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Area Wage Survey:Jacksonville, Florida,Metropolitan Area, December 1976Bulletin 1900-80

0 ° *

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

PrefaceThis bulletin p rov ides results o f a D ecem ber 197 6 survey

of occupational earnings and supplementary wage benefits in the Jacksonv il le , F lo r ida , Standard M etropo litan Statistical A r e a (Baker , Clay, Duval, Nassau, and St. John's Counties). The survey was m ade as part o f the Bureau o f Lab o r Statistics ' annual area wage survey p rogram , which is designed to y ield data fo r individual m etropo litan areas as w e l l as national and reg ional estimates fo r a l l Standard Metropolitan Statistical A rea s in the United States, excluding A laska and Hawaii.

A m a jo r consideration in the area wage survey p rogram is the need to d esc r ib e the le v e l and m ovem ent o f wages in a v a r ie ty o f labor m arkets , through the analysis of (1) the le v e l and distribution of wages by occupation, and (2) the m ovem ent o f wages by occupational ca tego ry and skil l l e v e l . The p rogram develops in form ation that m ay be used f o r many purposes, including wage and sa la ry administration, co l le c t iv e bargaining, and assistance in determ in ing plant location. Survey results also are used by the U.S. Department of Labor to make wage d e te r minations under the Serv ice Contract A c t of 1965.

Currently , 84 areas are included in the p rogram . (See l is t o f areas on inside back cove r . ) In each area, occupational earnings data are co l lec ted annually. In formation on establishm ent p ract ices and supplementary wage benefits is obtained e v e ry third yea r .

Each yea r after all individual area wage surveys have been completed, two sum m ary bulletins are issued. The f i r s t brings together data fo r each m etropo litan area surveyed; the second presents national and reg iona l est im ates, p ro jected from individual m etropo litan area data.

The Jacksonv il le survey was conducted by the Bureau's reg iona l o f f ic e in Atlanta, Ga., under the genera l d irect ion of J e r r y G. Adam s, A ss is tan t Reg iona l C om m iss ion er fo r O pera tions. The survey could not have been accomplished without the cooperation o f the many f i rm s whose wage and sa la ry data p ro vided the basis fo r the sta t is t ica l in formation in this bulletin. The Bureau w ishes to express s ince re appreciation fo r the cooperation rece iv ed .

N ote;

Current reports on occupational earnings and supplem en tary benefits in the Jacksonv il le area are available for the m ov ing and storage and laundr-y and d ry cleaning industries. A lso availab le are l is t ings of union wage rates fo r building trades, printing trades, lo ca l- t ra n s i t operating em ployees , loca l truck- d r iv e r s and he lpers , and g ro c e r y s tore em p loyees . F r e e copies o f these are available f ro m the Bureau 's reg iona l o f f ic e s . (See back cove r fo r addresses. )


Area W age Survey: Jacksonville, Florida, Metropolitan Area Decem ber 1976

Bulletin 1900-80 April 1977

U.S. DEPARTMENT OF LABOR, Ray Marshall, Secretary BUREAU OF LABOR STATISTICS, Julius Shiskin, Commissioner

ContentsIntroduction

Page. . . 2

Tables:

A . Earnings:A - l . W eek ly earnings of o f f ic e w o rk e rs . . . 3 A -2 . W eek ly earnings of p ro fess iona l

and technica l w o r k e r s _______________ 5A -3 . A v e ra g e week ly earnings of o f f ic e i

p ro fess iona l ! and technicalw o rk e rs , by s e x _____________________ 6

A -4 . Hourly earnings of maintenance, to o lroom , and powerplantw o rk e rs ________________________________ 7

A -5 . Hourly earnings o f m ate r ia l movement and custodialw o rk e rs ________________________________ 8

A -6 . A v e ra g e hourly earnings ofmaintenance, to o lroom , pow er - plant, m ate r ia l m ovem en t , andcustodial w o rk e rs , by s e x -------------- 9

A -7 . P ercen t increases in average hourly earnings for selected occupational g roups , adjusted for employment sh i f ts _______________ 10

* PageTables— Continued

B. Establishment p ract ices andsupplementary wage provis ions:

B - l . Minimum entrance sa lar ies fo r inexperienced typistsand c le rk s _____________________________ 11

B-2. Late shift pay provis ions forfu l l - t im e manufacturing plantw o rk e rs ________________________________ 12

B-3. Scheduled w eek ly hours and days of fu l l - t im e f i rs t -sh i f tw o rk e rs ________________________________ 13

B-4. Annual paid holidays for fu l l - t im ew o rk e rs ________________________________ 14

B-5. Paid vacation prov is ions forfu l l - t im e w o rk e rs ____________________ 15

B-6. Health, insurance, and pension plan prov is ions for fu l l - t im e w o rk e rs ________________________________ 18

Appendix A . Scope and method o f survey Appendix B. Occupational descr ip t ions.. .

For sale by the Superintendent o f Documents, U .S . Governm ent Printing O ffice , Washington, D. C. 20402, GPO Bookstores, or BLS Regional O ffices listed on back cover. P rice 85 cents. Make checks payable to Superintendent o f Documents.1


IntroductionThis area is 1 o f 84 in which the U.S.

Department o f La b o r 's Bureau of Labor Statistics conducts surveys o f occupational earnings and r e lated benefits . In this a rea , data w e re obtained by persona l v is its of Bureau f ie ld economists to r e presenta tive establishments within six broad industry d iv is ions: Manufacturing; transportat ion, com m unication, and other public util i t ies ; wholesa le trade; re ta i l trade; finance, insurance, and rea l estate; and s e rv ic e s . M a jo r industry groups excluded f rom these studies are government operations and the con struction and extrac t ive industries. Establishments having few e r than a p resc r ib ed number of w o rkers a re omitted because of insufficient employment in the occupations studied. Separate tabulations are p rov ided fo r each o f the broad industry div isions which meet publication c r i t e r ia .

A - s e r i e s tables

Tables A - l through A -6 prov ide estimates of s tra igh t-t im e w eek ly or hourly earnings for w o r k ers in occupations common to a var ie ty of m anufacturing and nonmanufacturing industries. Occupations w e re se lec ted f ro m the fo l low ing ca tegor ies : (a)O ff ic e c le r ic a l , (b) p ro fess ion a l and technica l, (c) maintenance, to o lroom , and powerplant, and (d) mater ia l m ovem ent and custodial. In the 31 la rges t survey a reas , tables A - l a through A -6 a prov ide s im i la r data for establishments employing 500 w o r k ers or m o r e .

Tab le A -7 p rov ides percent changes in a v e rage hourly earnings o f o f f ic e c le r ic a l w o rk e rs , e lectron ic data p r o c e s s i n g w o rkers , industrial

nurses, skil led maintenance trades w o rk e rs , and unskilled plant w o rk e rs . W here poss ib le , data are presented for all industries, manufacturing, and nonmanufacturing. This table prov ides a m easure of wage trends a fter e limination o f changes in ave rage earnings caused by employment shifts among es tab lishments as w e l l as tu rnover of establishments in cluded in survey samples. F o r further deta i ls , see appendix A .

B -s e r ie s tables

The B -s e r ie s tables present information on minimum entrance sa la r ies fo r o f f i c e w o rkers ; late shift pay p rov is ions an6 -ractices fo r plant w o rkers in manufacturing; and data separate ly fo r plant and o f f ic e w o rke rs on scheduled week ly hours and days of f i r s t -sh i f t w o rk e rs , paid holidays; paid vacations; and health, insurance, and pension plans.

Appendixes

Appendix A desc r ib es the methods and concepts used in the area wage survey p rogram . It prov ides information on the scope o f the a rea survey, on the a rea 's industrial com position in m anufacturing, and on labor-m anagem ent agreem ent cove rage .

Appendix B p rov ides job descr ip t ions used by Bureau f ie ld economists to c la ss i fy w o rk e rs by occupation.

2Digitized for FRASER http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis

A. EarningsTable A-1. Weekly earnings of office workers in Jacksonville, Fla., December 1976

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

Avcra S S S S S S % 1 ------- S S S $ S S S S S S ' S S S

Occupation and industry divisionNumberof weekly 80 90 100 110 120 130 140 150 160 170 180 190 200 210 220 230 240 250 260 280 300

workers (standard Mean * Median * Middle ranged and andunder

90 100 110 120 130 140 150 160 170 180 190 200 219 220 230 ■24fl 250 260. - 2.60 300 o v e r

ALL WORKERS

$ $ $ $SECRETARIES -------------------------- 1,041 39.0 177.00 170.00 151.00-193.00 - 2 4 10 57 84 82 133 148 128 87 81 47 49 27 12 21 18 25 8 18

MANUFACTURING ------------- ------ 129 40.0 ,180.00 177.00 160.00-193.50 - - - - 4 7 21 20 18 15 18 11 5 5 2 1 1 1 - •NONMANUFACTURING ---------------------------- 912 38.5 176.50 168.00 150.00-192.00 - 2 4 10 57 80 75 112 128 110 72 63 36 44 22 10 20 17 24 8 18

PUBLIC UTILITIES ------------------------- 78 38.5 239.00 252.00 227.50-262.50 - - - - - 2 1 6 1 1 - - - 8 3 5 10 15 21 3 2

SECRETARIES. CLASS » ----------------------- 80 39.0 198.00 198.00 169.50-219.50 - • . - 7 3 - 10 10 3 9 7 11 6 8 1 3 2NONMANUFACTURING ----------------------------- 72 39.0 200.00 203.50 170.00-220.00 - - - - - 7 3 - 6 10 3 6 7 11 6 - 7 - 1 3 2

SECRETARIES. CLASS 8 ------------- 269 38.5 186.00 179.50 160.00-206.00 • - 1 10 13 18 22 29 42 31 22 18 20 8 6 4 10 12 1 2NONMANUFACTURING ----------------- 247 38.5 187.00 180.00 158.00-208.00 - - - 1 10 13 17 22 22 35 29 18 18 19 8 6 4 10 12 1 2

PUBLIC UTILITIES --------------- 32 38.0 241.50 257.00 240.50-263.50 - - - - * - - 5 - - - - - 1 1 1 3 10 10 1 -

SECRETARIES, CLASS C ------------- 380 39.0 160.00 166.50 153.50-190.50 _ 6 2 25 31 72 66 39 33 34 11 10 6 5 7 7 8 4 14MANUFACTURING -------------------- 51 40.0 179.00 173.50 156.50-195.50 - - - - - 1 5 16 3 2 6 6 5 3 - 2 - 1 1 • •NONMANUFACTURING ----------------- 329 38.5 180.00 166.50 152.00-190.00 - - - 6 2 24 26 56 63 37 27 28 6 7 6 3 7 6 7 4 14

SECRETARIES, CLASS 0 ------------- 291 38.5 160.00 155.00 134.50-178.00 2 4 3 43 39 28 34 35 37 20 16 9 7 6 1 2 1 4 m

MANUFACTURING -------------------- 48 40.0 182.50 183.00 164.00-199.00 - - - - - 3 1 5 6 9 7 5 6 1 5 _ •NONMANUFACTURING ----------------- 243 38.5 155.50 155.00 132.00-172.00 - 2 4 3 43 36 27 29 29 28 13 11 3 6 1 1 2 1 4 - -

STENOGRAPHERS, GENERAL ------------- 247 39.0 191.50 204.00 130.00-253.50 . 22 19 19 19 8 11 4 1 10 4 33 1 4 3 60 28 1NONMANUFACTURING ----------------- 237 39.0 193.50 204.00 127.50-253.50 - - 22 19 19 16 5 7 4 1 10 4 33 1 - 4 3 60 28 1 -

STENOGRAPHERS, SENIOR --------------- 108 40.0 186.00 161.50 144.00-229.00 • - 10 5 11 13 5 18 2 4 - 1 9 4 ? _ 10 14 _NONMANUFACTURING ----------------- 92 39.5 191.50 162.00 142.50-263.00 - - - 10 2 11 9 4 14 2 - - 1 9 4 2 - - 10 14 -

TRANSCRIBING-MACHINF TYPISTS ------ 132 38.0 148.50 134.00 119.50-160.00 • _ 17 17 21 19 14 9 13 3 1 - - 1 - 4 - 12 1 -NONMANUFACTURING ----------------- 125 38*0 148.00 133.00 119.00-159.50 - - 17 17 21 18 13 8 10 3 - 1 L - 12 1 - -

TYPISTS. CLASS A -------------------- 93 38.5 156.00 143.00 121.00-204.O0 - _ 12 10 15 4 10 3 3 1 5 5 18 5 2NONMANUFACTURING ---------- ------- 93 38.5 156.00 148.00 121.00-204.00 - - 12 10 15 4 10 3 3 1 5 5 18 5 2 - - - - - -

TYPISTS, CLASS 9 -------------------- 245 38.0 121.50 117.50 104.00-126.50 6 41 37 54 55 25 6 8 1 1 - 6 - _ _ 5NONMANUFACTURING ----------------- 236 38.0 121.50 117.00 104.00-126.00 6 41 34 54 52 22 6 8 1 - 1 6 * - - - - 5 - -

FILE CLERKS, CLASS R ----------------- 124 38.0 131.00 110.50 98.00-152.CP - 36 22 23 4 3 3 9 4 1 3 - 2 1 . 5 1 7 - - -NONMANUFACTURING ------------------ 124 38.0 131.00 110.50 98.00-152.00 - 36 22 23 4 3 3 9 4 1 3 2 1 - 5 1 7 - - -

PUBLIC UTILITIES ---------------- 26 38.5 212.00 224.00 179.50-248.50 - - - - “ - * 3 3 1 3 2 1 * 5 1 7 - * -

FILE CLERKS, CLASS C ----------------- 374 38.5 102.00 99.00 92.00-106.00 30 162 131 20 6 14 11 • - - - - • _ - . _ -NONMANUFACTURING ----------------- 373 38.5 102.00 99.00 92.00-106.00 30 162 131 20 5 14 11 - - - - ” “ * - * “ * *

MESSENGERS ---------------------------- 152 38.5 123.50 117.00 100.00-133.50 3 27 31 31 18 14 5 5 3 3 3 2 2 - 1 4 - - - _ -NONMANUFACTURING ----------------- 144 38.5 124.00 117.00 100.00-133.50 3 27 31 26 15 14 5 5 3 3 3 2 2 * 1 4 - - - -

SWITCHBOARD OPERATORS --------------- 123 39.5 124.50 116.00 98.00-136.50 32 13 19 11 23 9 4 4 1 1 - - - _ 4 - . - 2 .

