set up and spaced p ro p er ly .

F I L E C L E R K

F i l e s , c la s s i f i e s , and r e t r ie v e s m a te r ia l in an estab lished f i l ing sys tem . M ay p e r fo r m c le r ic a l and manual tasks requ ired to maintain f i le s . P os it ions are c la ss i f ied into le v e ls on the basis o f the fo l low ing definitions.

FILE CLERK— Continued

Class A . C la ss i f ie s and indexes f i le m a te r ia l such as co r re sp on d ence, repo r ts , techn ica l documents, e tc . , in an estab lished f i l ing system containing a number o f v a r ied subject m atter f i l e s . M ay also f i l e this m a te r ia l . M ay keep reco rd s o f var ious types in conjunction with the f i le s . May lead a sm a ll group o f lo w e r le v e l f i le c le rks .

C lass B . So rts , codes, and f i le s unclass if ied m a te r ia l by s im p le (subject m a t te r ) headings o r par t ly c la ss i f ied m a te r ia l by f in e r subheadings. P r e p a r e s s im p le re la ted index and c r o s s - r e f e r e n c e aids. As requested, locates c le a r ly iden t i f ied m a te r ia l in f i le s and fo rw ards m ate r ia l . May p e r f o r m re la ted c l e r i c a l tasks requ ired to maintain and s e rv ic e f i le s .

C lass C . P e r f o r m s routine f i l ing o f m a te r ia l that has a lready been c la ss i f ied o r which is e a s i ly c la s s i f ie d in a s im p le s e r ia l c lass i f ica t ion sys tem (e .g . , a lphabetica l, chrono log ica l , o r n u m er ica l ) . As requested, locates r ead i ly ava ilab le m a te r ia l in f i le s and fo rw ards m a te r ia l ; and m ay f i l l out w ithdrawal charge. May p e r fo r m s im p le c le r ic a l and manual tasks requ ired to maintain and s e r v ic e f i le s .

M E SSEN G ER

P e r f o r m s var ious routine duties such as running e rran ds , operating m in or o f f ic e m achines such as s ea le rs o r m a i l e r s , opening and distributing m a i l , and o ther m in o r c le r i c a l work . Exclude posit ions that requ ire operation o f a m o to r veh ic le as a s ign if icant duty.

S W IT C H B O A R D O P E R A T O R

Opera tes a te lephone sw itchboard o r console used with a p r iva te branch exchange (P B X ) s ys tem to r e la y incom ing, outgoing, and in t ra sys tem ca lls . M ay p rov ide in fo rm ation to c a l le r s , r e c o rd and transm it m essa g e s , keep r e c o rd o f ca l ls p laced and to l l charges . B es id es operating a telephone sw itchboard o r conso le , m ay also type o r p e r f o r m routine c le r i c a l w ork (typing o r routine c l e r i c a l w o rk m ay occupy the m a jo r portion o f the w o rk e r 's t im e , and is usually p e r fo r m e d wh ile at the sw itchboard o r conso le ) . Chie f o r lead ope ra to rs in estab lishm ents em p loy ing m o re than one opera to r are excluded. F o r an op e ra to r who also acts as a recep t ion is t , see Switchboard O p era to r -R ecep t ion is t .

S W IT C H B O A R D O P E R A T O R -R E C E P T IO N IS T

At a s in g le -pos i t ion te lephone sw itchboard o r console, acts both as an op e ra to r— see Sw itchboard O pera to r— and as a reception is t . R ecep t ion is t 's work invo lves such duties as g ree t ing v is i t o r s ; determ in ing nature o f v i s i t o r ’ s business and prov id ing appropriate in fo rm ation ; r e f e r r in g v is i t o r to app ro p ria te person in the organ iza t ion o r contacting that person by te lephone and arrang ing an appointment; keeping a log o f v is i t o r s .

O R D E R C L E R K

R ece iv e s w r it ten o r v e rb a l cu s tom ers ' purchase o rd e rs fo r m a te r ia l o r m erchan d ise f r o m custom ers o r sa les peop le . W ork typ ica l ly invo lves some combination o f the fo l low ing duties: Quoting p r ic e s ; determ in ing a va i la b i l i ty o f o rd e red i tem s and suggesting substitutes when n ecessa ry ; advis ing expec ted d e l iv e r y date and method o f d e l iv e ry ; reco rd in g o r d e r and custom er in fo rm ation on o r d e r sheets; checking o r d e r sheets fo r accuracy and

ORDER CLERK— Continued

adequacy o f in form ation reco rded ; ascerta in ing c red it rating of customer; furnishing custom er w ith acknowledgement o f r ece ip t of o rd e r ; fo l low ing-up to see that o r d e r is d e l iv e red by the spec i f ied date o r to let custom er know o f a delay in d e l iv e ry ; maintaining o rd e r f i le ; checking shipping invoice against o r ig in a l o rd e r .

Exclude w o rk e rs paid on a com m iss ion basis o r whose duties include any of the fo l lo w in g : R ece iv in g o rd e rs fo r s e rv ic e s ra ther than fo r m a te r ia lo r m erchand ise ; p rov id ing custom ers with consu ltative advice using knowledge gained f r o m eng ineering or ex tensive techn ica l tra ining; emphasizing se l l ing sk il ls ; handling m a te r ia l o r m erchand ise as an in teg ra l part o f the job.

Pos it ions are c la s s i f ie d into le v e ls accord ing to the fo llow ing defin itions:

C lass A . Handles o rd e rs that in vo lve making judgments such as choosing which spec i f ic product o r m a te r ia l f r o m the estab lishm ent 's product l ines w i l l sa t is fy the cu s tom er 's needs, o r de term in ing the p r ic e to be quoted when p r ic in g invo lves m o re than m e r e ly r e f e r r in g to a p r ic e l is t o r making some s im p le m athem atica l calculations.

C lass B . Handles o rd e rs invo lv ing item s which have read i ly ident i f i e d uses and applications. May r e f e r to a catalog, m anu factu rer 's manual, o r s im i la r document to insure that p ro p er i tem is supplied o r to v e r i f y p r ic e o f o rd e red item .

A C C O U N T IN G C L E R K

P e r f o r m s one o r m o re accounting c l e r i c a l tasks such as posting to r e g is t e rs and led ge rs ; reconc i l ing bank accounts; v e r i fy in g the internal cons is tency, com p leteness , and m athem atica l accuracy o f accounting documents; ass ign ing p re s c r ib e d accounting d istribution codes; examining and v e r i fy in g fo r c l e r i c a l accuracy var ious types o f r ep o r ts , l is ts , calculations, posting, etc . ; o r p repar ing s im p le o r ass is t ing in p repar ing m ore com plica ted journal vouchers . M ay w ork in e ithe r a manual o r automated accounting system .

The w ork requ ires a knowledge o f c l e r i c a l methods and o f f ic e p ra c t ice s and p rocedu res which re la tes to the c le r ic a l p rocess ing and r e cord ing o f transactions and accounting in fo rm ation . With exper ien ce , the w o rk e r typ ica l ly b ecom es fa m i l ia r with the bookkeeping and accounting te rm s and p rocedures used in the ass igned w o rk , but is not requ ired to have a knowledge o f the fo rm a l p r in c ip les o f bookkeeping and accounting.

Pos it ions are c la ss i f ied into l e v e ls on the basis of the fo llowing de f in it ions :

C lass A . Under gen e ra l superv is ion , p e r fo rm s accounting c le r ic a l operations which requ ire the application o f exper ien ce and judgment, for exam ple , c l e r i c a l l y p ro cess in g com plica ted o r nonrepet i t ive accounting t ra n s actions, se lec t ing among a substantial va r ie t y o f p r e s c r ib e d accounting codes and c lass i f ica t ions , o r trac ing transactions through prev ious accounting actions to de term ine source o f d iscrepanc ies . M ay be ass isted by one o r m o r e class B accounting c le rks .

C lass B . Under c lose superv is ion , fo l low ing detailed instructions and standard ized p ro ced u res , p e r fo rm s one o r m ore routine accounting c le r i c a l opera t ions , such as posting to l e d g e r s , cards , o r worksheets

ACCOUNTING CLERK— Continued

where identif ication of items and locations o f postings are c le a r ly indicated; checking accuracy and com pleteness o f standard ized and repet i t ive reco rds o r accounting documents; and coding documents using a few p resc r ib 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

Operates a bookkeeping machine (with o r without a t y p ew r i te r k e y board ) to keep a r e co rd o f business transactions.

Class A . Keeps a set o f r eco rds requ ir ing a knowledge o f and exper ien ce in bas ic bookkeeping p r in c ip les , and fa m i l ia r i ty with the structure o f the par t icu lar accounting sys tem used. Determ ines p roper reco rds and distribution o f debit and cred it items to be used in each phase o f the work. M ay p repare consolidated reports , balance sheets, and other reco rds by hand.

C lass B . Keeps a reco rd o f one o r m ore phases o r sections o f a set o f reco rds usually requiring l i t t le knowledge o f bas ic bookkeeping. Phases o r sections include accounts payable, pay ro l l , cus tom ers ' accounts (not in cluding a s im ple type o f b il l ing descr ibed under machine b i l l e r ) , cost d is tr ibution, expense distribution, inventory contro l, etc. May check o r ass ist in preparation of t r ia l balances and p repare contro l sheets fo r the accounting department.

M AC H IN E B IL L E R

P re p a r e s statements, b i l ls , and invo ices on a machine other than an ord inary o r e le c t ro m a t ic ty p ew r i te r . May also keep reco rds as to b i l l ings o r shipping charges o r p e r fo rm other c l e r ic a l work incidental to b il l ing operations. F o r wage study purposes, machine b i l l e r s are c la ss i f ied by type o f machine, as fo l lows:

B i l l in g-m ach ine b i l l e r . Uses a spec ia l b i l l ing machine (combination typing and adding machine) to p repare b i l ls and invo ices f r o m cus tom ers ' purchase o r d e rs , in terna lly p repared o rd e rs , shipping m em oranda , etc. Usually invo lves application of p rede te rm ined discounts and shipping charges and entry o f n ecessa ry extensions, which m ay o r m ay not be computed on the b i l l ing machine, and totals which are automatically accumulated by machine.. The operation usually invo lves a la rge number of carbon copies of the b i l l being p repared and is often done on a fanfold machine.

Professional and TechnicalC O M P U T E R SYSTEM S A N A L Y S T , BUSINESS

A n a lyzes business p rob lem s to form u late p rocedures fo r solv ing them by use of e lec t ron ic data p rocess ing equipment. Develops a complete descr ip t ion o f all specif icat ions needed to enable p ro g ra m m ers to p repare requ ired dig ita l computer p rog ram s . W ork invo lves m ost o f the fo l lo w in g : Ana lyzes sub jec t -m at te r operations to be automated and identif ies conditions and c r i t e r ia requ ired to ach ieve sa t is fac tory results; spec i f ies number and types o f r ec o rd s , f i l e s , and documents to be used; outlines actions to be p e r fo rm ed by personnel and computers in suffic ient detail fo r presentation to management and fo r p rogram m in g (typ ica l ly this invo lves preparation of work and data f low charts); coord inates the developm ent o f test p rob lem s and

MACHINE BILLER— Continued

Bookkeeping-m achine b i l l e r . Uses a bookkeeping machine (with or without a ty p ew r i te r keyboard ) to p repare custom ers ' b il ls as part o f the accounts r ece ivab le operation. G enera l ly invo lves the simultaneous entry of f igu res on cus tom ers ' l e d ge r reco rd . The machine automatically accumulates f igu res on a number o f v e r t ic a l columns and computes and usually prints autom atica lly the debit or cred it balances. Does not invo lve a knowledge o f bookkeeping. W orks f r o m un iform and standard types of sales and cred it slips.

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

P e r fo r m s the c le r ic a l tasks n ecessa ry to p rocess payro l ls and to maintain p ay ro l l reco rds . W ork invo lves m ost of the fo l low ing : P ro c es s in gw o rk e r s ' t im e o r production reco rds ; adjusting w o rk e rs ' records fo r changes in wage ra tes , supplementary benefits , o r tax deductions; editing payro l l l is t ings against source reco rds ; trac ing and co r rec t in g e r r o r s in l is t ings; and assist ing in preparation o f pe r iod ic sum m ary p ay ro l l reports . In a non- automated pay ro l l sys tem , computes wages . W ork may requ ire a p ract ica l knowledge o f governm enta l regu lat ions, company payro l l po l icy , o r the computer sys tem fo r p rocess ing payro l ls .

K E Y P U N C H O P E R A T O R

Operates a keypunch machine to r eco rd o r v e r i f y alphabetic and/or num er ic data on tabulating cards o r on tape.

Pos it ions are c la ss i f ied into le ve ls on the basis of the fo llowing definitions:

C lass A. W ork requ ires the application of experience and judgment in se lec t ing p rocedures to be fo l low ed and in search ing for , in terpret ing, se lec t ing , o r coding item s to be keypunched f ro m a va r ie ty o f source documents. On occas ion m ay also p e r fo r m some routine keypunch work. May tra in inexper ienced keypunch opera tors .

C lass B . W ork is routine and repet i t ive . Under c lose superv is ion o r fo l low ing spec i f ic p rocedures o r instructions, works f r o m various standard ized source documents which have been coded, and fo llows spec if ied p rocedures which have been p re s c r ib ed in detail and requ ire l i t t le o r no se lec t ing , coding, o r in terpre t ing of data to be recorded . R e fe rs to sup e r v is o r p rob lem s ar is ing f r o m erroneous items o r codes o r m iss ing in form ation.

C O M P U T E R SYSTEM S A N A L Y S T , BUSINESS— Continued

part ic ipa tes in t r ia l runs o f new and rev ised system s; and recom m ends equipment changes to obtain m ore e f fe c t iv e o v e r a l l operations. (N O TE : W o rk e rs p e r fo rm in g both system s analysis and program m in g should be c la ss i f ied as system s analysts i f this is the sk i l l used to determ ine th e ir pay.)

Does not include em ployees p r im a r i l y responsible fo r the m anagement o r superv is ion of other e le c t ro n ic data p rocess ing em p loyees , o r system s analysts p r im a r i l y concerned with sc ien t i f ic or engineering p ro b le m s .

COMPUTER SYSTEMS ANALYST, BUSINESS— Continued

F o r wage study purposes , system s analysts a re c la ss i f ied as fo l lows:

C lass A . W orks independently o r under only g en era l d irec t ion on com plex p rob lem s invo lv ing a l l phases o f system s analys is . P ro b lem s are com plex because o f d iv e r s e sources o f input data and m u lt ip le -use r e q u ir e ments o f output data. (F o r exam p le , develops an in tegrated production scheduling, inventory contro l, cost analys is , and sa les analysis r e c o rd in which e v e r y i t em o f each type is autom atica l ly p ro c es s ed through the full sys tem o f reco rds arid appropria te fo llowup actions a re in it iated by the com puter. ) Confers with persons concerned to de term ine the data p rocess ing prob lem s and adv ises su b jec t -m at te r personne l on the im plicat ions o f new o r re v is ed system s o f data p ro cess in g operations. Makes recom m endations , i f needed, f o r approva l o f m a jo r system s insta llations o r changes and fo r obtaining equipment.

M ay p rov ide functional d irec t ion to low er le v e l system s analysts who are ass igned to ass is t .

C lass B . W orks independently o r under only gen era l d irec t ion on prob lem s that a re r e la t iv e ly uncomplicated to analyze, plan, p ro g ra m , and operate . P ro b lem s are o f l im ited com p lex ity because sources o f input data are homogeneous and the output data a re c lo se ly re la ted . (F o r exam ple , develops sys tem s fo r mainta ining depos ito r accounts in a bank, maintaining accounts rec e iv a b le in a r e ta i l estab lishm ent, o r maintaining inventory accounts in a manufacturing o r wholesa le es tab lishm ent. ) Confers with persons concerned to de term ine the data p ro cess in g prob lem s and advises sub jec t -m at te r personne l on the im plica t ions o f the data p rocess ing system s to be applied.

OR

W orks on a segm ent o f a com p lex data p ro cess in g scheme o r sys tem , as d esc r ib ed f o r c lass A . W orks independently on routine assignments and r e c e iv e s instruction and guidance on com plex ass ignm ents. W ork is rev iew ed fo r accuracy o f judgment, com pliance with instructions, and to insure p ro p e r a lignment with the o v e r a l l sys tem .

C lass C . W orks under im m ed ia te superv is ion , ca r ry in g out analyses as ass igned, usually o f a s ingle act iv ity . Ass ignm ents a re designed to develop and expand p ra c t ica l e xper ien ce in the application o f p rocedures and sk il ls requ ired f o r system s analys is work . F o r exam p le , m ay ass is t a h igher le v e l system s analyst by p repar ing the deta i led spec if ica t ions requ ired by p r o g ra m m ers f r o m in fo rm ation deve loped by the h igher le v e l analyst.

C O M P U T E R P R O G R A M M E R , BUSINESS

Converts statements o f business p ro b lem s , typ ica l ly p repared by a system s analyst, into a sequence o f deta i led instructions which are r e qu ired to so lve the p rob lem s by automatic data p rocess in g equipment. W ork ing f r o m charts o r d iag ram s , the p ro g r a m m e r develops the p r e c ise instructions which, when entered into the computer sys tem in coded language, cause the manipulation o f data to ach ieve d es ired resu lts. W ork invo lves m os t o f the fo l lo w in g : App lies knowledge o f com puter capab i l i t i e s , m athem atics , lo g ic em p loyed by com puters , and p a r t icu la r subje c t m a tte r invo lved to analyze charts and d iagram s of the p ro b lem to be p ro gram m ed ; develops sequence o f p ro g ra m steps; w r i te s deta i led f low charts to show o r d e r in which data w i l l be p rocessed ; converts these charts to coded instructions fo r machine to fo l low ; tests and c o r re c ts

COMPUTER PROGRAMMER, BUSINESS— Continued

p ro g ra m s ; p rep a res instructions fo r operating personne l during production run; ana lyzes , r e v ie w s , and a lte rs p ro g ra m s to in c rease operating e f f i c iency o r adapt to new requ irem ents ; maintains r eco rd s o f p ro g ra m de ve lopm ent and rev is ion s . (N O TE : W o rk e rs p e r fo rm in g both system s analys is and p ro gram m in g should be c la s s i f i e d as sys tem s analysts i f this is the sk i l l used to de term ine th e ir pay .)