NONMANUFACTURING ------------------ 117 39.0 124.00 116.00 94.50-136.50 - 32 12 18 9 23 9 3 4 - 1 * * 4 - - - 2 -

SWITCHBOARD OPERATOR-RECEPTIONISTS- 204 39.5 124.50 121.00 107.50-140.00 - 26 26 27 58 20 16 16 8 3 3 - - - _ - 1 - - •

53NONMANUFACTURING ------------------ 151 39.0 122.00 120.00 103.50-135.50 - 26 18 20 44 12 10 11 7 1 1 - - - - - 1 - - - -

See fo o tn o te s at end o f tab les .


Table A-1. W eekly earnings of office workers in Jacksonville, Fla., December 1976— Continued

Occupation and industry divisionAverageweeklyhours1

(standard]

Weekly earnings 1 (standard)

Middle range £

N u m b e r of workers receiving straight-time weekly earnings of—S------1------S S------1------i----- i T ----- 5----- S----- 5------ 5------S $ $ s S S

80 90 100 H O 120 130 140 150 160 170 180 190 200 210 220 230 2*0 250i--- 5--- r

2 6 0 280 300

90 100 110 120 130 140 150 160 170 180 19Q 200 210 220 230 2*0 250 260 28Q 3QQ over

ALL WORKERS-- CONTINUED

ORDER CLERKS. CLASS B ----------------MANUFACTURING ----------------------NONMANUFACTURING ------------------

1252699

90.090.090.0

$138.50138.50 138.00

$190.00 199.50190.00

$ $126.00- 150.50118.00- 150.00126.00- 150.50

931

11 29 22 17 43 19 9 1 4 6 17 20 21 13 37

33

ACCOUNTING CLERKS. CLASS A -MANUFACTURING -------------NONMANUFACTURING ----------

30072

228

38.5 90.038.5

175.00 169.50177.00

163.00159.50167.50

155.00- 199.50 157.50-176.00150.00- 217.00

7 - 26 22 73 39 28 2 2 10 2 15 39 5 6 4 2 - -- - - 2 34 10 11 5 3 - 7 - - - - - - •7 - 26 20 39 29 17 17 7 2 8 39 5 6 4 2 - -

ACCOUNTING CLERKS. CLASS 3 ---------MANUFACTURING ----------------------NONMANUFACTURING ------------------

858137721

38.5 90.038.5

139.00199.00 132.50

129.50 190.00126.50

115.00- 199.00 130.0C-150.0C110.00- 195.00

77 97 96 161 140 76 69 38 31 26 9 26- - 8 24 29 33 10 13 13 4 3 -

77 97 88 137 11 1 43 59 25 18 2 2 6 26

BOOKKEEPING-MACHINE OPERATORS.CLASS B ---------------------------------

NONMANUFACTURING -------------------6591

39.539.5

198.50 155.50193.50 199.00

135.00- 170.001 2 0 .00- 160.00

77

6 11 8 1 15 166 2 8 1 10 6

11

p a y r o l l c l e r k s -------------------------m a n u f a c t u r i n g ----------------------NONMANUFACTURING ------------- ----

1223983

39.090.039.0

155.50158.00159.00

150.00 199.50150.00

139.00- 169.00130.00- 176.00 138.0C-167.00

3 8 12 14 18 16 23 10 3 3 3 2 3 33 - 3 9 5 1 5 5 1 2 2 - 2 1- 8 9 5 13 15 18 5 2 1 1 2 1 - 2

KEYPUNCH OPERATORS, CLASS ANONMANUFACTURING ---------

PUBLIC UTILITIES ------

28927030

39.039.037.0

156.50 156.00 23 a .00

150.50 150.00236.50

132.00- 163.00132.00- 162.00229.00- 258.50

99 35 51 57 93 10 9 3 3 9 9 399 39 50 55 37 10 6 2 - 3 9 9 3- - - - 1 “ 3 - - 3 3 9 3

888

K E Y P U N C H O P E R A T O R S , C L A S S 8MANUFACTURING -------------NONMANUFACTURING ---------

6 4 957

592

39.090.039.0

192.50191.00193.00

130.00 138.50129.00

117.00- 150.00130.00- 199.50116.00- 150.00

45 150 116 89 85 45 33 12- 2 3 28 19 2 6 2

95 198 113 61 71 93 27 10

98

98

2

2

S e e f o o t n o t e s a t e n d o f t a b l e s .


Table A -2 . W eekly earnings of professional and technical workers in Jacksonville, Fla., December 1976

Occupation and industry divisionNumber

of weekly houre1

(standard


Number of workers receiving straight-time weekly earnings of----

Mean * Median * Middle rangedUnderS130

$130

andunder

140

s140

150

S150

160

160

170

t170 180

180 190

S190 200

2 0 0 210

12 1 0

2 2 0

l 52 2 0

230

$ $230 240 250

240 250 260

'S $ S260 280

280 300

3 0 0

320

$320

340

340

360

s360

380

i380

and

ove r

ALL WORKERS

COMPUTER SYSTEMS ANALYSTS $ $ $ $(B U S IN E S S ) * CLASS B --------------------------------- 116 39.0 315.00 315.50 288 .50 -332 .00 - - - - 2 - - - - • • - 1 b 13 22 17 38 8 5 5

107 1 14j y " J J c i 3 vCOMPUTER SYSTEMS ANALYSTS

(B U S IN ESS ) , CLASS C -------------------------------- ti8 38.5 2 6 6 . 0 0 268.00 247 .50 -288 .00 - - - - - - 3 2 - 2 3 7 9 7 28 13 11 3 • - -NONMANUFACTURING ----------------------------------- 88 38.5 266.00 268.00 247 ,50 -288 .00 - - - - - - 3 2 - 2 3 7 9 7 28 13 11 3 - - -

COMPUTER PROGRAMMERS (B USINESS ) ,125

COMPUTER PROGRAMMERS (BUSINESS ) ,CLASS B ------------------------------ ------------------------------ 194 39.0 241.00 237.00 217 .0C -261 .50 - - - 2 2 3 3 13 12 20 18 33 18 18 25 12 9 1 4 1 -

NONMANUFACTURING ----------------------------------- 177 39.0 243.00 237.00 219 .00 -263 .00 - * - - 1 2 13 12 20 14 33 17 16 25 10 8 1 <♦ 1 -COMPUTER PROGRAMMERS (BUSINESS ) .

CLASS C ---------------------— — — ----------------------- 46 39.0 193.00 181.00 164 .00 -225 .50 - 1 - 3 11 8 4 2 2 3 6 1 5 1 1 - - - - - -

NONMANUFACTURING ----------------------------------- 47 39.0 193.00 180.00 163 .00 -225 .50 - 1 - 3 11 8 4 1 2 3 6 1 5 1 1 - - - - - -COMPUTER OPERATORS, CLASS A ---------------- 6 6 39.0 2 2 2 . 0 0 2 1 1 . 0 0 191 .50 -251 .50 - . - - • 13 3 13 - 16 2 1 1 1 7 4 2 3 . - .

NONMANUFACTURING ----------------------------------- 63 39.0 219.00 2 1 1 . 0 0 188 .00 -242 .50 - “ - “ 13 3 13 * 16 1 1 1 1 7 3 2 2 - * -COMPUTER OPERATORS, CLASS B ---------------- 2S9 39.0 181.00 172.50 159 .50 -197 .00 9 10 24 24 36 46 32 21 17 12 5 5 7 1 1 2 1 2 •

MANUFACTURING -------------------------------------- 26 40.0 178.50 178.00 160 .50 -190 .00 - - - 1 9 9 1 2 2 - 1 1 - - - - - - - -

NONMANUFACTURING -------------------------------- 233 39 .0 181.00 172.50 157 .00 -197 .00 9 10 24 23 27 37 31 19 15 12 4 4 7 1 1 2 1 * 2 *

COMPUTER OPERATORS, CLASS C --------------- 101 39.0 173.50 170.00 142 .50 -212 .00 * 1 1 10 14 7 7 6 3 3 12 26 1 - 1 - - - - . - - -

NONMANUFACTURING ------------------------------------ 97 39.0 174.50 170.00 142 .50 -212 .50 11 10 13 6 7 4 3 3 12 26 1 1 * * * * * • *

DRAFTERS, CLASS A ------------------------------------— 51 40.0 245.50 244.00 230 .00 -258 .50 - - - - - - - 3 3 1 5 8 8 12 3 8 - - - - -

DRAFTERS, CLASS B ----------------------------------------- 61 40.0 198.50 186.50 180 .50 -224 .00 - - - 2 3 7 2 2 5 5 1 3 - 9 - - - - - - -

DRAFTERS, CLASS C ----------------------------------------- 35 40.0 156.00 159.50 140 .00 -167 .50 * * 7 - 8 6 5 4 2 1 2 - - - - - - - - - - - -REGISTERED INDUSTRIAL NURSES ------------- 33 39.5 2 2 2 . 0 0 2 2 2 . 0 0

__________

203 .50 -229 .00 • • * * * 4 1 1 5 3 11 2 1 1 3 * “ * 1 *

* W o rk e rs w e r e d is tr ib u ted as fo llo w s : 8 at $110 to $120; and 3 at $120 to $130.* * W o rk e rs w e r e at $120 to $130.

See foo tn o tes at end o f tab les .


Table A -3 . Average weekly earnings of office, professional, and technical workers, by sex,in Jacksonville, Fla., December 1976

Numberof

workers

Average (mean2)

Average(m ean2 )

Average(mean2 )

Sex, } oc cu pa ti on , a n d in du st ry division Weekly hours 1

standard)


Sex, 3 oc cu pa ti on , a n d in du st ry divisionNumber

ofworkers

Weekly hours 1

[standard]

Weekly earnings * (standard)

Sex, 3 oc cu pa ti on , a n d i n d u s t r y divisionNumber

ofworkers

Weekly hours 1

[standard)


OFFICE OCCUPATIONS - MEN$

OFFICE OCCUPATIONS - muMEN— CO mT I'-iuej

PROFESSIONAL ANO TECHNICAL OCCUPATIONS - MEN— CONTINUED

72 39T0 COMPUTER SYSTEMS ANALYSTS369 38.5 1 0 2 .0 0 271.50

60l OU j 111Q J 9 LL A jo L

53 723^.0

CLASS A ------------------------------ 106 38.0 291.50

124*00 COMPUTER PROGRAMMERS (BUSINESS). CLASS B ------------------------------

SWITCHBOARD O^EPATOR-pECEPTI0NISTS- 20953

39.5 124,50153 39.0 291.50

.nTrr 1.039 -»/-v ___COMPUTER PROGRAMMERS (BUSINESS).

91077

79

38.538.5

176.50238.00

197.00

198.501292698

90.090.0

138.00 138.50138.00

MANUFACTUR-ING---------- -— ------1 vL A J j « 90.0

"‘93 17' 50269297

30 r" 72221

7 0 " 0 169.50176.0038.5

106 OC 187.00 38.5 152

30.0792 38.5 132.50 -.✓ N 163.00

3U0A L L U U n 1 INvJ L L L H I ' j ̂ L L .>b j d j j 39 e 0

668J l

30*^BOOKKEEPING-MACHINE OPERATORS.

UN A r I t K i f L L ° j j A

..93r A T H U L L L L L n P i 5

230

10892

39 03 9 .0 191 *”0 03

186.00191.50

157.00PROFESSIONAL AND TECHNICAL

OCCUPATIONS - WOMEN39.5

COMPUTER PROGRAMMERS (BUSINESS),30 0 38.0

_192.50191.00

4 4

91 38.S • jy . u

PROFESSIONAL ANO TECHNICAL NONMANUFACTURING ------------------------------------ 7339 • 53 9 . 5 173.50

40 5

125.50COMPUTER SYSTEMS ANALYSTS

L U "1* U 1 L i « U r L K H 1 U n j j L L A j J LNONMANUFACTURING ------------------------------------ 96 38.5 185.50

r I L L L L L K " i> t L L A j j ■ ■ " " " " " * " " " 38 . 0 1 DU j 1 1.L j j 1 f L L A j j n92 322.50 222.003 3 39*5

J___See foo tn otes a t end o f tab les .


Table A -4 . Hourly earnings of m aintenance, toolroom, and pow erplant workers in Jacksonville, Fla., Decem ber 1976Hourly earnings 4 Number o f workers receiving straight-tim e hourly earnings o f—

N l S $ $ S S S ! S S 1 * 3 3 S S $ s S i s s 1 ------ S.Occupation and industry division of 3.00 3.20 3.40 3.60 3.80 4 .00 4.20 4.40 4.60 4*- -C 5.00 5.20 5.40 5 .60 5.80 6 . 0 0 6.40 6.80 7.20 7.60 8.00 8.40 8.80

workers Mean 2 Median2 Middle range 2 andunder

3.20 3.40 3.60 3.80 4.00 4.20 4.40 4.60 4.80 5 . 0 0 5.20 5.40 5.60 5 .80 6.00 .6.40 6.80 7.20 7.60 8.00 8.40 8.80

ALL WORKERS$ $ $ $

MAINTENANCE CARPENTERS -------------------- S7 6.72 7.50 6 .0 0 - 7.51 - - • - 2 2 - 2 2 - 2 1 1 - 1 5 8 - 19 - 12 - -NONMANUFACTURING -------------------------- 27 5.7A 6.00 A .75- 6 .49 - - * 2 2 * 2 2 • — 1 1 1 5 8 - 3 - - -

MAINTENANCE ELECTRICIANS ----------------- 122 7.03 7.51 5 .9 0 - 8.16 - - . _ • 6 - . 3 3 14 3 6 1 13 7 12 8 46MANUFACTURING ------------------------------- 114 7 • 0 A 7.51 5 .9 0 - 8.16 * - - - * 6 - * • 3 3 13 3 6 1 13 - 12 8 46 - -

MAINTENANCE p a in t e r s ------------------------ 50 6.94 8.16 5 .8 0 - 8.16 2 - 2 1 - 3 1 - - - 2 1 - 1 - 3 - - 6 1 27 - -

MAINTENANCE MACHINISTS -------------------- 75 6.89 6.96 6 .5 1 - 7.65 - . . - - - - 5 - . 1 • 1 1 - 6 19 17 6 5 14MANUFACTURING ------------------------------- 70 6.88 6.96 6 .5 1 - 7.78 * - - * * * “ 5 * “ 1 * 1 1 6 19 12 6 5 14 - “

MAINTENANCE MECHANICS (MACHINERY) - 382 6.07 5.80 4 .9 5 - 6.84 - 2 9 - 2 . 2 12 9 62 9 14 57 7 35 36 30 4 24 68MANUFACTURING ------------------------------- 37 8 6.10 5.80 5 .0 5 - 6.98 * - 9 * 2 12 9 62 9 14 57 7 35 36 30 4 24 - 68 -

MAINTENANCE MECHANICS(MOTOR VEHICLES) ----------------------------- 31a 5.93 5.56 5 .4 5 - 6 .33 - - 6 - - - 2 5 5 20 14 12 112 16 10 35 7 31 5 20 12 . 2

MANUFACTURING---------------------- — ----- 107 5.61 5.55 4 .9 0 - 5.69 - - 6 - - - 4 5 20 5 - 35 10 - 7 1 • - 2 12 - .NONMANUFACTURING -------------------------- 207 6.10 5.60 5 .4 5 - 6.94 - - - - - 2 1 - 9 12 77 6 10 28 6 31 5 18 - - 2

PUBLIC U TILITIE S ---------------------- 50 7.37 7.13 6 .9 9 - 7.97 * - - * * * * 1 * • 1 * * 1 “ 23 4 18 - - 2

MAINTENANCE PIPEFITTERS ------------------- 70 7.75 7.78 7 .5 1 - 8.16 - - - - - - - - - - 3 - - - - - - 3 22 8 34 - -

MAINTENANCE TRADES HELPERS ------------- 49 A .90 A .66 4 .1 5 - 5.42 - - 1 9 '2 3 1 8 2 • 2 9 - 2 10MANUFACTURING ------------------------------- 32 a . 93 A .59 4 .0 ft- 6 .16 - 1 7 - 3 6 2 * * - 2 1 10 - - - - - - -

STATIONARY ENGINEERS ------------------------ 97 6.86 7.23 6 .0 7 - 7.64 2 4 7 4 3 4 10 6 7 19 19 127 .3 4 - 7.69 16 16 125 .4 4 - 6.88 10 1 3 3r- ,

16 816 8

See foo tn otes at end o f tab les .


Table A -5 . Hourly earnings of m aterial movement and custodial workers in Jacksonville, Fla., Decem ber 1976Hourly earnings N u m ber o f w o rk e 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 3 3 T S s S "5“ I 3 -------3 -------T - 3 ------- T 3 ------- T " 5 S 3 -------3 --------! 3 -------3 -------

Occupation and indu stry d iv is io n of 2 .2 0 2 .4 0 2 .6 0 2 .8 0 3 . 00 3 .2 0 3 .4 0 3 . 6 0 3 . 8 9 4 .0 0 4 .2 0 4 . 40 4 .6 0 4 .8 0 5 .0 0 5 . 20 5 .6 0 6 .0 0 6 .4 0 6 .8 0 7 .2 0 7 .6 0 8 .0 0workers Mean 2 Median* Middle range 2 and

under

2 .4 0 2 .6 0 2 .8 0 3 .0 0 3 . 20 3 ,4 0 3 .6 0 3 , 80 4 .0 0 4 .2 0 4 ,4 0 4 . 60 4 ,8 0 5 . 0 0 5 .2 0 5 . 60 6 • 90 6 .4 0 6 ,8 0 7 .2 0 7 ,6 0 8 .0 0 ove r

ALU WORKERS

$ $ $ $TRUCKDRIVERS ------------------------------------------- 923 4 .2 5 3 .9 2 3 .2 0 - 4 .9 0 17 80 73 31 22 76 63 56 46 31 87 93 15 5 38 22 47 7 25 • - 89 -

MANUFACTURING ----------------------------------- 230 4 .3 6 4 .4 4 3 .7 6 - 5 .0 0 - - 5 - 9 5 5 37 17 10 20 54 5 - 36 10 17 • - • . - •NONMANUFACTURING ----------------------------- 693 4 .2 2 3 .6 5 2 .8 0 - 4 .6 0 17 80 68 31 13 71 58 19 29 21 67 39 10 5 2 12 30 7 25 - - 89 -

TRUCKDRIVERS. LIGHT TRUCK ------------- 115 3 .2 7 3 .5 0 2 .5 0 - 3 .8 6 10 25 1 3 1 17 18 9 20 9 _ • . 2NONMANUFACTURING ----------------------------- 99 3 .1 8 3 .2 0 2 .5 0 - 3 .6 5 10 25 1 3 1 17 13 6 20 1 * - - - - 2 - - - - - - -

TRUCKDRIVERS. MEDIUM TRUCK ----------- 294 3 .7 6 3 .2 1 2 .6 0 - 4 .2 5 7 31 72 28 2 19 9 30 16 2 15 5 5 1 1 13 4 6 5 23MANUFACTURING ----------------------------------- 69 4 .1 0 3 .8 0 3 .6 3 - 4 .4 7 - - 5 - - 5 - 19 8 2 12 4 2 - - 10 2 - - . - - .NONMANUFACTURING ----------------------------- 225 3 .6 5 2 .8 0 2 .6 0 - 3 .7 5 7 31 67 28 2 14 9 11 8 3 1 3 1 1 3 2 6 5 - - 23 -

TRUCKDRIVERS. HEAVY TRUCK(T R A IL E R ) ------------------------------------------- 337 5 .1 4 4 .9 0 4 .2 5 - 6 .5 4 - 24 - - 18 3 34 - 4 - 16 59 10 4 37 4 37 1 20 - - 66 -MANUFACTURING ----------------------------------- 84 4 .6 7 5 .0 0 4 .4 4 - 5 .0 0 - - - 9 - - - 4 - 2 21 3 - 36 - 9 - • - - - -NONMANUFACTURING ----------------------------- 253 5 .3 0 4 .6 0 3 .5 0 - 7 .7 8 - 24 - - 9 3 34 - * * 14 38 7 4 1 4 28 1 20 - - 66 -

TRUCKDRIVERS. HEAVY TRUCK(OTHER THAN TR A ILE R ) :MANUFACTURING ----------------------------------- 57 4 .2 6 4 .5 5 3 .6 2 - 4 .5 5 - - - - - - * 15 5 * 6 29 - - “ 2 - - - - - -

RECEIVING CLERKS ------------------------------- 167 4 .6 3 4 .7 5 4 .0 0 - 5 .0 9 _ 3 13 . 1 1 9 1 9 26 3 17 4 9 30 7 13 20 1 - - •NONMANUFACTURING -------------------------- 143 4 .6 5 4 .9 4 4 .0 0 - 5 .2 8 * 3 13 * 1 1 9 1 6 17 17 1 6 30 7 13 18 - - - - -

SH IPPING AND RECEIVING CLERKS -------- 50 5 .0 5 4 .5 5 3 .9 5 - 5 .2 5 _ - - _ - 5 - - 12 2 2 13 - - - 5 - 2 - 2 - . * 7NONMANUFACTURING --------------— — — 30 5 .4 9 4 .5 5 4 .0 3 - 6 .9 0 ~ - - * * * * - 7 2 2 10 * * • * - - 2 - “ 7

WAREHOUSEMEN ------------------------------------------- 583 3 .9 8 3 .8 3 3 .2 5 - 4 .4 6 - 28 35 - 67 21 33 75 72 44 55 27 20 30 9 17 20 30 • - . -MANUFACTURING ----------------------------------- 54 4 .3 1 4 .1 5 3 .8 5 - 4 .8 3 - - - - 4 - - 8 9 9 10 - - - 2 2 10 - - - - - -n o n m a n u f a c t u r in g ----------------------------- 529 3 .9 5 3 .8 3 3 .2 5 - 4 .4 6 * 28 35 * 63 21 33 67 63 35 45 27 20 30 7 15 10 30 - - - - -

ORDER F ILLE R S ----------------------------------------- 705 3 .7 2 3 .0 0 2 .7 5 - 4 .0 5 51 59 87 143 45 39 59 14 14 25 1 — • 16 4 16 30 64 38n o n m a n u f a c t u r in g ----------------------------- 688 3 .7 3 3 .0 0 2 .7 5 - 4 .0& 51 55 87 136 44 39 59 9 14 25 1 * * 16 4 16 30 64 - 38 - - -

SH IPPING PACKERS ----------------------------------- 124 3 .3 1 3 .3 0 3 .0 0 - 3 .7 8 5 20 . 1 24 21 15 7 21 2 3 3 _ - 2 - - - . - . _m a n u f a c t u r in g ----------------------------------- 49 3 .3 8 3 .2 5 3 .1 0 - 3 .5 5 5 - - - 15 14 4 - 2 2 2 3 - - 2 - - - - - - -

1 19 1dT.bri

MATERIAL HANDLING LABORERS --------------- 738 3 .7 9 3 .5 0 3 .0 0 - 4 .6 1 28 55 21 55 79 31 105 42 93 1 7 21 75 72 8 10 7 28MANUFACTURING ----------------------------------- 329 3 .8 5 3 .9 0 3 .0 5 - 4 .6 1 3 2 - 35 47 24 16 37 38 - 5 20 75 19 8 - - - - - - -NONMANUFACTURING ----------------------------- 409 3 .7 4 3 .5 0 2 .9 0 - 3 .9 0 25 53 21 20 32 7 89 5 55 1 2 1 * 53 - 10 7 - - 28 - - -

FORKLIFT o p e r a t o r s ---------------------------- 602 4 .8 8 4 .6 4 4 .0 0 - 5 .7 5 . 7 12 18 11 19 38 26 17 27 52 67 53 28 - 58 71 33 - 6 59m a n u f a c t u r in g ------------------------------- 397 5 .0 0 4 .7 1 4 .0 0 - 5 .4 3 - 3 9 1 10 6 17 24 10 27 13 49 53 18 58 44 - - • - 55 -NONMANUFACTURING -------------------------- 205 4 .6 3 4 .2 0 3 .5 5 - 5 .7 5 - 4 3 17 1 13 21 2 7 - 39 18 10 - - 27 33 - 6 - 4 -

PUBLIC U T IL IT IE S ----------------------- 31 4 .5 9 3 .4 0 3 .4 0 - 5 .6 3 * “ - “ 5 13 - * * * “ “ - - 9 - - - - 4 -

GUARDS AND WATCHMEN -------------------------- 1 .2 0 2 2 .5 9 2 .5 0 2 .3 0 - 2 .5 5 497 425 129 17 23 32 4 11 1 18 13 7 3 5 10 5 . 1 1 „MANUFACTURING ------------------------------- 43 3 .8 6 3 .3 0 3 .2 5 - 4 .7 4 - - - - 8 20 - - - 4 - - - 6 5 - - - - - - -NONMANUFACTURING -------------------------- 1 ,159 2 .5 5 2 .5 0 2 .3 C - 2 .5 0 497 425 129 17 15 12 4 11 1 18 9 7 3 5 4 “ - 1 1 - - -

JANITO RS. PORTERS. ANO CLEANERS ---- 1 ,5 7 5 2 .7 2 2 .3 0 2 .3 0 - 2 .5 0 962 253 31 36 35 46 20 3 25 8 14 17 6 15 64 3 3 - 6 1MANUFACTURING ------------------------------- 243 4 .1 9 4 .4 7 3 .3 0 - 5 .1 9 13 4 2 14 15 28 14 - 16 5 10 14 4 15 6 4 25 - - - - - - -NONMANUFACTURING -------------------------- 1 ,3 3 2 2 .4 5 2 .3 0 2 .3 0 - 2 .4 0 949 249 29 22 20 18 6 3 9 3 4 3 2 - - 8 - - 6 - - 1 -

* W o rk e rs w e r e a t $8.40 to $8.80.