Does not include em p loyees p r im a r i l y respons ib le fo r the m anagement o r superv is ion o f o ther e le c t ro n ic data p ro cess in g em p loyees , o r p ro g ra m m e rs p r im a r i l y concerned w ith s c ien t i f ic and/or eng ineering p ro b le m s .

F o r wage study purposes , p ro g r a m m e r s are c la ss i f ied as fo l lows:

C lass A . W orks independently o r under only g en era l d irec t ion on com plex p rob lem s which requ ire com petence in a l l phases o f p r o g ram m ing concepts and p ra c t ice s . W ork ing f r o m d iag ram s and charts which identi fy the nature o f d es ir ed resu lts , m a jo r p ro cess in g steps to be accom plished , and the rela tionships between var ious steps o f the p ro b lem solv ing routine; plans the fu l l range o f p ro g ram m in g actions needed to e f f ic ien t ly u ti l ize the com puter s ys tem in achiev ing d e s i r ed end products.

At this l e v e l , p ro g ram m in g is d if f icu lt because computer equipment must be o rgan ized to produce s e v e ra l in te r re la ted but d iv e rs e p ro d ucts f r o m numerous and d iv e r s e data e lem ents. A w ide v a r ie t y and e x tens ive number of in terna l p ro cess in g actions must occur. This requ ires such actions as deve lopm ent o f com mon operations which can be r e used, estab lishm ent o f l inkage points between operations , adjustments to data when p ro g ra m requ irem en ts exceed com puter s torage capacity, and substantial manipulation and resequencing o f data e lements to fo rm a highly in tegra ted p ro g ra m .

M ay p rov ide functional d irec t ion to lo w e r le v e l p ro g ra m m e rs who are ass igned to ass is t .

C lass B . W orks independently o r under on ly gen e ra l d irec t ion on r e la t iv e ly s im p le p ro g ra m s , o r on s im p le 'Segments o f com plex p ro g ra m s . P ro g r a m s (o r segm en ts ) usually p ro cess in fo rm ation to produce data in two o r th ree v a r ied sequences o r fo rm a ts . Reports and l is t ings are produced by re f in ing , adapting, a r ra y in g , o r making m in or additions to o r deletions f r o m input data which a re read i ly ava ilab le . W h ile numerous records m ay be p ro cessed , the data have been re f in ed in p r io r actions so that the accuracy and sequencing of data can be tes ted by using a few routine checks. Typ ica l ly , the p ro g ra m deals w ith routine reco rdkeep in g operations .

O R

W orks on com p lex p ro g ra m s (as d esc r ib ed fo r c lass A ) under c lose d irec t ion o f a h igher l e v e l p r o g r a m m e r o r su perv isor . M ay assist h igher l e v e l p ro g r a m m e r by independently p e r fo rm in g less d i f f icu lt tasks assigned, and p e r fo rm in g m o r e d i f f icu lt tasks under fa i r l y c lose d irect ion .

COMPUTER PROGRAMMER, BUSINESS— Continued

May guide o r instruct low er le v e l p ro g ra m m ers .

C lass C . Makes p ra c t ica l applications o f p rogram m in g prac t ices and concepts usually learned in fo rm a l tra in ing courses. Ass ignm ents a re designed to deve lop competence in the application o f standard p r o cedures to routine p rob lem s . R ece iv e s c lose superv is ion on new aspects o f ass ignments; and work is rev iew ed to v e r i f y its accuracy and con form ance with requ ired p rocedures .

C O M P U T E R O P E R A T O R

M on itors and operates the contro l console o f a d ig ita l computer to p ro cess data accord ing to operating instructions , usually p repared by a p ro g ra m m e r . W ork includes m ost o f the fo l lo w in g : Studies instructions tode term ine equipment setup and operations; loads equipment with requ ired item s (tape r e e ls , cards , etc . ) ; switches n e c e s sa ry aux il iary equipment into c ircu it , and starts and operates computer; makes adjustments to computer to c o r re c t operating p rob lem s and m eet spec ia l condit ions; rev iew s e r r o r s made during operation and determ ines cause o r r e fe r s p ro b lem to superv is o r o r p ro g ra m m e r ; and maintains operating r eco rd s . M ay test and ass is t in co r re c t in g p rogram .

F o r wage study purposes, computer opera tors a re c la ss i f ied asfo l lo w s :

C lass A . Operates independently, o r under only gen era l d irec t ion , a com puter running p ro gram s with m ost o f the fo l low ing charac te r is t ics : Newp ro gram s are frequently tes ted and introduced; scheduling requ irem ents are o f c r i t ic a l im portance to m in im ize downtime; the p rogram s are o f com plex design so that identi f icat ion o f e r r o r source often requ ires a work ing know ledge of the total p rog ram , and a lternate p rog ram s m ay not be ava ilab le . M ay g ive d irec t ion and guidance to lo w e r le v e l opera tors .

C lass B . Operates independently, o r under only gen era l d irec t ion , a com puter running p ro gram s with m ost o f the fo l low ing charac te r is t ics : Mosto f the p ro g ra m s a re estab lished production runs, typ ica l ly run on a r egu la r ly r e cu r r in g bas is ; th ere is l i t t le o r no test ing o f new p ro gram s requ ired ; a l t e r nate p ro g ra m s are p rov ided in case o r ig in a l p ro g ra m needs m a jo r change o r cannot be c o r re c te d within a reasonably short t im e. In com mon e r r o r s ituations, d iagnoses cause and takes c o r r e c t i v e action. This usually in v o lv e s applying p rev iou s ly p ro g ra m m ed c o r r e c t i v e steps, o r using standard c o r re c t io n techniques.

O R

O pera tes under d irec t superv is ion a computer running p ro gram s o r segm ents o f p ro g ra m s with the charac te r is t ic s desc r ibed fo r c lass A. May a ss is t a h igher le v e l opera tor by independently p e r fo rm in g less d if f icu lt tasks ass igned, and p e r fo rm in g d if f icu lt tasks fo l low ing detailed instructions and with frequent r e v ie w o f operations p e r fo rm ed .

C lass C . W orks on routine p ro gram s under c lose superv is ion . Is expected to deve lop work ing knowledge o f the com puter equipment used and ab il i ty to detect p rob lem s invo lved in running routine p ro g ra m s . Usually has r ec e iv e d som e fo rm a l tra in ing in com puter operation . M ay ass is t h igher l e v e l op e ra to r on com plex p ro g ra m s .

DRAFTER

Class A . P lans the graphic presentation of com plex item s having d is t inct ive design features that d i f fe r s ign if icantly f r o m established drafting p receden ts . W orks in c lose support with the design o r ig ina to r , and may recom m end m in or design changes. Ana lyzes the e f fec t o f each change on the details o f fo rm , function, and posit ional relationships of components and parts . W orks with a m in im um o f su perv iso ry assistance. Com pleted work is rev iew ed by design o r ig in a to r fo r consistency with p r io r engineering determ inat ions . M ay e ither p repa re drawings o r d irec t their p reparation by lo w er le v e l d ra fte rs .

C lass B . P e r f o r m s nonroutine and com plex draft ing assignments that requ ire the application o f m ost o f the standardized drawing techniques r egu la r ly used. Duties typ ica l ly invo lve such work as: P rep a re s workingdrawings o f subassem blies with i r r e g u la r shapes, multiple functions, and p re c is e posit ional relationships between components; p repares arch itectura l drawings fo r construction o f a building including detail drawings of foundations, w a l l sect ions , f lo o r plans, and roof. Uses accepted form u las and manuals in making n ecessa ry computations to determ ine quantities of m ate r ia ls to be used, load capac it ies , strengths, s tresses , etc. R ece ives in it ia l instructions, requ irem ents , and advice f r o m superv isor . Completed work is checked fo r techn ica l adequacy.

C lass C . P re p a r e s detail drawings of single units o r parts for eng ineer ing , construction, manufacturing, o r repa ir purposes. Types of drawings p repared include is o m e t r ic p ro ject ions (depicting three dimensions in accurate sca le ) and sect iona l v iews to c la r i fy positioning o f components and convey needed in form ation. Consolidates details f ro m a number of sources and adjusts o r transposes scale as required. Suggested methods of approach, applicable preceden ts , and advice on source m ater ia ls are g iven with in it ia l ass ignments. Instructions are less complete when assignments recur . W ork m ay be spot-checked during p ro gress .