Table A -6 . Average hourly earnings of m aintenance, toolroompowerplant, m aterial m ovem ent, and custodial workers,by sex, in Jacksonville, Fla., December 1976

Sex, 3 occupation, and industry division

MAINTENANCE. TOOLROOM, AND POWERPLANT OCCUPATIONS - MEN

MAINTENANCE CARPENTERS -------------------------NONMANUFACTURING --------------------------------

MAINTENANCE ELECTRICIANS ---------------------m a n u f a c t u r i n g --------------------------------------

MAINTENANCE PAINTERS ------------------------------

MAINTENANCE MACHINISTS -------------------------MANUFACTURING ----------------------- -------- —

MAINTENANCE MECHANICS (MACHINERY) - MANUFACTURING --------------------------------------

MAINTENANCE MECHANICS(MOTOR VEHICLES) ------------------------------------

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

PUBLIC UT IL IT IES ----------------------------

MAINTENANCE PIPEFITTERS -----------------------

MAINTENANCE TRADES HELPERS -----------------MANUFACTURING --------------------------------------

STATIONARY ENGINEERS ------------------------------MANUFACTURING --------------------------------------NONMANUFACTURING ---------- ---------------------

BOILER TENDERS -------------------------------------------MANUFACTURING --------------------------------------

MATERIAL MOVEMENT AND CUSTODIAL OCCUPATIONS - MEN

TRUCKCRIVERS -----------------------------------------------MANUFACTURING --------------------------------------NONMANUFACTURING --------------------------------

TRUCKDRIVERS, LIGHT TRUCK ---------------NONMANUFACTURING --------------------------------

TRUCKDRIVERS, MEDIUM TRUCK ------------MANUFACTURING ---------------------------------------NONMANUFACTURING --------------------------------

TRUCKDRIVERS, HEAVY TRUCK(TRAILER) -----------------------------------------------MANUFACTURING ---------------------------------------NONMANUFACTURING --------------------------------

Num berof

workers

A vera g e(m e a n *)

hourlyearnings*

S e x , 3 occupation, and industry divisionNumber

of

A vera g e (m e a n *)

hourly earn in gs4

MATERIAL MOVEMENT AND CUSTODIALOCCUPATIONS - MEN— CONTINUED

5b$6,77 TRUCKCRIVERS - CONTINUED

26 5.82TRUCKDRIVERS, HEAVY TRUCK

122 7.03 (OTHER THAN TRAILER) : $114 7 . 0 A MANUFACTURING ---------------------------------------------- 57 4 .26

so 6.9A RECEIVING CLERKS --------------------------------------- 153 66NONMANUFACTURING --------------------------------------- 129 4.68

75 6 .8970 6.88 SHIPPING AND RECEIVING CLERKS ---------- 95 5 .18

NONMANUFACTURING -------------------------------- 30 5 .493a2 6.07378 6.10 WAREHOUSEMEN ----------------------------------------------- 499 3 .89

MANUFACTURING ----------------------------------------------- 53 4 .29NONMANUFACTURING --------------------------------------- 446 3.84

31A 5.93107 5#b l ORDER FILLERS ------------------------------------------------------- 447 4.10207 6.10 NONMANUFACTURING --------------------------------------- 441 4.11

50 7.37SHIPPING PACKERS ----------------------------------------------- 53 3.24

69 7.79MATERIAL HANDLING LABORERS -------------------- 647 3.83

49 A . 90 MANUFACTURING ----------------------------------------------- 302 3.8732 A . 93 NONMANUFACTURING --------------------------------------- 345 3.79

97 6.86 FORKLIFT OPERATORS ----------------------------------------- 595 4.88S3 7 • AA m a n u f a c t u r i n g ----------------------------------------------- 395 5.0044 6 .16 NONMANUFACTURING -------------------------------- 200 4 .63

PUBLIC UT IL IT IES --------------------------- 31 4 .59A8 5.80AA 6.05 GUARDS AND WATCHMEN -------------------------------- 1,157 2.58

MANUFACTURING -------------------------------------- 43 3,86NONMANUFACTURING -------------------------------- 1,114 2 .53

JANITORS, PORTERS, AND CLEANERS ------ 899 2.94MANUFACTURING --------------------------------------- 209 4 .29NONMANUFACTURING -------------------------------- 690 2 .53

916 A . 26 MATERIAL MOVEMENT ANO CUSTODIAL230 A . 36 OCCUPATIONS - WOMEN686 A . 23

ORDER FILLERS --------------------------------------------- 258 3.05108 3.25 NONMANUFACTURING -------------------------------- 247 3.0692 3.1A

SHIPPING PACKERS --------------------------------------- 71 3.3729A 3*76 NONMANUFACTURING -------------------------------- 55 3.41

69 A . 10225 3 .65 GUARDS AND WATCHMEN -------------------------------- 45 2.97

NONMANUFACTURING -------------------------------- 45 2.97

337 5.1A JANITORS, PORTERS, AND CLEANERS ------ 676 2 .428A A . 67 MANUFACTURING --------------------------------------- 34 3.56

253 5 .30 NONMANUFACTURING -------------------------------- 642 2 .36

See footnotes at end of tables .


Table A-7. Percent increases in average hourly earnings for selected occupational groups, adjusted for employment shifts.in Jacksonville, Fla., for selected periods

Industry and occupational group (men and women combined)

D ecem ber 1972 to

Decem ber 1973

Decem ber 1973 to

Decem ber 1974

D ecem ber 1974 to

D ecem ber 1975

Decem ber 1975 to

D ecem ber 1976

A l l industr ies:Office c l e r i c a l . _________________________ _ ______ ____ 7.9 9.2 9.3 7.3Electronic data processing __ _______ * 7.9 6.7 6.1Industrial nurses __ __ ____ ________ * * * * 9.7 9.0Skilled maintenance t r a d e s * * * __________ __ ____ 8.7 10.7 7.1 8 .6Unskilled plant w o r k e r s * * * ____________ __ ______ 11.7 1 1 .6 4.9 9.6

Manufacturing:Office c le r ic a l . ______________ . _____ ___ __ ** * * * *Electronic data processing _ _ ___________ _________ * #* * * * *Industrial nurses __ _ ______________ ____ ____ ________ * * * * * *Skilled maintenance t r a d e s * * * ___ ______ __ _____ 8 .2 12 .1 7.7 9.5Unskilled plant w o r k e r s * * * _________________ ________ 11.7 9.5 9.6 7.1

Nonmanufacturing:Office c le r ic a l . . ______________________ _ 7.9 9.4 9.4 7.5Electronic data p r o c e s s in g ________ _________________ * 7.9 6 .6 6.1

Industrial nurses __________________ ______ _ _ * * * * * *Skilled maintenance t r ad e s * * * ____ _____ * * * * * * * *Unskilled plant w o r k e r s * * * ________________ __ _____ 1 1 .8 13.0 1.7 10.5

* Data not available.* * Data do not meet publication criteria .* * * Percent increases fo r periods ending p r io r to 1976 relate to men only.


B. Establishment practices and supplementary wage provisionsTable B-1. Minim um entrance salaries for inexperienced typists and clerks in Jacksonville, Fla., December 1976

In exper ienced typ is ts O the r in expe r ienced c l e r i c a l w o rk e rs )6

Manufacturing Nonmanufacturing Manufacturing Nonmanufacturing

M in im u m w e e k l y s t r a ig h t - t im e s a l a r y 5A l l Based on standard week ly hours 7 of— A l l Based on standard w eek ly hours]7 o f—

industr iesAll A l l A l l A l l

schedules 40 schedules 40 37 V2 schedules 40 schedules 40 37 V2

ESTABLISHMENTS STUDIED ----------------------- 156 45 XXX i n XXX XXX .1 5 6 4 5 XXX i n XXX XXX

ESTABLISHMENTS h a v i n g A s p e c i f i e dMINIMUM ---------------------------------------------------------- 25 6 6 19 9 5 48 12 12 36 23 7

UNDER S85.03 ------------------------------------------- _ _ - - . _ 1 • i - •

185.00 ANO UNOER *87.50 --------------------- - - - - 3 - - 3 2S87.50 AND UNDER *90.00 --------------------- 2 - - 2 - - - - - - - -

*90.00 AND UNDER $9?.50 --------------------- 5 - - 5 4 1 9 - - 9 7 2*92.50 AND UNDER *95.00 ------------ '-------- - - - - - - - - -

*95.00 AND UNDER * 9 7 .5 0 -------------------------- 1 1 1 - - 1 1 1 - - -*97.50 AND UNOER *100.00 ------------------------ 3 - 3 - 2 3 - - 3 * 1

*100.00 AND UNDER *105.00 --------------------- 1 - - 1 1 - 4 1 1 3 3 •

*105.00 AND UNDER *110.00 --------------------- - - - - - - 4 - - 4 2 1*110.00 AND JNDER *115.00 ------- ------------ 4 2 2 2 - 2 5 1 1 4 3 1*115.00 AND UNDER *120.00 --------------------- 4 1 1 3 2 - 5 2 2 3 3 -

*120.00 AND UNDER *125.00 --------------------- 1 1 1 - - - 5 5 5 - - -*125.00 AND UNDER *130.00 --------------------- 3 1 1 2 1 - 3 1 1 2 1 -*130.00 AND UNOER *135.00 — --------------- - - - - - - - - - - “ -*135.00 AND UNDER 41AO.00 --------------------- - - - - - - 1 - - 1 1 -* 1A0 . 00 AND UNOEh *1A S . C 0 --------------------- - - - - - - - “ -

*145.0U AND UNDER *150.00 --------------------- - - - - - - - -

*150.00 AND UNOER *155.00 --------------------- - - - - - - - - -

*155.00 AND UNDER *lb0.03 --------------------- - - - - 1 1 1 - -

*160.00 AND UNDER *165.00 --------------------- - - - - - - 1 - - 1 1 -

*165.00 AND UNDER *170.00 --------------------- 1 - - 1 1 - - - - -*170.00 AND UNOER *175.00 --------------------- - - - - - - 1 - - 1 1 -*175.00 AND OVER --------------------------------------------- “ - * - “ 1 - - 1 1

ESTABLISHMENTS HAVING NO SPECIFIEDMINIMUM ---------------------------------------------------— — — — 19 7 XXX 12 XXX XXX 51 19 XXX 32 XXX XXX

ESTABLISHMENTS WHICH DID NOT EMPLOYWORKERS IN THIS CATEGORY -------------------------- 11 2 32 XXX

180 XXX XXX 57 14 XXX 43 XXX XXX

See footnotes at end of tables .


Table B -2. Late shift pay provisions for fu ll-tim e m anufacturingplant workers in Jacksonville, Fla., Decem ber 1976( A l l f u l l - t im e manufactur ing plant w o rk e r s = 100 percen t )

I temA l l w o rk e r s 8 W o rk e r s on la te shifts

Second shift Th i rd sh if t Second shift Th i rd shift

PERCENT OF WORKERS

IN ESTABLISHMENTS WITH LATE SHIFT PROVISIONS ----- 8 6 .8 7 1 .3 15 .5 8 .9

WITH NO PAY DIFFERENTIAL FOR LATE SHIFT WORK ----- 8 .0 1 .8 1 .5 .1WITH PAY DIFFERENTIAL FOR LATE SHIFT WORK --------- 7 8 .9 6 9 .5 13 .9 8 .8

UNIFORM CENTS-PER-HOUR DIFFERENTIAL ------------- 7 7 .5 5 9 .0 13 .9 7 .9UNIFORM PERCENTAGE DIFFERENTIAL ------------------ 1 .4 - .1 -OTHER DIFFERENTIAL --------------------------------- - 1 0 .5 - . 9

AVERAGE PAY DIFFERENTIAL

UNIFORM CENTS-PER-HOUR DIFFERENTIAL ---------------- 11 .2 1 4 .7 11 .9 15 .5UNIFORM PERCENTAGE DIFFERENTIAL -------------------- 8 .0 - 8 .0 -

PERCENT OF WORKERS BY TYPE AND AMOUNT OF PAY DIFFERENTIAL

UNIFORM CENTS-PER-HOUR:5 CENTS ------------------------------------------- 4 .2 1 .8 .3 .26 CENTS ------------------------------------------- 2 .5 - .3 -8 CENTS ------------------------------------------- 4 ,6 1 .5 1 .4 -9 CENTS ------------------------------------------- 1 4 .3 1 .1 3 .2 .310 CENTS ------------------------------------------ 19 .4 13 .6 1 .0 .311 CENTS ------------------------------------------ 2 .7 1 .8 .8 .412 CENTS —— - 4 .9 - 1.1 -13 CENTS ------------------------------------------ - 2 .8 - .314 CENTS ------------------------------------------ 7 ,2 1 4 .3 1 .9 3 .015 C E N T S ----------- ---- ------------------------- 12 .2 6 .7 2 .3 1 .016 CENTS ------------------------------------------ 2 .8 - .9 -17 CENTS ------------------------------------------ - .9 _ .218 CENTS ------------------------------------------ - 2 .8 - .719 CENTS ------------------------------------------ - 2 .7 - .520 CENTS ------------------------------------------ - 1 .8 - .222 CENTS ------------------------------------------ 2 .6 1 .6 • 6 .225 CENTS ------------------------------------------ - 2 . 6 - .632 CENTS ------------------------------------------ - 2 . 8 * .1

UNIFORM PERCENTAGE:8 PERCENT ---------------------------------------- 1 .4 .1 -

OTHER D IFFERENTIAL :FULL D AY 'S PAY FOR REDUCED H/J~<S PLUS CENTS — - 1 > 5 - .9

See fo o tnotes at end o f tab le s .