D R A F T E R - T R A C E R

Copies plans and drawings prepared by others by placing trac ing cloth o r paper o v e r drawings and trac ing with pen o r pencil. (Does not include trac ing l im ited to plans p r im a r i ly consisting of straight l ines and a la rge sca le not requ ir ing c lose delineation.)

AND/OR

P r e p a r e s s im p le o r repe t i t iv e drawings o f eas i ly v isua l ized item s. W ork is c lo se ly superv ised during p ro g re s s .

E L E C T R O N IC S T E C H N IC IA N

W orks on var ious types of e lec t ron ic equipment and rela ted devices by p e r fo rm in g one o r a combination of the fo llow ing: Install ing, maintaining,repa ir ing , overhau ling, troub leshooting, m od ify ing , constructing, and testing. W ork requ ires p ra c t ica l application of technica l knowledge o f e lec tron ics p r in c ip le s , ab il ity to de term ine m alfunctions, and sk il l to put equipment in requ ired operating condition.

The equipment— consisting of e i the r many d i f ferent kinds of c ircu its o r m ultip le repetit ion o f the same kind of c ircu it— includes, but is not l im ited to, the fo l low ing : (a) E le c t ro n ic transm itt ing and rece iv ing equipment (e .g . ,radar, radio, t e le v is io n , te lephone, sonar, navigational a ids ), (b) d ig ita l and analog com puters , and (c ) industr ia l and m ed ica l m easuring and contro l l ing equipment.

31

ELECTRONICS TECHNICIAN— Continued

This c lass i f ica t ion excludes r ep a ir e rs o f such standard e lec t ron ic equipment as com mon o f f ic e machines and household radio and te le v is io n sets; production a s sem b le rs and te s te rs ; w o rk e rs whose p r im a ry duty is se rv ic in g e le c t ro n ic test instruments; technicians who have adm in is tra t ive o r su perv iso ry respons ib i l i ty ; and d ra ft e rs , des ign e rs , and p ro fess ion a l eng ineers .

Pos it ions a re c la ss i f ied into le v e ls on the basis o f the fo l low ing definitions:

Class A . App lies advanced techn ica l knowledge to so lve unusually com plex prob lem s ( i . e . , those that typ ica l ly cannot be so lved so le ly by r e fe r en ce to m an u fac tu re rs1 manuals o r s im i la r documents) in work ing on e le c t ro n ic equipment. Exam ples of such p rob lem s include location and density o f c ircu it ry , e le c t ro m agn e t ic radiation, iso lat ing malfunctions, and frequent eng ineer ing changes. W ork invo lves : A deta i led understanding ofthe in terre la t ionsh ips o f c ircu its ; e x e rc is in g independent judgment in p e r fo rm in g such tasks as making c ircu it analyses , calculating w ave fo rm s , trac ing relationships in signal f low ; and regu la r ly using com plex test in struments (e .g . , dual t r a c e os c i l lo s cop es , Q -m e t e r s , deviation m e te r s , pulse gen e ra to rs ) .

W ork m ay be rev iew ed by su pe rv iso r (frequently an eng ineer o r d es ign e r ) f o r gen era l com pliance with accepted p ra c t ices . M ay p rov ide techn ica l guidance to lo w e r l e v e l technicians.

C lass B . App lies com prehens ive techn ica l knowledge to so lve c o m plex p rob lem s ( i .e . , those that typ ica l ly can be so lved so le ly by p ro p e r ly in terpre t ing m anu fac tu rers ' manuals o r s im i la r documents) in work ing on e le c t ro n ic equipment. W ork invo lves : A fa m i l ia r i t y with the in te r re la t io n ships o f c ircu its ; and judgment in determ in ing w o rk sequence and in se lect ing too ls and test ing instrum ents, usually less com plex than those used by the class A technician.

Maintenance, Toolroom, and PowerplantM A IN T E N A N C E C A R P E N T E R

P e r fo r m s the carpen try duties n ec e s sa ry to construct and maintain in good repa ir build ing woodwork and equipment such as bins, c r ib s , counters, benches, part it ions, doors , f lo o rs , s ta irs , cas ings, and t r im made of wood in an estab lishm ent. W ork invo lves m ost o f the fo l low in g : P lanning andlaying out of work f r o m b luepr in ts , drawings, m ode ls , o r v e rb a l instructions; using a va r ie t y o f ca rpen te r 's handtools, portab le pow er too ls , and standard m easuring instruments; making standard shop computations rela t ing to d imensions o f work; and se lect ing m a te r ia ls n e c e s sa ry fo r the work . In gen era l , the work o f the maintenance carpen ter requ ires rounded train ing and exper ien ce usually acquired through a fo rm a l apprenticesh ip o r equivalent tra in ing and experience .

M A IN T E N A N C E E L E C T R IC IA N

P e r fo r m s a v a r ie t y o f e l e c t r ic a l trade functions such as the in stallat ion, maintenance, o r repa ir o f equipment fo r the generation, d is t r i bution, o r u til ization o f e le c t r ic energy in an establishment. W ork invo lves m ost o f the fo l low ing : Install ing o r repa ir ing any o f a v a r ie ty o f e le c t r ic a l

ELECTRONICS TECHNICIAN— Continued

R ece iv es techn ica l guidance, as requ ired , f r o m superv isor o r higher le v e l technician, and w o rk is rev iew ed fo r spec i f ic compliance with accepted prac t ices and w ork assignments. May p rov ide techn ica l guidance to low er le v e l technicians.

C lass C . App lies work ing techn ica l knowledge to p e r fo rm s im ple o r routine tasks in work ing on e le c t ro n ic equipment, fo l low ing deta iled in structions which c o v e r v ir tu a l ly all p rocedures . W ork typ ica l ly invo lves such tasks as: Ass is t in g h igher l e v e l technicians by p e r fo rm in g such act iv i t ies asrep lac ing components, w ir in g c ircu its , and taking test readings; repa ir ing s im ple e le c t ro n ic equipment; and using too ls and common test instruments (e .g . , m u lt im ete rs , audio s ignal g en e ra to rs , tube te s te rs , o s c i l lo s cop es ) . Is not requ ired to be f a m i l ia r with the in terre la t ionsh ips o f c ircu its . This knowledge, h o w ever , m ay be acqu ired through assignments designed to in c rease com petence (including c la s s ro om t ra in in g ) so that w o rk e r can advance to h igher le v e l technician.

R ece iv e s techn ica l guidance, as requ ired , f r o m su perv iso r o r h igher le v e l technician. W ork is typ ica l ly spot checked, but is g iven deta iled r e v iew when new o r advanced assignments are invo lved .

R E G IS TE R E D IN D U S T R IA L NURSE

A r e g is t e re d nurse who g ives nursing s e rv ic e under genera l m ed ica l d irec t ion to i l l o r in jured em ployees o r other persons who becom e i l l o r su ffer an accident on the p rem is es o f a fa c to ry o r other establishment. Duties invo lve a combination o f the fo l lo w in g : G iv ing f i r s t aid to the i l l o rinjured; attending to subsequent dress ing o f em p lo ye e s ' in ju ries ; keeping reco rds o f patients treated ; p repar ing accident repo rts fo r compensation o r other purposes; ass ist ing in phys ica l examinations and health evaluations o f applicants and em p loyees ; and planning and ca rry in g out p rogram s invo lving health education, accident prevention, evaluation o f plant environment, o r other ac t iv i t ies a ffect ing the health, w e l fa r e , and safety o f all personnel. Nursing superv isors o r head nurses in estab lishm ents employing m ore than one nurse are excluded.

M A IN T E N A N C E E L E C T R IC IA N — Continued

equipment such as g en e ra to rs , t r a n s fo r m e r s , sw itchboards, c on tro l le rs , c ircu it b rea k e rs , m o to rs , heating units, conduit s ys tem s , o r other t ra n s m iss ion equipment; w ork ing f r o m b lueprin ts , d raw ings , layouts, o r other spec if ica t ions ; locating and diagnosing troub le in the e le c t r ic a l system o r equipment; work ing standard computations re la t ing to load requirem ents of w ir in g o r e l e c t r ic a l equipment; and using a v a r ie t y o f e le c t r ic ia n 's handtools and m easuring and testing instruments. In g en e ra l , the work o f the m a in tenance e le c t r ic ian requ ires rounded tra in ing and exper ien ce usually acquired through a fo rm a l apprenticesh ip o r equivalent tra in ing and experience .

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

Paints and redecora tes w a l ls , woodwork , and f ix tu res o f an es tablishm ent. W ork invo lves the fo l low in g : Know ledge o f sur face pecu l ia r i t iesand types o f paint requ ired fo r d i f fe ren t applications; p repar ing surface fo r painting by rem ov in g old f in ish o r by p lac ing putty o r f i l l e r in nail holes

MAINTENANCE PAINTER— Continued

and in ters t ices ; and applying paint with spray gun o r brush. May m ix co lo rs , o i ls , white lead, and other paint ingred ients to obtain p roper co lo r o r cons istency. In genera l , the w ork o f the maintenance painter requ ires rounded tra in ing and experience usually acqu ired through a fo rm a l apprenticesh ip or equivalent tra in ing and.experience.