Table B -3 . Scheduled w eekly hours and days of fu ll-tim e first-sh ift workers in Jacksonville, Fla., December 1976Plant workers Off ice workers

ItemAll industries Manufacturing Nonmanufacturing Public utilities Al l industries Manufacturing No nm anuf actur ing Publ ic utilities

PERCENT OF WORKERS BY SCHEDULED WEEKLY HOURS AND DAYS

a l l f u l l - t i m e WORKERS ---------------------- 100 100 100 100 100 loo 100 100

17 1/2 HOURS-5 DAYS ---------------------------------- (10) (10) » . _20 HOURS-5 DAYS ------------------------------------------- 1 - 1 - - - - *30 HOURS-6 D A Y S ---------------------— -------- -------- (10) - 1 - - - - “35 HOURS-5 D A Y S --------------------- --------------------- 2 - 3 - 2 - 3 736 1/4 HOURS-5 D A Y S ---------- ----------------------- - - - - 5 - 5 -36 1/3 HOURS-5 D A Y S --------------------- — -------- - - - - 2 - 237 1/3 HOURS-5 DAYS ---------------------------------- - - - - 2 - 2 -37 1/2 HOURS-5 DAYS ---------------------------------- 3 3 3 - 29 1 32 4238 3/4 HOURS-5 DAYS ---------------------------------- - - - 5 - 5 -38 8/10 HOURS-5 DAYS -------------------------------- - - - - 1 - 1 -40 HOURS ---------------------------------------------------------- 79 81 78 100 5 3 99 49 5 0

4 CAYS ———— — — —— —— - - - - - - - 1 3 - - - - -4 1/2 DAYS — — — — — — — — — - - - - (10 ) 3 - -5 DAYS -------------------------------------------------------- 78 78 78 loo 5 2 97 49 5 0

42 HOURS-5 DAYS — -------------------------------------- 2 5 - - • - - -42 1/2 HOURS-5 D A Y S ------------— -------- -------- 1 - 1 - 1 - 1 -43 3/4 HOURS-5 DAYS --------------------------- ------ 1 - 1 - - - - -44 H OURS----------------------- ---------------------------------- 5 6 5 - - - - -

5 CAYS -------------------------------------------------------- 5 6 4 - - - - -5 1/2 DAYS — — — — — — — — (10) - 1 - - - - -

45 HOURS --------------------------------------------------------- 3 5 1 - (1 0 ) - (10) -5 DAYS -------------------------------------------------------- 2 5 « - • - - -6 D A Y S -------- ----------------------- ------ ----------------- 1 - 1 - (10 ) - (10 ) -

46 HOURS-5 DAYS ------------------------------------------- - - « - (10) - (10 ) -47 1/2 HOURS-5 1/2 D A Y S --------— ------ ------ 1 - 2 - - - -48 HOURS-6 D A Y S ------------------------- ---------- ------ 2 - 3 - - - - -50 HOURS-5 D A Y S ------- ------- ------- — ----------- 1 - 2 - . - - -50 4/10 HOURS-5 D A Y S --------- — ------- ------- - * - (10) - (10) •

AVERAGE SCHEDULED WEEKLY HOURS

ALL WEEKLY WORK SCHEDULES ------------------- 40 .4 40 .6 40.4

oo

38.9 40.0 38.8 38.6

S e e f o o t n o t e a t e n d o f t a b l e s .


Table B -4. Annual paid holidays for fu ll-tim e workers in Jacksonville, Fla., Decem ber 1976P l a n t w o r k e r s O f f i c e w o r k e r s

I t emA l l i n d u s t r i e s M a n u fa c t u r i n g N o n m a n u f a c t u r i n g P u b l i c u t i l i t i e s A l l i n d u s t r i e s M a n u f a c t u r i n g N o n m a n u f a c t u r i n g P u b l i c u t i l i t i e s

PERCENT OF WORKERS

ALL FULL-TIMt WORKERS ----------------------- 100 100 100 loo

1

_ ... 100 100 100 100

IN ESTABLISHMENTS NOT PROVIDINGPAIC h o l i d a y s ------------------------------------------- 15 4 22 - (10) - (10 ) -

IN ESTABLISHMENTS PROVIDINGPAID HOLIDAYS ------------------------------------------- 8S 96 78 100 99 loo 99 100

AVERAGE NUMBER OF PAID HOLIDAYS

FOR WORKERS IN ESTABLISHMENTSPROVIDING HOLIDAYS -------------------------------- 7 .6 8 .4 7.0 9 .7 8.3 8 .0 8 . 3 9.7

PERCENT OF WORKERS BY NUMBEROF PAID HOLIDAYS PROVIDED

3 HALF DAYS ---------------------------------------------------- 1 2 . . (10 ) ( l o ) •A HOLIDAYS ------------------------------------------------------ I 1 - (10) - (10) •S HOLIDAYS 18 7 25 - 10 8 10 •

PLUS 1 HALF DAY ------------------------------------ 2 3 (10) 1 (10 ) -6 HOLIDAYS ------------------------------------------------------ 12 10 12 2 14 13 1* 17 HOLIDAYS ------------------------------------------------------ 10 17 7 2 20 28 19 2

PLUS 1 HALF D A Y ------------------- ----------------- - - - 1 - 1 _PLUS 2 HALF DAYS ----------------------------------- - - - (10) 1 (10 ) -

8 HOLIDAYS ------------------------------------------------------ 7 11 5 3 6 7 6 6PLUS 1 HALF DAY ------------------------------------- 1 2 - 11 1 11 -PLUS 3 HALF DAYS ---------------------------------- (10 ) - (10) 2 (10 ) - (10 ) 1

9 HOLIDAYS ------------------------------------------------------ 7 4 9 15 9 4 10 10PLUS 1 HALF DAY ------------------------------------- - - - - 4 - 4 -

10 HOLIDAYS ---------------------------------------------------- 23 38 14 7 6 13 31 i i 8011 HOLIDAYS ---------------------------------------------------- 1 - 1 (10 ) - (10) -12 HOLIDAYS ---------------------------------------------------- 1 2 (10) 3 - •13 HOLIDAYS ---------------------------------------------------- 1 3 (10 ) * 12 2 12 -

PERCENT OF WORKERS BY TOTALPAID HOLIDAY TIME PROVIDED11

1 1/2 DAYS OR MORE ------------------------------------ 8 5 96 78 100 9 9 100 9 9 100A DAYS OR MORE --------------------------------------------- 84 9 5 78 100 9 9 9 9 9 9 loo5 DAYS OR MORE --------------------------------------------- 33 9 5 77 100 9 9 9 9 9 9 1005 1/2 DAYS OR MORE ------------------------------------- 65 88 51 loo 89 91 89 1006 DAYS OR MORE --------------------------------------------- 63 88 49 100 8 9 9 0 89 1007 DAYS OR MORE --------------------------------------------- 51 77 36 98 76 77 75 9 98 DAYS OR MORE --------------------------------------------- 41 61 29 97 55 49 55 9 68 1/2 DAYS OR MORE ------------------------------------- 34 49 24 93 48 41 49 919 DAYS OR MORE --------------------------------------------- 33 48 24 93 38 40 38 919 1/2 DAYS OR MORE ----------------------------------------- 26 43 16 7 8 29 36 28 8 1l o d a y s or m o r e ----------------— ----------------------- 26 43 15 76 25 36 2<* 8 011 DAYS OR MORE ------------------------------------------------- 3 5 1 - 12 5 1 3 -

12 DAYS OR MORE ------------------------------------------------- 2 5 (10) - 12 5 12 -

13 DAY 1 3 (10) 1 2 2 12

See footnotes at end o f tables.


Table B -5 . Paid vacation provisions for fu ll-tim e workers in Jacksonville, Fla., Decem ber 1976P lan t w o r k e r s O f f i c e w o rk e r s

It emA l l industr ie s M anuf actur ing Nonmanufacturing Pub l ic u t i l i t ies A l l industries Manufacturing Nonmanufac turing Pub l ic u t il it ies

PERCENT OF WORKERS

ALL FULL-T IME WORKERS --------------------- 100 100 100 100 100 l o o 100 100

IN ESTABLISHMENTS NOT PROVIDINGPAID V A C A T IO N S ------------------------- ----------- 2 2 2 - 1 - 2 *

IN ESTABLISHMENTS PROVIDING100PAID VACATIONS ------------------------------------ 98 98 98 100 99 l o o 98

LENGTH-OF-TIME PAYMENT ------------------- 90 8A 93 100 99 l o o 98 100PERCENTAGE PAYMENT ---------- — ----------- 6 1A 1 - - - “ ”OTHER PA YM E N T ------------------------------------ 3 - A - • “

AMOUNT OF PAIO VACATION AFTER: 12

6 MONTHS OF SERVICE:1UNDER 1 WEEK ---------------------------------- 5 11 1 1 3 3

1 WEEK — — — — — — — — — - 15 6 21 59 62 32 6A 51

OVER 1 AND UNDER 2 WEEKS ----------- 2 - 3 - 4 A ~2 WEEKS -------------------------------------------- 1 - 2 3 3

1 YEAR OF SERVICE:UNDER 1 W EEK ---------------------------- ----- 3 A 2 - - ” * “1 WEEK ---------------------------------------------- 68 87 57 36 17 A5 15 A 1

OVER 1 AND UNDER 2 WEEKS ----------- 1 - 1 2 (1 0 ) - (1 0 ) (10 )2 WEEKS -------------------------------------------- 25 8 35 62 81 55 83 58OVER 2 AND UNDER 3 WEEKS ----------- (1 0 ) - ( 10 ) - (1 0 ) * (10 ) “A WEEKS -------------------------------------------- 1 2 “ (1 0 ) (10 )

2 YEARS OF SERVICE:UNDER 1 WEEK ---------------------------------- 3 A 2 - “ “ ”1 WEEK ---------------------------------------------- 30 60 12 A 1 6 1 1OVER 1 AND UNDER 2 WEEKS ----------- (10 ) - 1 - (1 0 ) - (1 0 ) “2 WEEKS -------------------------------------------- 61 3A 77 93 96 9A 97 99OVER 2 AND UNDER 3 WEEKS ----------- 1 - 1 2 (1 0 ) (1 0 ) (10 )3 WEEKS -------------------------------------------- (1 0 ) - (1 0 ) - (1 0 ) * (10 ) *A WEEKS -------------------------------------------- 3 - A * (1 0 ) * (1 0 )

3 YEARS OF SERVICE:UNDER 1 WEEK ---------------------------------- 1 - 2 - * •1 WEEK ---------------------------------------------- 6 12 3 1 (1 0 ) 1 (1 0 ) 1OVER 1 AND UNDER 2 WEEKS ----------- (1 0 ) - 1 - (1 0 ) ( l o ) *2 WEEKS -------------------------------------------- 85 8A 86 97 96 97 96 99

OVER 2 AND UNDER 3 WEEKS ----------- 1 - 1 2 1 " 1 (1 0 )

3 WEEKS -------------------------------------------- 1 3 (1 0 ) « 1 2 (1 0 ) “A WEEKS -------------------------------------------- 3 - 4 * (10 ) (1 0 )

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

1 WEEK — — — — — — — — - 6 10 A 1 (10 ) * (1 0 ) 1

OVER 1 AND UNDER 2 WEEKS ----------- (1 0 ) - 1 - (10 ) * ( 1 0 ) •2 WEEKS — — — — — — — — — 86 86 86 97 93 98 92OVER 2 AND UNDER 3 WEEKS ----------- 1 - 1 2 1 1 (1 0 )

3 WEEKS -------------------------------------------- 1 3 (1 0 ) - A 2 4 “

A WEEKS -------------------------------------------- 3 A (1 0 )

_____________

( 10 )

____________See foo tnotes at end o f tab les .


Table B-5. Paid vacation provisions for fu ll-tim e workers in Jacksonville, Fla., December 1976— ContinuedP lan t w o r k e r s O f f i c e w o r k e r s

It emA l l indust r ies Manufactur ing Nonmanufacturing Pu b l i c u t i l it ies A l l indust r ies Manufactu r ing No nm anuf actur ing Pub l ic u t il it ies

AMOUNT OF PAID VACATION A F T t R 12 - CONTINUED

5 YEARS OF SERVICE:UNDER 1 W EEK---------------------------------- 1 - 2 - - - -1 week ---------------------------------------------- 3 5 2 (1 0 ) - ( 1 0 ) -OVER 1 AND UNDER 2 w E c K S ----- --— (10 ) - 1 - (1 0 ) - ( 1 0 ) -2 WEEKS -------------------------------------------- 76 80 7A 88 61 95 59 92OVER 2 AND UNDER 3 WEEKS ----------- 2 3 1 2 12 1 13 (1 0 )3 WEEKS -------------------------------------------- 12 8 1A 10 24 2 26 74 WEEKS -------------------------------------------- 2 3 2 - (1 0 ) 2 (1 0 ) -6 WEEKS -------------------------------------------- 1 - 2 *

10 YEARS OF SERVICE:UNDER 1 WEEK ----------------------------------- 1 - 2 - * “ - -1 WEEK ---------------------------------------------- 2 3 1 - (1 0 ) * (1 0 ) -OVER 1 AND UNDER Z WEEK* ----------- 1 2 — - * - -2 WEEKS -------------------------------------------- 17 11 22 1 10 18 9 13 WEEKS -------------------------------------------- 70 75 67 9A 81 83 81 98OVER 3 AND UNDER 4 WEEKS ------- — 1 - 1 2 1 * 1 (1 0 )A WEEKS -------------------------------------------- 3 5 3 2 7 d o ) 7 16 WEEKS -------------------------------------------- 2 3 c * (1 0 ) 2 * *