M A IN T E N A N C E M AC H IN IST

Produces rep lacem ent parts and new parts in making repa irs of m eta l parts o f m echanica l equipment operated in an establishment. W ork invo lves m ost of the fo l low in g : Interpret ing wr it ten instructions and sp ec i f ic a tions; planning and laying out o f work ; using a v a r ie ty o f m ach in is t 's handtools and p rec is ion m easuring instruments; setting up and operating standard machine too ls ; shaping of m eta l parts to c lose to leran ces ; making standard shop computations rela ting to d imensions o f work , tooling, feeds , and speeds o f machining; knowledge o f the work ing p roper t ie s o f the common m eta ls ; se lec t ing standard m a te r ia ls , parts , and equipment requ ired fo r this work; and fitting and assembling parts into m echan ica l equipment. In gen era l , the m ach in is t 's w ork norm ally requ ires a rounded train ing in machine-shop p ract ice usually acquired through a fo rm a l apprenticesh ip o r equivalent tra in ing and experience .

M A IN T E N A N C E M E C H AN IC (M A C H IN E R Y )

Repa irs m ach inery o r m echan ica l equipment o f an establishment. W ork invo lves most o f the fo l low in g : Examining machines and m echanica lequipment to d iagnose source o f trouble ; d ismantling o r par t ly d ismantling machines and p e r fo rm in g repa irs that m ain ly invo lve the use o f handtools in scraping and fitting parts ; rep lac ing broken o r de fect ive parts with items obtained f r o m stock; o rde r in g the production o f a rep lacem ent part by a machine shop o r sending the machine to a machine shop fo r m a jo r repa irs ; p repar ing w r it ten specif ications fo r m a jo r repa irs o r f o r the production of parts o rd e red f ro m machine shops; reassem blin g machines; and making all n e c e s sa ry adjustments fo r operation. In gen era l , the w ork o f a m ach inery maintenance mechanic requ ires rounded tra in ing and exper ience usually acquired through a fo rm a l apprenticesh ip o r equivalent tra in ing and e x per ience . Excluded f ro m this c lass i f ica t ion are w o rke rs whose p r im a ry duties invo lve setting up o r adjusting machines.

M A IN T E N A N C E M E C H A N IC (M O TO R V E H IC L E )

R epa irs automobiles, buses, m oto rtrucks , and t ra c to rs o f an es tablishment. W ork invo lves most o f the fo l lo w in g : Examining automotiveequipment to d iagnose source o f trouble; d isassem bling equipment and p e r fo rm in g repa irs that invo lve the use o f such handtools as wrenches , gauges, d r i l l s , o r sp ec ia l iz ed equipment in d isassem bling o r fitting parts; rep lacing broken o r de fec t ive parts f r o m stock; grinding and adjusting va lv es ; r e assem bling and insta ll ing the var ious assem b lies in the veh ic le and making n e c e s sa ry adjustments; and aligning whee ls , adjusting brakes and l ights , o r t ightening body bolts. In genera l , the w ork o f the m oto r veh ic le maintenance m echanic requ ires rounded train ing and exper ien ce usually acquired through a fo rm a l apprenticesh ip o r equivalent tra in ing and experience .

This c lass i f ica t ion does not include mechanics who r ep a ir customers ' v eh ic les in automobile repa ir shops.

33

MAINTENANCE PIPEFITTER

Installs o r repa irs w a ter , steam, gas, o r o ther types o f pipe and pipefitt ings in an establishment. W ork invo lves m ost o f the fo l low ing : Layingout w ork and m easuring to locate posit ion of pipe f r o m drawings o r other w r itten spec if ica t ions ; cutting var ious s izes o f pipe to co r re c t lengths with ch ise l and ham m er o r oxyacety lene to rch o r pipe-cutting machines; threading pipe with stocks and dies; bending pipe by hand-driven or pow er -d r iv en machines; assem bling pipe with couplings and fastening pipe to hangers; making standard shop computations rela ting to p ressu res , f low , and s ize of pipe requ ired ; and making standard tests to determ ine whether f in ished pipes m eet spec if ica t ions . In gen era l , the work o f the maintenance p ipe f i t ter requ ires rounded tra in ing and exper ien ce usually acquired through a fo rm a l apprenticesh ip o r equivalent tra in ing and exper ience . W orkers p r im a r i ly engaged in insta ll ing and repa ir ing building sanitation or heating systems are exc luded .

M A IN T E N A N C E S H E E T - M E T A L W O R K E R

F ab r ica te s , ins ta l ls , and maintains in good repa ir the sheet-m eta l equipment and f ix tu res (such as machine guards, g rease pans, shelves, lo ck e rs , tanks, ven t i la to rs , chutes, ducts, m eta l roof ing ) of an establishment. W ork invo lves m ost of the fo l low in g : Planning and laying out a l l types ofsh ee t-m eta l maintenance work f ro m blueprints, m ode ls , or other sp ec i f ic a tions; setting up and operating all available types of sheet-m eta l working m achines; using a v a r ie ty o f handtools in cutting, bending, form ing, shaping, f itt ing, and assem bling ; and insta ll ing shee t-m eta l art ic les as required. In gen era l , the work o f the maintenance shee t-m eta l w o rk e r requ ires rounded tra in ing and exper ien ce usually acquired through a fo rm a l apprenticeship or equivalent tra in ing and experience .

M IL L W R IG H T

Installs new machines o r heavy equipment, and dismantles and insta lls machines o r heavy equipment when changes in the plant layout are requ ired . W ork invo lves m ost o f the fo l low in g : Planning and laying out work;in terpre t ing blueprints o r other spec if ica t ions ; using a va r ie ty o f handtools and r igg ing ; making standard shop computations rela ting to s t r esses , strength o f m a te r ia ls , and centers o f g rav ity ; aligning and balancing equipment; se lec t ing standard too ls , equipment, and parts to be used; and insta ll ing and maintaining in good o rd e r pow er transm iss ion equipment such as d r ives and speed reducers . In g en era l , the m i l lw r ig h t 's work norm ally requ ires a rounded tra in ing and exper ience in the trade acquired through a fo rm a l apprenticesh ip o r equivalent tra in ing and experience .

M A IN T E N A N C E TRAD ES H E L P E R

A ss is ts one o r m ore w o rk e rs in the sk il led maintenance t rades , by p e r fo rm in g spec i f ic o r gen era l duties o f l e s s e r sk il l , such as keeping a w o rk e r supplied with m ate r ia ls and too ls ; cleaning work ing area, machine, and equipment; ass ist ing journeym an by holding m ater ia ls o r tools ; and p e r fo rm in g other unskilled tasks as d irec ted by journeyman. The kind of work the he lp e r is pe rm it ted to p e r fo r m va r ies f r o m trade to trade: Insome trades the he lper is confined to supplying, l i f t ing , and holding m ate r ia ls and to o ls , and cleaning work ing areas ; and in others he is p e rm itted to p e r fo r m sp ec ia l iz ed machine operations , o r parts o f a trade that are also p e r fo rm ed by w o rk e rs on a fu l l - t im e bas is .

MACHINE-TOOL OPERATOR (TOOLROOM)

S p ec ia l iz es in operating one o r m o re than one type o f machine too l (e .g . , j i g b o r e r , grinding machine, engine la ther, m i l l in g m achine ) to machine m eta l f o r use in making o r maintaining j i g s , f ix tu res , cutting too ls , gauges, o r m eta l d ies o r m olds used in shaping o r fo rm ing m eta l o r nonm eta ll ic m a te r ia l (e .g . , p las t ic , p la s te r , rubber, g lass ) . W ork typ ica l ly in vo lv e s : P lanning and p e r fo rm in g d ifficult machining operations whichrequ ire com plica ted setups o r a high degree o f accuracy; setting up machine too l o r too ls (e .g . , insta l l cutting tools and adjust guides, stops, work ing tab les , and other contro ls to handle the s ize o f stock to be machined; de term ine p ro p e r fe eds , speeds, too l ing , and operation sequence o r se lec t those p re s c r ib e d in draw ings , b lueprints, o r layouts); using a v a r ie t y of p rec is ion m easuring instruments; making n ec e s sa ry adjustments during machining operation to ach ieve requis ite d imensions to v e r y c lose to le ran ces . M ay be requ ired to s e lec t p ro p er coolants and cutting and lubricating o i ls , to recogn ize when too ls need d ress ing , and to d ress too ls . In gen era l , the work o f a m ach ine - too l ope ra to r ( to o lroom ) at the sk il l le v e l ca l led fo r in this c lass i f ica t ion req u ires extensive knowledge o f m achine-shop and t o o l room p ra c t ice usually acquired through considerab le on -the- job tra in ing and exper ien ce .