12 YEARo OF SERVICE:UNDER 1 W t E K ------------- --— --------------- 1 - 2 * - -1 WEEK 2 3 1 - (1 0 ) * ( 1 0 ) -OVER 1 AND UNDER 2 WEEKS ----------- 1 2 - - • " - -2 WEEKS --------------------------------------------- 17 11 21 - 9 14 9 -OVER 2 AND UNDER 3 WEEKS ----------- (10 ) - (1 0 ) 1 (1 0 ) (1 0 ) 13 WEEKS --------------------------------------------- 70 75 67 9A 80 76 81 93OVER 3 AND UNDER 4 Wl EKS ----------- 1 - 1 2 1 1 (1 0 )A WEEKS --------------------------------------------- 3 5 3 2 $ 8 8 66 WEEKS --------------------------------------------- 2 3 2 (10 ) 2 * *

15 YEARS OF SERVICE:UNDER 1 WEEK ----------------------------------- (10 ) - 1 - - -1 WEEK ----------------------------------------------- 2 3 1 - (1 0 ) * (1 0 ) -OVER 1 AND UNDER 2 WEEKS ----- --— 1 - 1 - - ' * -2 WEEKS --------------------------------------------- 16 11 19 - 6 12 6 -3 WEEKS --------------------------------------------- A3 35 A8 33 50 49 50 42OVER 3 AND UNDER h WEEKS ----------- 1 3 (1 9 ) 11 - 11 -A WEEKS --------------------------------------------- 30 AA 22 6A 31 38 31 58OVER 4 AN0 UNDER 5 wtLKS — — - (1 0 ) - (1 0 ) 2 (1 0 ) - (1 0 ) ( 1 0 )5 WEEKS --------------------------------------------- 1 - 2 - (1 0 ) (1 0 ) -e w ee k s --------------------------------------------- 2 3 2 * (1 0 ) 2 -

20 YEARS OF SERVICE:UNDER 1 WEEK ----------------------------------- ( 1 0 ) • 1 - * * - -1 WEEK ----------------------------------------------- 2 3 1 - (1 0 ) “ ( 1 0 ) -OVER 1 AND UNDER 2 WEEKS ----------- 1 - 1 • - - -2 WEEKS 15 9 19 - 6 12 5 -OVER 2 AND UNDER 3 WEEKS ----------- 1 2 - - - -3 W EEKS-----------------------------— ----------- 20 15 35 1 32 27 32 1OVER 3 AND UNDER A WEEKS ----------- (10 ) - (1 0 ) - (1 0 ) (1 0 ) -A WEEKS --------------------------------------------- 39 A0 3A 09 57 42 58 935 WEEKS --------------------------------------------- 9 18 A 8 3 18 2 7OVER 5 AND UNDER 6 WEEKS ----------- (1 0 ) - (10) 2 (1 0 ) ( 1 0 ) (1 0 )6 WEEKS --------------------------------------------- 2 3 2 ( 1 0 ) 2

_____________See footnotes at end o f tab les .


Table B -5 . Paid vacation provisions for fu ll-tim e workers in Jacksonville, Fla., December 1976— ContinuedP lan t w o r k e r s O f f i c e w o rk e r s

I t emA l l industr ie s Manufactur ing Nonmanufacturing Pub l ic u t il i t ies A l l industries Manufactu r ing Nonmanufacturing Pub l ic u t il it ies

AMOUNT OF PAID VACATION AFTER12 - CONTINUED

25 YEARS OF SERVICE!UNDER 1 WEEK ---------------------------------- (1 0 ) - i - - - - -1 WEEK ---------------------------------------------- 2 3 i - (1 0 ) - (1 0 ) -OVER 1 AND UNDER 2 WEEKS ----------- 1 - i - - - - -2 WEEKS -------------------------------------------- 14 9 17 - 6 12 5 -OVER 2 ANO UNDER 3 WEEKS ----- -— 1 2 “ - “ - -3 WEEKS -------------------------------------------- 28 13 36 i 32 24 33 iOVER 3 AND UNDER A WEEKS ----------- (1 0 ) - (1 0 ) - ( 10) - (1 0 ) -4 WEEKS -------------------------------------------- 24 39 14 13 32 35 32 8OVER 4 AND UNDER 5 WEEKS ----------- « - - - 11 1 11 -5 WEEKS -------------------------------------------- 25 29 22 77 18 22 17 90OVER 5 AND UNDER 6 WEEKS ----------- (1 0 ) - (1 0 ) 2 (1 0 ) * (1 0 ) (1 0 )6 WEEKS -------------------------------------------- 3 3 4 8 1 6 (1 0 ) 1

30 y e a r s OF SERVICE:UNDER 1 WEEK ---------------------------------- ( 1 0 ) - 1 - -1 WEEK ---------------------------------------------- 2 3 1 (1 0 ) (10 ) -OVER 1 AND UNDER 2 WEEKS ----------- 1 - 1 - - - - -2 WEEKS -------------------------------------------- 14 9 17 “ 6 12 5 -3 WEEKS -------------------------------------------- 29 16 36 1 32 24 33 1OVER 3 AND UNDER 4 WEEKS ----------- (1 0 ) - (1 0 ) “ (1 0 ) * (1 0 ) -4 WEEKS — — — — — — — — — 24 39 14 11 30 35 30 7OVER 4 ANO UNDER 5 WEEKS ----------- - - (1 0 ) 1 -5 WEEKS -------------------------------------------- 22 22 22 77 29 21 30 90OVER 5 AND UNDER 6 WEEKS ----------- (1 0 ) - (1 0 ) 2 (1 0 ) - (1 0 ) ( 1 0 )6 WEEKS -------------------------------------------- 6 10 4 9 1 8 (1 0 ) 2

m a x im u m VACATION AVAILABLE!UNDER 1 W E E K -------— ------------- --------- (1 0 ) - 1 - * * -1 WEEK ---------------------------------------------- 2 3 1 - (1 0 ) * (10 ) *OVER 1 ANO UNDER 2 WEEKS — ------- 1 - 1 - - -2 WEEKS -------------------------------------------- 14 9 17 6 12 5 -3 WEEKS -------------------------------------------- 29 16 38 1 32 24 33 1OVER 3 AND UNDER 4 WEEKS ----------- ( 1 0 ) - (1 0 ) - (1 0 ) - (10 ) -4 WEEKS -------------------------------------------- 24 39 14 11 30 35 30 7OVER 4 AND UNDER 5 WEEKS ----------- - - - - (1 0 ) 1 -5 WEEKS -------------------------------------------- 21 22 21 77 18 21 18 90OVER 5 AND UNDER 6 WEEKS ----------- ( 1 0 ) ( 1 0 ) 2 (1 0 ) “ (10 ) (1 0 )6 WEEKS — — — — — — 7 10 5 9 1 ti 1 27 WEEKS -------------------------------------------- "

10 11

See foo tnotes at end o f tab les .


Table B-6. Health, insurance, and pension plans for fu ll-tim e workers in Jacksonville, Fla., Decem ber 1976

Item

Plant workers Office worke rs

A l l industries Manufacturing Nonmanufacturing Public utilities A l l industries Manufacturing Nonmanufacturing Public utilities

PERCENT OF WORKERS

ALL FULL-TIME WORKERS ----------------------- 100 100 100 100 100 100 100 100

IN ESTABLISHMENTS PROVIDING ATLEAST ONE OF THE BENEFITSSHOWN BELOW13----------------------------------------------- 95 100 93 100 99 100 99 100

LIFE INSURANCE --------------------------------------------- 94 98 91 99 90 94 98 99NONCONTRIBUTORY PLANS ------------------------- 62 72 56 94 63 54 64 94

ACCIDENTAL DEATH ANDDISMEMBERMENT INSURANCE ----------------------- 76 76 76 99 84 81 84 98

NONCONTRIBUTORY P L A N S ------------------------- 47 48 47 94 56 46 57 94

SICKNESS AND ACCIDENT INSURANCEOR SICK LEAVE OR BOTH14-------------- t---------- 76 85 70 96 88 77 88 98

SICKNESS AND ACCIDENTINSURANCE ------------------------------------------------- 43 69 28 55 25 21 26 12NONCONTRIBUTORY PLANS --------------------- 29 54 15 54 18 9 19 6

SICK LEAVE (FULL PAY AND NOWAITING PERIOD) ------------------------------------ 25 19 29 26 60 60 60 48

SICK LEAVE (PARTIAL PAY ORWAITING PERIOD) ------------------------------------ 10 9 23 37 27 11 29 43

LONG-TERM DISABILITYINSURANCE ------------------------------------------------------ 15 8 20 52 45 40 45 51NONCONTRIBUTORY PLANS ------------------------- 9 2 13 48 30 16 31 46

HOSPITALIZATION INSURANCE --------------------- 95 100 93 100 99 100 99 100NONCONTRIBUTORY PLANS ------------------------- 54 67 46 95 56 59 56 95

SURGICAL INSURANCE ------------------------------------- 95 100 93 100 99 100 99 100NONCONTRIBUTORY p l a n s ------------------------- 54 67 46 95 56 59 56 95

m e d i c a l i n s u r a n c e --------------------------------------- 92 98 09 100 96 100 96 100NONCONTRIBUTORY PLANS ------------------------- 53 65 46 95 54 59 54 95

MAJOR MEDICAL INSURANCE -------------------------- 93 97 91 100 99 99 99 100NONCONTRIBUTORY Pl ANS ------------------------- 52 64 45 95 54 58 54 95

d e n t a l INSURANCE ----------------------------------------- 22 10 29 88 29 11 31 89NONCONTRIBUTORY PLANS ------------------------- 17 8 22 88 15 6 15 89

RETIREMENT PENSION ------------------------------------- 59 81 47 67 75 81 75 59NONCONTRI BUT DRY P L A N S ------------------------- 53 76 39 67 72 67 72

159



Footnotes

A l l o f these standard footnotes m ay not apply to this bulletin.

1 Standard hours re f le c t the workweek fo r which em ployees r e c e iv e their regu lar s tra igh t- t im e sa la r ies (exc lus ive o f pay for ove r t im e at r e g u lar and/or prem ium rates ), and the earnings correspond to these week ly hours.

2 The mean is computed fo r each job by totaling the earnings of all w o rk e rs and dividing by the number of w o rk e rs . The median designates position— half o f the w o rkers r e c e iv e m ore and half r e c e iv e less 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 less than the low er o f these rates and a fourth earn m ore than the higher rate .

3 Earnings data re la te only to w o rkers whose sex identif ication was prov ided by the establishment.

4 Excludes prem ium pay fo r ove r t im e and fo r work on weekends, holidays, and late shifts.

5 F o r m a l ly established m inimum regu lar s tra igh t-t im e h ir ing sa lar ies that a re paid fo r standard workweeks.

6 1 Excludes w o rke rs in subc ler ica l jobs such as m essenger .7 Data are presented fo r all standard workweeks combined, and for

the m os t common standard workweeks reported.8 Includes all plant w o rke rs in establishments current ly operating

late shifts, and establishments whose fo rm a l prov is ions cover late shifts, even though the establishments w e re not current ly operating late shifts.

9 L e s s than 0.05 percent.10 L e s s than 0.5 percent.11 A l l combinations o f full and half days that add to the same amount

are combined; fo r example, the proportion of w o rkers rece iv ing a total of 1 0 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 roport ions then w e re cumulated.

12 Includes payments other than "length of t im e , " such as percentage o f annual earnings o r f la t-sum payments, converted to an equivalent time basis; fo r example, 2 percent of annual earnings was considered as 1 week 's pay. P e r io ds of s e rv ic e are chosen a rb i t ra r i ly and do not n ecessa r i ly re f le c t individual prov is ions fo r p rogress ion ; fo r example, changes in proportions at 10 years include changes between 5 and 10 yea rs . Estimates are cumula t ive . Thus, the proport ion e l ig ib le fo r at leas t 3 weeks ' pay after 10 years includes those e l ig ib le fo r at leas t 3 w eeks ' pay after few er years of s e rv ic e .

13 Estim ates l is ted after type of benefit are fo r all plans for whichat leas t a part o f the cost is borne by the em p loyer . "Noncontr ibutoryp lans" include only those financed en t ire ly by the em ployer . Excluded are le ga l ly requ ired plans, such as w o rkers d isab il i ty compensation, soc ia l security , and ra i lroad re t irem en t.

14 Unduplicated total o f w o rke rs rece iv ing sick leave or sickness and accident insurance shown separate ly below. Sick leave plans are l im ited to those which de fin ite ly establish at leas t the m inimum number of days' pay that each em ployee can expect. In form a l s ick leave allowances determ ined on an individual basis are excluded.


Appendix AA re a wage and rela ted benefits data are obtained by personal v is its

o f Bureau f ie ld represen tatives at 3 -yea r in terva ls . 1 In each of the in terven ing y ea rs , in form ation on employment and occupational earnings is co l lec ted by a combination o f persona l v is i t , m a i l questionnaire, and telephone in t e r v iew f ro m establishments partic ipating in the prev ious survey.

In each o f the 841 2 areas currently surveyed, data are obtained f ro m rep resen tative establishments within six broad industry d ivisions: Manufacturing; transportat ion, communication, and other public util it ies; wholesa le trade; reta i l trade; f inance, insurance, and rea l estate; and s e rv ic e s . M a jo r industry groups excluded f ro m these studies are government operations and the construction and extrac t ive industries. Establishments having f ew e r than a p resc r ib ed number of w o rkers are omitted because of insuffic ient employment in the occupations studied. Separate tabulations are prov ided fo r each of the broad industry d iv isions which m e e t . publication c r i te r ia .