F o r c ro ss - in d u s try wage study purposes , this c lass i f ica t ion does not include m ach ine - too l opera tors ( to o lroom ) em p loyed in too l and die jobbing shops.

T O O L AND DIE M A K E R

Constructs and repa irs j ig s , f ix tu res , cutting too ls , gauges, o r m eta l dies o r m olds used in shaping o r fo rm in g m eta l o r nonm eta ll ic m a te r ia l (e .g . , p las t ic , p la s te r , rubber, g lass ) . W ork typ ica l ly in v o lv e s : P lanning and laying out w o rk accord ing to m ode ls , b lueprints , draw ings, o r other w r it ten o r o ra l spec i f ica t ions ; understanding the work ing p roper t ie s of common m eta ls and a l loys ; se lec t ing appropriate m a te r ia ls , too ls , and p ro cesses requ ired to com plete task; making n e c e s sa ry shop computations;

Material Movement and CustodialT R U C K D R IV E R

D rives a truck within a c ity o r industr ia l a rea to transport m a te r ia ls , m erchan d ise , equipment, o r w o rk e rs between var ious types of estab lishm ents such as: Manufacturing plants, f re igh t depots, w arehouses ,wholesa le and re ta i l es tab lishm ents , o r between re ta i l estab lishments and cu s tom ers ' houses o r p laces o f business. M ay also load o r unload truck with o r without h e lp e rs , make m inor m echan ica l r ep a ir s , and keep truck in good work ing o rder . Sa lesroute and o v e r - th e - r o a d d r iv e r s a re excluded.

F o r wage study purposes , t ru ck d r iv e rs are c la ss i f ied by type and rated capacity o f truck, as fo llows:

T ru ck d r iv e r , light truck(stra ight truck, under ( IV 2 tons, usually 4 w h ee ls )

T ru ck d r iv e r , m ed ium truck(stra ight truck, IV2 to 4 tons inc lus ive , usually 6 w hee ls )

T ru ck d r iv e r , heavy truck (stra ight truck, o v e r 4 tons, usually 10 w hee ls )

T ru ck d r iv e r , t r a c t o r - t r a i l e r

TOOL AND DIE MAKER— Continued

setting up and operating var ious machine tools and re la ted equipment; using var ious too l and die m a k er 's handtools and p rec is ion m easur ing instruments; work ing to v e r y c lose to le ran ces ; heat-trea t ing m eta l parts and f in ished tools and dies to ach ieve requ ired qua lit ies; f itting and assem bling parts to p r e sc r ib ed to le ran ces and a l lowances . In gen era l , the too l and die m aker 's w ork requ ires rounded tra in ing in m ach ine-shop and to o lroom p rac t ice usually acqu ired through fo r m a l apprenticesh ip o r equivalent tra in ing and exper ien ce .

F o r c ro ss - in d u s try wage study purposes , this c lass i f ica t ion does not include too l and die m akers who (1) are em p loyed in too l and die jobbing shops o r (2) produce fo rg in g dies (die s inkers ).

S T A T IO N A R Y E N G IN E E R

Operates and maintains and m ay also superv ise the operation of s tationary engines and equipment (m echan ica l o r e l e c t r i c a l ) to supply the estab lishm ent in which em p loyed with pow er , heat, r e f r ig e ra t io n , o r a i r - conditioning. W ork invo lves : Operat ing and mainta ining equipment such assteam engines, a ir c o m p res so r s , g en e ra to rs , m o to rs , turb ines , ventila t ing and r e f r ig e ra t in g equipment, steam b o i le r s and b o i l e r - f e d w a ter pumps; making equipment r epa irs ; and keeping a r e co rd o f operation o f m ach inery , tem pera tu re , and fuel consumption. M ay also superv ise these operations. Head o r ch ie f eng ineers in estab lishm ents em ploying m ore than one eng ineer a re exc luded .

B O IL E R T E N D E R

F i r e s s tationary b o i le r s to furnish the estab lishment in which e m ployed with heat, p ow er , or steam. Feeds fuels to f i r e by hand or operates a m echan ica l s toker , gas, o r o i l burner; and checks w a ter and safety va lv es . M ay clean, o i l , o r ass is t in r epa ir ing b o i le r ro o m equipment.

S H IP P E R AND R E C E IV E R

P e r fo r m s c le r ic a l and phys ica l tasks in connection with shipping goods o f the estab lishment in which em p loyed and rece iv ing incoming shipments. In p e r fo rm in g day - to -day , routine tasks, fo l lows estab lished gu idelines. In handling unusual nonroutine p ro b lem s , r e c e iv e s spec if ic guidance f r o m su perv iso r or other o f f ic ia ls . M a y d ire c t and coordinate the ac t iv i t ies o f other w o rk e rs engaged in handling goods to be shipped o r being r ece iv ed .

Shippers typ ica l ly are respons ib le f o r m ost of the fo llowing: V e r i f y in g that o rd e rs a re accura te ly f i l l e d by com paring i tem s and quantities o f goods gathered fo r shipment against documents; insuring that shipments a re p ro p e r ly packaged, identi f ied with shipping in fo rm ation , and loaded into transport ing veh ic le s ; p repar ing and keeping reco rds of goods shipped, e .g . , m an ifes ts , b i l ls o f lading.

R e c e iv e r s typ ica l ly are respons ib le fo r m ost o f the fo llow ing: V e r i f y in g the co r re c tn ess o f incoming shipments by com paring item s and quantities unloaded against b i l ls o f lading, in vo ices , m an ifes ts , storage

SHIPPER AND RECEIVER— Continued

r ece ip ts , or other reco rds ; checking fo r damaged goods; insuring that goods are appropr ia te ly identif ied fo r routing to departments within the estab lishment; p repar ing and keeping reco rds o f goods rece ived .

F o r wage study purposes, w o rk e rs are c la ss i f ied as fo l lows:

ShipperR e c e iv e rShipper and r e c e iv e r

W A R E H O U S E M A N

As d irec ted , p e r fo rm s a va r ie t y o f warehousing duties which requ ire an understanding o f the estab lishm ent 's storage p lan. W ork invo lves m ost o f the fo l low in g : V e r i fy in g m a te r ia ls (o r m erchand ise ) against rece iv ingdocuments, noting and report ing d iscrepanc ies and obvious damages; routing m a te r ia ls to p re s c r ib ed s torage locations; stor ing , stacking, o r pa lle t iz ing m a te r ia ls in accordance with p re s c r ib ed s torage methods; rea rrang ing and taking inventory o f stored m a te r ia ls ; examining s tored m a te r ia ls and r e porting d e te r io ra t ion and damage; rem ov ing m a te r ia l f r o m storage and p repar ing it fo r shipment. May operate hand o r pow er trucks in p e r fo rm in g warehousing duties.

Exclude w o rk e rs whose p r im a ry duties invo lve shipping and r e ce iv ing w ork (see Shipper and R e c e iv e r and Shipping P a c k e r ) , o rd e r f i l l ing (see O rd e r F i l l e r ) , o r operating pow er trucks (see P o w e r -T ru c k Opera tor ) .

O RD ER F I L L E R

F i l l s shipping o r t ran s fe r o rd e rs fo r f inished goods f r o m stored m erchand ise in accordance with specif icat ions on sales s lips, cus tom ers ' o rd e rs , o r other instructions. May, in addition to f i l l ing o rd e rs and indicating item s f i l l e d o r om itted , keep reco rds o f outgoing o rd e rs , requis it ion addit ional stock o r report short supplies to su pe rv iso r , and p e r fo r m other re la ted duties.

S H IP P IN G P A C K E R

P re p a re s finished products fo r shipment o r s torage by placing them in shipping conta iners, the spec i f ic operations p e r fo rm ed being dependent upon the type, s ize , and number o f units to be packed, the type o f container em p loyed , and method o f shipment. W ork requ ires the placing of i tem s in shipping containers and m ay invo lve one o r m o re of the fo l low ing : Knowledgeo f var ious item s o f stock in o rd e r to v e r i f y content; se lec t ion o f appropriate type and s ize o f container; insert ing enc losures in container; using e x c e ls io r o r other m a te r ia l to prevent breakage o r damage; c losing and sealing container; and applying labels o r enter ing identify ing data on container. P a ck e r s who also make wooden boxes o r cra tes 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 w o rk e r em ployed in a warehouse, manufacturing plant, s to re , o r other estab lishm ent whose duties invo lve one o r m ore o f the fo l lo w in g : Loading and unloading var ious m ate r ia ls and m erchandise on o r f r o m fre igh t ca rs , trucks, o r other transport ing dev ices ; unpacking, shelv ing, o r placing

MATERIAL HANDLING LABORER— Continued

m ater ia ls o r m erchand ise in p roper storage location; and transporting m ate r ia ls o r m erchand ise by handtruck, car , o r whee lbarrow . Longshore w o rk e rs , who load and unload ships, a re exc luded .