These surveys are conducted on a sample basis. The sampling procedures invo lve detailed strat i f ica t ion of all establishments within the scope of an individual a rea survey by industry and number of employees . F ro m this s tra t i f ied universe a probab il ity sample is se lected , with each establishment having a p redeterm ined chance of se lection . To obtain optimum accuracy at m in im um cost, a g rea te r proportion of la rge them sm all es tab lishments is se lected . When data are combined, each establishment is weighted according to its probab il ity o f se lect ion , so that unbiased estimates are generated. F o r exam ple, i f one out o f four establishments is se lec ted , it is g iven a weight of four to represen t i t s e l f plus three others. An alternate of the same o r ig ina l probabil ity is chosen in the same industry -s ize c la s s i f i cation i f data are not available f r o m the or ig ina l sample m em ber . I f no suitable substitute is ava ilab le , additional weight is assigned to a sample m em b er that is s im i la r to the m iss ing unit.

Occupations and earnings

Occupations se lec ted fo r study are common to a va r ie ty of manufacturing and nonmanufacturing industr ies , and are o f the following types: (1)O ff ice c le r ica l ; (2) p ro fess iona l and technical; (3) maintenance, too lroom , and powerplant; and (4) m ate r ia l m ovem ent and custodial. Occupational c lass if ica t ion is based on a uniform set o f job descriptions designed to take account o f in terestab lishm ent var ia t ion in duties within the same job. Occupations se lected fo r study are l is ted and descr ibed in appendix B. Unless otherw ise indicated, the earnings data fo llow ing the job tit les are fo r

1 Personal visits were on a 2-year cycle before July 1972.2 Included in the 84 areas are 14 studies conducted by the Bureau under contract. These areas are Akron,

Ohio; Austin, T ex .; Binghamton, N . Y .— Pa. ; Birmingham, A la .; Fort Lauderdale—Hollywood and West Palm Beach—Boca Raton, Fla. ; Lexington—Fayette, Ky.; Melbourne—Titusville—Cocoa, Fla.; Norfolk—Virginia Beach— Portsmouth and Newport News—Hampton, Va. —N. C. ; Poughkeepsie—Kingston—Newburgh, N. Y . ; Raleigh— Durham, N .C .; Stamford, Conn.; Syracuse, N .Y . ; Utica—Rome, N .Y . ; and Westchester County, N .Y . In addition, the Bureau conducts more lim ited area studies in approximately 100 areas at the request of the Employment Standards Administration of the U. S. Department of Labor.

all industries combined. Earnings data fo r some o f the occupations l is ted and descr ibed , o r fo r some industry d iv isions within the scope of the survey , are not presented in the A - s e r i e s tab les, because e ither (1) employment in the occupation is too sm a ll to p rov ide enough data to m er i t presentation, or (2) there is poss ib i l i ty o f d isc losure of individual establishment data. Separate m en 's and wom en 's earnings data are not presented when the number of w o rkers not identif ied by sex is 20 percent o r m o re of the men o r women identif ied in an occupation. Earnings data not shown separate ly fo r industry d iv isions are included in data fo r a ll industries combined. L ik ew ise , data are included in the o v e r a l l c lass if ica t ion when a subclassif ication of e l e c tron ics technicians, s e c r e ta r ie s , o r t ru ckdr ive rs is not shown or information to subclassify is not availab le .

Occupational employment and earnings data are shown fo r fu l l- t im e w o rk e rs , i . e . , those h ired to work a regu lar w eek ly schedule. Earnings data exclude p rem ium pay fo r o ve r t im e and fo r work on weekends, holidays, and late shifts. Nonproduction bonuses are excluded, but cos t -o f - l i v in g allowances and incentive bonuses are included. W eek ly hours fo r o f f ic e c le r ic a l and p ro fess iona l and technica l occupations r e fe r to the standard workweek (rounded to the nearest half hour) fo r which em ployees r ece ive regu lar s tra igh t-t im e sa la r ies (exc lus ive of pay fo r o v e r t im e at regu lar and/or p rem ium rates ). A v e ra ge w eek ly earnings fo r these occupations are rounded to the nearest half do l lar .

These surveys m easure the le v e l o f occupational earnings in a n area at a part icu lar t im e. Com parisons of individual occupational averages o ve r t im e m ay not r e f le c t expected wage changes. The averages for individual jobs are a ffected by changes in wages and employm ent patterns. F o r example, proportions of w o rke rs em ployed by high- o r low -w age f i rm s m ay change, o r h igh-wage w o rke rs m ay advance to better jobs and be rep laced by new w orkers at low er rates. Such shifts in employm ent could decrease an occupational average even though m ost establishments in an area increase wages during the yea r . Changes in earnings of occupational groups, shown in table A - 7, are be tte r ind icators o f wage trends than are earnings changes for individual jobs within the groups.

A ve ra ge earnings re f le c t com pos ite , areaw ide est im ates. Industries and establishments d i f fe r in pay le v e l and job staff ing, and thus contribute d if fe ren t ly to the est im ates fo r each job. P a y averages m ay fa il to re f lec 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 ve ls for men and women in se lected occupations should not be assumed to r e f le c t d i f fe rences in pay o f the sexes within individual establishments. F ac tors which m ay contribute to d if ferences include p ro gress io n within estab lished rate ranges (only the rates paid incumbents are co l lec ted ) and per fo rm ance of spec i f ic duties within the genera l survey job descr ip t ions. Job descr iptions used to c lass i fy em ployees in these surveys usually are m ore gen e ra l iz ed than those used in individual establishments and a l low fo r m inor d i f fe rences among establishments in spec i f ic duties per fo rm ed .


Occupational employment estimates represent the total in all establishments within the scope of the study and not the number actually surveyed. Because occupational structures among establishments d i f fe r , estimates of occupational employment obtained f ro m the sample o f establishments studied se rve only to indicate the re la t ive importance of the jobs studied. These d i f fe rences in occupational structure do not affect m a te r ia l ly the accuracy of the earnings data.

W age trends fo r se lec ted occupational groups

The percent increases presented in table A - 7 are based on changes in ave rage hourly earnings fo r establishments reporting the trend jobs in both the current and previous yea r (matched establishments). The data are adjusted to rem ove the e f fec t on average earnings of employment shifts among establishments and turnover of establishments included in survey sam ples. The percent increases , however , are s t i l l a f fected by factors other than wage increases . H ir ings, layo f fs , and turnover m ay affect an establishment average fo r an occupation when w orkers are paid under plans provid ing a range of wage rates fo r individual jobs. In periods of increased h ir ing, fo r exam ple, new employees enter at the bottom of the range, depressing the average without a change in wage rates.

The percent changes relate to wage changes between the indicated dates. When the t im e span between surveys is other than 12 months, annual rates are shown. (It is assumed that wages increase at a constant rate between surveys . )

Occupations used to compute wage trends are:

O ff ice c le r ic a l (men and women")!

S ec re ta r ie sStenographers, genera l Stenographers, senior Typ is ts , c lasses A and B F i l e c le rks , c lasses A,

B , and C M essengersO rde r c le rks , c lasses A

and BAccounting c lerks ,

c lasses A and B Bookkeeping-machine

opera tors , class B P a y r o l l c lerks Keypunch operators ,

c lasses A and B T abulating-machine

opera tors , class B

E lec t ron ic data process ing (men and w om en ):

Computer systems analysts, c lasses A , B, and C

E lectron ic data process ing (men and women)— Continued

Computer p ro g ra m m ers , c lasses A , B, and C

Computer opera tors , c lasses A , B, and C

Industrial nurses (men and w om en ):

R eg is te red industrial nurses

Skilled maintenance (men and w om en ):

Carpenters E lect r icians Pa in ters MachinistsMechanics (machinery) Mechanics (m otor veh ic le ) P ip e f i t t e rs T oo l and die m akers

Unskilled plant (men and w om en ):

Janitors , p o r te rs , and c leaners

M a te r ia l handling laborers

Percen t changes for individual areas in the p rogram are computed as fo llows:

1. Each occupation is assigned a weight based on its p ro portionate employment in the occupational group in the base year.

2. These weights are used to compute group averages .Each occupation's average (mean) earnings is multiplied by its weight. The products are totaled to obtain a group average .

3. The ratio of group averages fo r 2 consecutive years is computed by dividing the average for the current year by the average fo r the e a r l i e r year. The result— expres&ed as a percent— less 100 is the percent change.

F o r a m ore detailed descr iption of the method used to compute these wage trends, see " Im prov ing A re a Wage Survey Indexes ," Monthly Labor R e v ie w , January 1973, pp. 52-57.

Establishment p ract ices and supplementary wage provis ions

The incidence o f se lec ted establishment pract ices and supplementary wage prov is ions is studied fo r plant w orkers and o f f ic e w orkers . Plant w orkers include nonsuperv isory w orkers and working superv isors engaged in nonoffice functions. (C a fe te r ia workers and route workers are excluded in manufacturing industries, but included in nonmanufacturing industr ies .) O f f ice w o rkers include nonsuperv isory w orkers and working superv isors p e r fo rm ing c le r ic a l or re la ted functions. Lead w orkers and tra inees are included among nonsuperv isory w o rke rs . Adm in is tra t ive , executive, and pro fess iona l employees and construction w orkers utilized as separate work fo rces are excluded f ro m both the plant and o f f ice w o rker categor ies .

Minimum entrance sa lar ies (table B - l ) . M inimum entrance sa lar ies fo r o f f ic e w orkers rela te only to the establishments v is ited. Because of the optimum sampling techniques used and the probab il ity chat la rge estab lishments are m ore l ik e ly than sm all establishments to have fo rm a l entrance rates above the subc ler ica l le v e l , the table is m ore representative o f pol ic ies in medium and la rge establishments.

Shift d i f fe ren t ia ls— manufacturing (table B - 2 ) . Data w ere collected on po l ic ies o f manufacturing establishments regarding pay d if ferentia ls fo r plant w o rkers on late shifts. Establishments considered as having polic ies are those which (1) have p rov is ions in writ ing covering the operation of late shifts, o r (2) have operated late shifts at any t im e during the 12 months preced ing a survey. When establishments have seve ra l d if ferentia ls which va ry by job, the d if fe ren t ia l applying to the m a jo r i ty of the plant w orkers is recorded . When establishments have d if ferentia ls which apply only to certain hours o f work, the d if ferentia l applying to the m a jo r i ty of the shift hours is recorded.

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

D if ferentia ls fo r second and third shifts are sum marized separately fo r (1) establishment po l ic ies (an estab lishm ent's d if ferentia ls are weighted by


all plant w orkers in the establishment at the t im e o f the survey ) and (2) e f fe c t iv e pract ices (an estab lishm ent's d if ferentia ls are weighted by plant w o rkers employed on the spec if ied shift at the t im e o f the survey ).

Scheduled week ly hours; paid holidays; paid vacations; and health, insurance, and pension p lans. P rov is ion s which apply to a m a jo r i ty o f the plant o r o f f ic e w o rkers in an establishment are considered to apply to all plant o r o f f ic e w o rkers in the establishment; a pract ice o r p rov is ion is considered nonexistent when it applies to less than a m a jor ity . Holidays; vacations; and health, insurance, and pension plans are considered applicable to em p loyees current ly e l ig ib le fo r the benefits as w e l l as to employees who w i l l eventually becom e e l ig ib le .

Scheduled week ly hours and days (table B - 3 ) . Scheduled week ly hours and days r e fe r to the number of hours and days per week which fu l lt im e f i r s t (day) shift w orkers are expected to work , whether paid fo r at s tra igh t-t im e o r o ve r t im e rates.

Pa id holidays (table B -4 ) . Holidays are included only i f they are granted annually on a fo rm a l basis (prov ided fo r in w r itten fo rm or established by custom) and em ployees are paid fo r the t im e o ff. They are included even though in a par t icu lar y ea r they fa l l on a nonworkday and em ployees are not granted another day off.

Data are tabulated to show the percent o f w o rke rs who (1) are granted spec i f ic numbers o f whole and half holidays and (2) are granted specif ied amounts of total holiday t im e (whole and half holidays are aggregated).

Pa id vacations (table B - 5 ) . Establishments report th e ir method of calculating vacation pay (t ime bas is , percent of annual earnings, f la t-sum payment, e tc . ) and the amount o f vacation pay granted. Only bas ic fo rm a l plans are reported. Vacation bonuses, vacation-sav ings plans, and "extended" o r "sabbat ica l" benefits beyond bas ic plans are excluded.

F o r tabulating vacation pay granted, all prov is ions are expressed on a t im e basis. Vacation pay calculated on other than a t im e basis is converted to its equivalent t im e period. Two percent of annual earnings, fo r exam ple , is tabulated as 1 week 's vacation pay.

A lso , p rov is ions a fter each spec if ied length o f s e rv ic e are rela ted to a l l plant o r o f f ic e w orkers in an establishment regard less of length of s e rv ic e . Vacation plans com monly prov ide fo r la r g e r amount o f vacation pay as s e rv ic e lengthens. Counts o f plant o r o f f ic e w o rk e rs by length o f s e rv ic e w e re not obtained. The tabulations of vacation pay granted p resents , th e r e fo re , sta t is t ica l m easures o f these p rov is ions rather than proportions of w o rkers actually rece iv ing spec i f ic benefits .