P O W E R -T R U C K O P E R A T O R

Operates a manually con tro l led gaso l ine - o r e le c t r ic -p o w e re d truck o r t r a c to r to transport goods and m a te r ia ls o f a l l kinds about a warehouse, manufacturing plant, o r other establishment.

F o r wage study purposes , w o rk e rs are c lass i f ied by type o f p ow er - truck, as fo l lows:

F o rk l i f t opera torP o w e r - t ru c k opera tor (other than fo rk l i f t )

GUARD

P ro te c ts p roper ty f r o m theft or damage, o r persons f ro m hazards o r in ter fe ren ce . Duties invo lve se rv ing at a f ixed post, making rounds on foot o r by m oto r veh ic le , o r esco rt ing persons o r p roper ty . May be deputized to make a r re s ts . May also help v is i to rs and customers by answering questions and g iv ing d irect ions .

Guards em ployed by establishments which prov ide p ro tec t ive s e r v ic es on a contract basis are included in this occupation.

F o r wage study purposes, guards are c lass i f ied as fo llows:

Guard A

E n forces regulations designed to p revent breaches of security . E x e r c is e s judgment and uses d iscre t ion in dealing with em ergen c ies and security v io lat ions encountered. Determ ines whether f i r s t response should be to intervene d ire c t ly (asking fo r ass istance when deem ed necessa ry and t im e a l low s ) , to keep situation under su rve i l lan ce , o r to report situation so that it can be handled by appropriate authority. Duties requ ire spec ia l iz ed tra in ing in methods and techniques o f protecting security areas. Com monly , the guard is requ ired to demonstrate continuing physica l f itness and p ro f ic ien cy with f i r e a rm s o r other spec ia l weapons.

Guard B

C a rr ie s out instructions p r im a r i ly or ien ted toward insuring that em ergen c ie s and secu r ity v io lat ions are read ily d isco ve red and reported to appropriate authority. In tervenes d ire c t ly only in situations which requ ire m in im a l action to sa feguard p roper ty o r persons. Duties requ ire m in im a l tra in ing. C om m only , the guard is not requ ired to demonstrate phys ica l f i tness. May be a rm ed , but g en era l ly is not requ ired to demonstrate p ro f ic ien cy in the use of f i r e a r m s o r spec ia l weapons.

J A N IT O R , P O R T E R , O R C L E A N E R

Cleans and keeps in an o rd e r ly condition fac tory working areas and w ashroom s, o r p rem is es o f an o f f ic e , apartment house, o r c o m m e rc ia l or other establishment. Duties invo lve a combination of the fo l low ing : Sweeping, mopping o r scrubbing, and polishing f lo o rs ; rem ov ing chips, trash, and other refuse; dusting equipment, furn iture, o r f ix tu res ; polishing m eta l f ix tu res or tr im m in gs ; p rov id ing supplies and m in or maintenance s e rv ic e s ; and cleaning la va to r ie s , showers , and r es troo m s . W o rk e rs who spec ia l iz e in window washing are exc luded .

35

Service Contract Act Surveys

The fo l low ing a reas a re su r veyed p e r io d ic a l ly fo r use in adm inis te r in g the S e r v ic e Contract A c t of 1965. Su rvey resu lts a re publ ished in r e lea ses which a re a v a i la b le , at no cost, wh ile supplies last f r o m any of the BLS reg iona l o f f ices shown on the back cove r .

A laska (s ta tew ide )A lbany, Ga.A lexandr ia , La.Alpena, Standish, and

Tawas C ity, Mich.A sh ev i l l e , N.C.Atlantic C ity, N.J.Augusta, Ga.—S.C.Austin, Tex .B ak ers f ie ld , Calif.Baton Rouge, La.B a t t l e C r e e k , M ich .Beaumont—P o r t A r th u r -

Orange, Tex.B i lo x i -G u l fp o r t and

Pascagou la , M iss.B rem er to n , Wash.B r id gepo rt , N orw a lk , and

Stam ford , Conn.Brunswick, Ga.Cedar Rapids, Iowa Champaign—Urbana—Rantoul, 111. Charleston, S.C.Cheyenne, Wyo.C la rk s v i l l e—H op k in sv i l le , T enn.—K y . C o lorado Springs, Colo.Columbia, S.C.Columbus, M iss.Crane, Ind.Decatur, 111.Des M oines , Iowa Dothan, A la .Duluth—S u p e r io r , Minn.—Wis.E l Paso , T ex . , and A lam og o rd o—Las

C ruces , N. Mex.E ugene-Spr ing fie ld and M ed fo rd—

IQamath F a l ls —Grants Pass— Roseburg , Oreg .

F a y e t t e v i l l e , N.C.F itchburg—L e o m in s t e r , Mass.

F o r t R i le y —Junction C ity, Kans.F o r t Smith, A rk .—Okla.F o r t Wayne, Ind.F re d e r ic k —Hagerstown—

C h am bersbu rg , Md.—Pa.Gadsden and Anniston, A la . Go ldsboro , N .C .Grand Island—H ast in gs , Nebr.Guam, T e r r i t o r y of H arr isbu rg—Lebanon, Pa.La C ro ss e , Wis.La redo , Tex.Lawton, Okla.Lexington—Fayette , Ky.L im a , Ohio Logansport— Peru , Ind.L o w e r E as te rn Shore, Md.—Va.—Del. Macon, Ga.Madison, W is.Maine (s ta tew ide )M cA l len —P h a r r —Edinburg and

B ro w n sv i l le—Harlingen—San Benito, Tex.

M er id ian , M iss .M idd lesex , Monmouth, and

Ocean Cos . , N.J.M ob ile and Pensaco la , A la .—Fla. Montana (s ta tew ide )N ashv i l le—Davidson, Tenn.N ew B ern—Jackson v i l le , N.C.N ew H am psh ire (s ta tew ide )N ew London—Norw ich , Conn.—R.I. North Dakota (s ta tew ide )N orthern N ew York Orlando, F la .Oxnard—S im i V a l ley—Ventura, Calif. Phoen ix, A r i z .P ine B lu ff, Ark .Pueb lo , Colo.Puerto R ico Ra le igh—Durham, N.C.Reno, Nev.R iv e rs id e -S a n Bernard ino—

Ontario , Calif.Salina, Kans.Salinas—Seas ide—M onterey , Calif.Sandusky, OhioSanta B arbara—Santa M ar ia—

L o m p o c , Calif.

Savannah, Ga.Se lm a, A la .Sherman—Denison, Tex . Sh reveport , La.South Dakota (s ta tew ide )Southern Idaho Southwestern V irg in ia Spr ing f ie ld , 111.Spr ing f ie ld—Chicopee—Holyoke,

M ass .—Conn.Stockton, Calif.Tacom a , Wash.Tam pa-St. P e te rsb u rg , F la. Topeka, Kans.Tu lsa , Okla.Upper Peninsula , Mich.V a l le jo —F a ir f i e ld —N a p a , Calif. V e rm on t (s ta tew ide )V ir g in Islands of the U.S.Waco and K i l le en —T em p le , Tex. W a te r loo—Cedar F a l ls , Iowa West T exas P la ins West V irg in ia (s ta tew ide ) W ilm ington, Del.—N.J .—Md. Yak im a, R ichland—Kennewick, and

W alla W alla—Pendleton,Wash.—Oreg .

A L S O A V A I L A B L E —

An annual rep o r t on sa la r ies for accountants, auditors, ch ie f accountants, attorneys, job an a lys ts , d i r e c to rs of personnel, buyers, chem ists , eng ineers , engineering technicians, d ra f t e rs , a n d c le r ic a l employees is ava ilab le . O rder as BLS B u l le tin 1931, National Survey o f P r o fess iona l , A dm in is tra t ive , Techn ica l and C le r i c a l Pay , M arch 1976, $1.35 a copy, f r o m any of the BLS r e gional sa les o f f ices shown on the back c o v e r , or f r o m the Superintendent of Documents, U.S. G o ve rn ment P r in t ing O ff ice , Washington, D.C. 20402.

Area Wage Surveys

A l is t o f the latest bulletins ava ilab le is p resented below. Bulletins m ay be purchased f r o m any o f the B LS reg iona l o f f ic es shown on the back c o v e r , or f r o m the Superintendent of Documents, U.S. Government P r in t ing O f f ic e , Washington, D.C. 20402. Make checks payable to Superintendent o f Documents. A d ir e c to ry o f occupational wage su rveys , cove r in g the yea rs 1950 through 1975, is ava ilab le on request.

Bulletin numberA r e a and p r i c e *

Akron , Ohio, Dec. 1976 1 _________________________________________ 1900-76, 85 centsAlbany—Schenectady—T ro y , N .Y . , Sept. 1976 _________________ 1900-59, 55 centsAnaheirrv-Santa Ana—Garden G rove ,

C a l i f . , Oct. 1976 _________________________________________________ 1900-67, 75 centsAtlanta, Ga., M ay 1977 ___________________________________________ 1950-17, $1.20B a lt im o re , M d., Aug. 1977______________________________________ 1950-39, $1.20B il l in gs , Mont., July 1977 1_____________________________________ 1950-40, $1.00B irm ingham , 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, M ay 1977 1 ________________________________________ 1950-28, $1.10Chattanooga, T enn .-G a ., Sept. 1976 ___________________________ 1900-57, 55 centsChicago, 111., M ay 1976 __________________________________________ 1900-32, $1.05Cincinnati, Ohio—Ky.—Ind ., M ar . 1976 -------------------------------- 1900-7, 75 centsC leve land, Ohio, Sept. 1976 _____________________________________ 1900-62, 95 centsColumbus, Ohio, Oct. 1976 ______________________________________ 1900-68, 75 centsCorpus C hr is t i , T ex . , July 1977 1_______________________________ 1950-35, $1.00D a l la s -F o r t W orth , T ex . , Oct. 1976 ___________________________ 1900-63, 85 centsDavenport—R ock Island—M olin e , Iowa—111., Feb. 1977 1 _____ 1950-26, $1.10Dayton, Ohio, Dec. 1976 _________________________________________ 1900-78, 85 centsDaytona Beach, F la . , Aug. 1976_________________________________ 1900-45, 45 centsDenver— B ou ld e r , Colo., Dec. 1976 _____________________________ 1900-73, 85 centsDetro it , M ich . , M ar . 1977 _______________________________________ 1950-13, $1.20F resn o , C a l i f . , June 1977________________________________________ 1950-30, 70 centsG a in esv i l le , F la . , Sept. 1976____________________________________ 1900-54, 45 centsGreen Bay, W is . , July 1977 _____________________________________ 1950-36, 70 centsG reensboro—Winston -Salem—High P o in t ,

N .C . , Aug. 1976 __________________________________________________ 1900-47, 65 centsG reen v i l le—Spartanburg, S.C., June 1977______________________ 1950-33, 70 centsH ar t fo rd , Conn., M ar . 1977 _____________________________________ 1950-9, 80 centsHouston, T e x . , A p r . 1976 ________________________________________ 1900-26, 85 centsHuntsvi l le , A la . , Feb. 1977 1 ____________________________________ 1950-4, $1.40Indianapolis , Ind., Oct. 1976 ____________________________________ 1900-58, 75 centsJackson, M is s . , Jan. 1977 1 _____________________________________ 1950-2, $1.50Jacksonv i l le , F la . , Dec. 1976 1__________________________________ 1900-80, 85 centsKansas City, M o . -K a n s . , Sept. 1976 1 _________________________ 1900-60, $1.05Los An ge les—Long Beach, C a li f . , Oct. 1976 __________________ 1900-77, 85 centsL o u is v i l l e , Ky.—Ind., Nov. 1976 _________________________________ 1900-69, 55 centsM em ph is , T e n n - A r k .—M i s s ., Nov . 1976 1 _____________________ 1900-75, 85 cents

A r e aBulletin number

and p r i c e *

M ia m i, F la . , Oct. 1976____________________________________________ 1900-66, 75 centsM ilwaukee , W is . , A p r . 1977 _____________________________________ 1950-14, $1.10M inneapolis—St. Paul, Minn.—W is . , Jan. 1977_________________ 1950-3, $1.60Nassau—Suffolk, N .Y . , June 1977 ________________________________ 1950-27, $1.00N ew ark , N .J . , Jan. 1977 __________________________________________ 1950-7, $1.60N ew O r leans , La . ’, Jan. 1977 * __________________________________ 1950-5, $1.60N ew Y o rk , N .Y . -N .J . , M a y l9 7 7 ~ ________________________________ 1950-31, $1.20N or fo lk—V irg in ia Beach—Portsm outh , Va.—

N .C . , M ay 1977 ___________________________________________________ 1950-20, 70 centsN or fo lk—V irg in ia Beach—Portsm outh and

N ew port News—Hampton, V a . -N .C . , M ay 1977 _____________ 1950-21, 70 centsNortheast Pennsy lvan ia , Aug. 1977 1 ___________________________ 1950-38, $1.10Oklahoma City, Okla ., Aug. 1976 _______________________________ 1900-42, 55 centsOmaha, N ebr .—Iowa, Oct. 1976 _________________________________ 1900-61, 55 centsPaterson—Clifton—P assa ic , N .J . , June 1977 ___________________ 1950-34, 70 centsPhiladelphia , P a . -N .J . , Nov. 1976 1 ____________________________ 1900-64, $1.10Pittsburgh , P a . , Jan. 1977 _______________________________________ 1950-1, $1.50Port land, M aine, Dec. 1976 1____________________________________ 1900-72, 85 centsPort land , O reg .—Wash., M ay 1977 1 ____________________________ 1950-32, $1.20Poughkeeps ie , N .Y . , June 1977 __________________________________ 1950-25, 70 centsPoughkeepsie—Kingston—Newburgh, N .Y . , June 1976 ________ 1900-55, 55 centsP ro v id en ce—W arw ick—Pawtucket , R . I .—

M ass . , June 1977 1_______________________________________________ 1950-22, $1.20Richmond, Va . , June 1977 1 ______________________________________ 1950-23, $1.10St. Lou is , Mo .—111., M ar . 1977 __________________________________ 1950-10, $1.20Sacram ento , C a l i f . , Dec. 1976 __________________________________ 1900-71, 55 centsSaginaw, M ich ., Nov . 1976 1 _____________________________________ 1900-74, 75 centsSalt Lake City—Ogden, Utah, Nov . 1976 _______________________ 1900-65, 55 centsSan Antonio, T e x . , M ay 1977 1 __________________________________ 1950-24, $1.10San D iego , C a l i f . , Nov. 1976 ____________________________________ 1900-79, 55 centsSan F ran c isco—Oakland, C a l i f . , M ar . 1977 ____________________ 1950-29, $1.20San Jose, C a l i f . , M ar . 1977 _____________________________________ 1950-19, $1.00Seattle—E v e r e t t , W ash ., Jan. 1977 1 ____________________________ 1950-12, $1.20South Bend, Ind., M ar . 1976 _____________________________________ 1900-5, 55 centsSyracuse, N .Y . , July 1976 ________________________________________ 1900-44, 55 centsTo ledo , Ohio—M ich . , M ay 1977__________________________________ 1950-18, 80 centsTren ton , N .J . , Sept. 1976 ________________________________________ 1900-56, 55 centsU t ic a -R o m e , N .Y . , July 1 977’ 1__________________________________ 1950-37, $1.10Washington, D .C . -M d .-V a . , M ar . 1977 ________________________ 1950-11, $1.20W ich ita , Kans., A p r . 1977 1 ______________________________________ 1950-16, $1.10W o rc e s t e r , M ass . , A p r . 1977 ____________________________________ 1950-15, 70 centsY o rk , Pa . , Feb. 1977 ______________________________________________ 1950-6, $1.10

Prices are determined by the Government Printing O ffice and are subject to change. ̂ Data on establishment practices and supplementary wage provisions are also presented.

U.S. Department of Labor Bureau of Labor Statistics Washington, D.C. 20212

Official Business Penalty for private use, $300

Bureau of Labor Statistics Regional OfficesRegion I

1603 JFK Federal Building Government Center Boston, Mass. 02203 Phone: 223-6761 (AreaCode617)

ConnecticutMaineMassachusetts New Hampshire Rhode Island Vermont

Region V9th Floor, 230 S. Dearborn St.Chicago, III. 60604Phone: 353-1880 (AreaCode312)

IllinoisIndianaMichiganMinnesotaOhioWisconsin

Region II

Suite 34001515 BroadwayNew York, N Y. 10036Phone: 399-5406 (AreaCode212)

New Jersey New York Puerto Rico Virgin Islands

Region VISecond Floor555 Griffin Square BuildingDallas, Tex. 75202Phone: 749-3516 (AreaCode214)

Arkansas Louisiana New Mexico Oklahoma Texas

Region 111

3535 Market Street,P.O. Box 13309Philadelphia, Pa 19101Phone: 596-1154 (AreaCode215)

DelawareDistrict of ColumbiaMarylandPennsylvaniaVirginiaWest Virginia

Regions VII and VIIIFederal Office Building 911 Walnut St., 15th Floor Kansas City, Mo 64106 Phone: 374-2481 (AreaCode816)

VII VIIIIowa ColoradoKansas MontanaMissouri North DakotaNebraska South Dakota

UtahWyoming

Postage and Fees Paid U.S. Department of Labor

Third Class Mail

Lab-441

Region IV

Suite 540>371 Peachtree St., N.E.Atlanta, Ga. 30309 Phone:881-4418 (Area Code 404)

Alabama Florida Georgia Kentucky Mississippi North Carolina South Carolina Tennessee

Regions IX and X

450 Golden Gate Ave.Box 36017San Francisco, Calif 94102 Phone: 556-4678 (Area Code 415)

IX XArizona AlaskaCalifornia IdahoHawaii OregonNevada Washington

bls_1950-40_1977.pdf

Documents

Transcript of bls_1950-40_1977.pdf