Health, insurance, and pension plans (table B -6 ) . Health, insurance, and pension plans include plans fo r which the em p loyer pays e ither a ll o r part o f the cost. The cost m ay be (1) underwritten by a com m erc ia l insurance company o r nonprofit organization , (2) c o ve red by a union fund to

which the em p loyer has contributed, o r (3) borne d ire c t ly by the em p loyer out o f operating funds o r a fund set aside to cove r the cost. A plan is included even though a m a jo r i ty of the em p loyees in an establishment do not choose to part ic ipate in it because they are requ ired to bear part o f its cost (prov ided the choice to partic ipate is availab le o r w i l l eventually become available to a m a jo r i ty ) . L e ga l ly requ ired plans such as socia l security , r a i l road re t irem en t, w o rk e r s ' d isabil ity compensation, and tem pora ry disabil ity insurance 3 are excluded.

L i fe insurance includes fo rm a l plans prov id ing indemnity (usually through an insurance po l icy ) in case of death o f the covered worker .

Acc iden ta l death and d ism em berm ent is l im ited to plans which prov ide benefit payments in case of death o r loss of limb o r sight as a d irect result o f an accident.

Sickness and accident insurance includes only those plans which prov ide that p rede te rm ined cash payments be made d ire c t ly to employees who lose t im e f ro m work because of i l lness o r in jury, e .g . , $ 50 a week for up to 26 weeks o f d isabil ity .

Sick leave plans are l im ited to fo rm a l p lans4 which provide fo r continuing an em p loyee 's pay during absence f ro m work because of i l lness . Data co l lec ted distinguish between (1) plans which prov ide full pay with no waiting period, and (2) plans which e ither prov ide part ia l pay o r requ ire a waiting period.

L o n g - t e rm d isab il i ty insurance plans prov ide payments to totally disabled em ployees upon the exp iration o f th e ir paid sick leave and/or s ick ness and accident insurance, o r a fte r a p rede te rm ined period of disabil ity (typ ica l ly 6 months). Paym ents are made until the end of the d isabil ity , a m axim um age, o r e l ig ib i l i t y fo r re t irem en t benefits . Fu ll or part ia l payments are almost always reduced by soc ia l security , w o rk e rs ' d isab il ity compensation, and p r iva te pension benefits payable to the disabled employee.

Hospita lization , surg ica l, and m ed ica l insurance plans reported in these surveys p rov ide full o r par t ia l payment fo r bas ic s e rv ices rendered.

3 Temporary disability insurance which provides benefits to covered workers 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, employeesand 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 contribute morethan they would if they were covered by the State fund; in New York, employees can agree to contribute more i f 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.

2 2Digitized for FRASER http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis

Hosp ita l izat ion insurance covers hospital room and board and may cover other hospital expenses. Surg ica l insurance covers surgeons ' fees . M ed ica l insurance covers doc to rs ' fees fo r home, o f f ic e , o r hospital calls. Plans res tr ic ted to pos t-opera t ive m ed ica l care o r a doctor 's care fo r m inor ailments at a w o rk e r 's p lace of employment are not considered to be m ed ica l insurance.

M a jo r m ed ica l insurance coverage applies to se rv ic e s which go beyond the bas ic se rv ic e s covered under hospita lization, 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

"deductib le" (e .g . , $50) be met be fo re benefits begin, (2) has a coinsurance feature that requ ires the insured to pay a portion (e .g . , 20 percent) of certa in expenses, and (3) has a spec if ied do l la r maxim um of benefits (e .g., $ 10, 000 a yea r ) .

Dental insurance plans prov ide norm al dental s e rv ice benefits , usually fo r f i l l in gs , extract ions , and X - ra y s . P lans which provide benefits only fo r o ra l surgery o r repair ing accident damage are not reported.

Ret irem ent pension plains provide fo r regu lar payments to the re t i re e fo r l i fe . Included are d e fe r red p ro f i t -shar ing plans which provide the option o f purchasing a l i fe t im e annuity.

2 3Digitized for FRASER http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis

Appendix table 1. Establishments and workers within scope of survey and number studied in Jacksonville, F la .,1 December 1976

In du stry d iv is io n 2

M in im um em p loym en t in e s ta b lish

m ents in scope o f study

N u m ber o f estab lishm en ts W ork ers in estab lishm en ts

W ith in scope o f s tu dy3

Studied

W ith in scope o f studyStudied

T o ta l4F u ll- t im e

plant w o rk e rsF u ll- t im e

o f f ic e w o rk e rsNum ber P e rc en t T o ta l4

ALL DIV IS IONS ------------------------------------------------------------ 512 156 94,175 100 51,138 22,015 55,222

m a n u f a c t u r in g -------------------------------------------------------------- 50 119 45 24,392 26 18,813 1,744 14,171NONMANUFACTURING -------------------------------------------------------------- - 393 111 69,783 74 32,325 20,271 41,051

TRANSPORT ATION, COMMUNICATION, andOTHER PUBLIC U T IL IT IE S 5 ----------------------------------------- 50 26 15 11,457 12 5,750 2,781 10,647

WHOLESALE TRADE ---------------------------------------------------------- 50 82 18 8 ,553 9 ( 6) <6> 2.729RETAIL TRADE ----------------------------------------------------------------- 50 132 26 23,803 25 ( 6> <6> 12,397FINANCE, INSURANCE, AND REAL ESTATE -------------- 50 70 22 16,512 18 <7> <6> 10,537SERVICES8 ------------------------------------------------------------------------- 50 83 30 9 ,458 10 ( 6> <6> 4,741

1 Th e J a ck so n v ille Standard M e tro p o lita n S ta tis t ica l A r e a , as d e fin ed by the O ff ic e o f M anagem en t and Budget through F e b ru a ry 1974, con s is ts o f B a k e r , C la y , D uva l, N assau , and St. John 's C ou n ties . Th e "w o rk e r s w ith in scope o f study" e s tim a te s shown in th is tab le p ro v id e a rea son ab ly accu ra te d e s c r ip t io n o f the s iz e and com p os it ion o f the la b o r fo r c e included in the su rv e y . E s tim a tes a re not in tended, h ow eve r , fo r com p a rison w ith o th er em p loym en t indexes to m ea su re em p loym en t trends o r le v e ls s in ce (1 ) p lanning o f w age su rv e y s re q u ire s e s tab lish m en t data com p iled con s id erab ly in advance o f the p a y ro ll p e r iod studied, and (2 ) sm a ll es tab lish m en ts a re excluded fro m the scope o f the su rvey .

2 The 1967 ed ition o f the Standard In du str ia l C la s s if ic a t io n M anual was used to c la s s i fy es tab lish m en ts by indu stry d iv is io n .3 Includes a ll es tab lish m en ts w ith to ta l em p loym en t at o r above the m in im u m lim ita t io n . A l l ou tle ts (w ith in the a rea ) o f com pan ies in in d u str ies such as tra d e , fin an ce , auto r e p a ir s e r v ic e , and

m otion p ic tu re th ea te rs a re c o n s id e red as 1 es tab lish m en t.4 Includes e x ecu tiv e , p ro fe s s io n a l, p a r t - t im e , and o th er w o rk e rs excluded fr o m the s ep a ra te p lan t and o f f ic e c a te g o r ie s .5 A b b re v ia ted to "p u b lic u t i l i t ie s " in the A - and B - s e r ie s ta b le s . T ax icab s and s e r v ic e s in c id en ta l to w a te r tran sp o rta tion a re exc luded . J a c k s o n v il le 's e le c t r ic u t il ity and tra n s it system are

m u n ic ip a lly op e ra ted and a re excluded by d e fin it ion fro m the scope o f the su rvey .6 T h is d iv is io n is rep re s en ted in e s tim a te s fo r " a l l in d u s tr ie s " and "n on m anu factu ring" in the A - s e r ie s tab les , and fo r " a l l in d u s tr ie s " in the B - s e r ie s ta b le s . S epara te p resen ta tion o f data is

not m ade fo r one o r m o r e o f the fo llo w in g rea son s : (1 ) E m p loym en t is too sm a ll to p ro v id e enough data to m e r i t s ep a ra te study, (2 ) the sam p le w as not d es ign ed in it ia lly to p e rm it sep a ra tep resen ta tion , (3 ) re sp on se w as in su ffic ien t o r inadequate to p e rm it s ep a ra te p resen ta tion , and (4 ) th e re is p o s s ib il ity o f d is c lo s u re o f ind iv idu a l es tab lish m en t data ,

7 W o rk e rs fr o m th is e n t ir e d iv is io n a re rep re s en ted in e s tim a tes fo r " a l l in d u s tr ie s " and "n on m anu factu ring '' in the A - s e r ie s ta b le s , but fr o m the r e a l es ta te p o rtion on ly in es tim a tes fo r " a l l in d u s tr ie s " and "n on m an u fac tu rin g " in the B - s e r ie s ta b le s . S epara te p resen ta tion o f data is not m ade fo r one o r m o re o f the rea son s g iv en in foo tn ote 6.

8 H o te ls and m o te ls ; lau n d ries and o th e r p erson a l s e r v ic e s ; busin ess s e r v ic e s ; au tom ob ile r e p a ir , ren ta l, and park in g ; m o tion p ic tu res ; n onpro fit m em b e rsh ip o rga n iza tion s (exc lu d in g re lig io u s and ch a r ita b le o rg a n iza t io n s ); and en g in ee r in g and arch itectu rad s e r v ic e s .

In d u str ia l com p os it ion in m anu factu ring

A lm o s t on e-fou rth o f the w o rk e rs w ith in the scope o f the su rv e y in the J a ck so n v ille a rea w e r e em p loyed in m anu factu rin g f i r m s . Th e fo llo w in g p resen ts the m a jo r industry groups and s p e c if ic in d u str ies as a p e rc en t o f a ll m anu factu ring :

Industry groups

F ood and k in d red p ro d u c ts _______21P a p e r and a llie d p ro d u c ts ________ 19T ra n sp o rta tio n equ ipm en t________ 13F a b r ic a ted m e ta l p ro d u c ts ______ 7P r in t in g and p u b lish in g __________ 7Stone, c la y , and g la ss

p ro d u c ts___________________________ 7M a ch in e ry , excep t e le c t r ic a l . . . 6

S p ec ific in du stries

Ship and boatbu ild ing andr e p a ir in g __________________________12

P a p e r m il ls , excep t bu ild ingp a p e r ______________________________ 7

B e v e r a g e s __________________________ 5F a b r ic a ted s tru c tu ra l m e ta l

p r o d u c ts __________________________ 5

T h is in fo rm a tion is based on es tim a te s o f to ta l em p loym en t d e r iv e d fr o m u n ive rse m a te r ia ls com p iled b e fo r e actual su rv e y . P ro p o r t io n s in va r iou s in du stry d iv is io n s m ay d i f fe r fr o m p rop o rtion s based on the re su lts o f the su rv e y as shown in appendix tab le 1.

L a b o r-m a n a gem en t a g reem en t c o v e ra g e

Th e fo llo w in g tabu lation shows the p e rcen t o f fu l l- t im e p lant and o f f ic e w o rk e rs em p loyed in es tab lish m en ts in the J a ck so n v ille a rea in w h ich a union con tra c t o r con trac ts c o v e red a m a jo r it y o f the w o rk e rs in the r e s p e c t iv e c a te g o r ie s , D ec em b e r 1976:

P lan t w o rk e rs O ff ic e w o rk e rs

A l l in d u s tr ie s _____________________ 37 11M a n u fa c tu r in g _________________ 64N on m a n u fa c tu r in g____________ 22 12

P u b lic u t i l i t i e s ____________ 87 86

An es tab lish m en t is c o n s id e red to have a c on tra c t c o v e r in g a ll p lant o r o f f ic e w o rk e rs i f a m a jo r it y o f such w o rk e rs is c o v e re d by a la b o r-m a n a gem en t ag reem en t. T h e r e fo r e , a ll o th er p lan t o r o f f ic e w o rk e rs a re em p loyed in estab lish m en ts that e ith e r do not have la b o r-m a n a gem en t con tra c ts in e f fe c t , o r have con tra c ts that app ly to fe w e r than h a lf o f th e ir p lant o r o f f ic e w o rk e r s . E s tim a tes a re not n e c e s s a r ily r e p re s e n ta t iv e o f the extent to w h ich a ll w o rk e rs in the a re a m a y be c o v e re d by the p ro v is io n s o f lab o r-m an agem en t a g reem en ts , b ecau se sm a ll es tab lish m en ts a re exc lu ded and the in d u str ia l scope o f the su rvey is lim ite d .


Appendix B. Occupational Descriptions

The p r im a ry purpose o f preparing job descriptions fo r the Bureau 's wage surveys is to assist its f ie ld staff in c lass ify ing into appropriate occupations w orkers who are employed under a va r ie ty o f payro l l t it les and d if ferent work arrangements f r o m establishment to establishment and f ro m area to area. This perm its the grouping of occupational wage rates representing comparable job content. Because o f this emphasis on interestablishment and in terarea com parabil i ty o f occupational content, the Bureau 's job descriptions m ay d i f fe r sign if icantly f r o m those in use in individual establishments o r those p repared fo r other purposes. In applying these job descr iptions, the Bureau 's f ie ld economists are instructed to exclude working superv isors ; apprentices; lea rners ; beginners; tra inees ; and handicapped, p a r t - t im e , tem porary , and probationary w orkers .

OFFICES E C R E T A R Y

Ass igned as personal se cre ta ry , norm ally to one individual. M aintains a c lose and highly responsive relationship to the day-to-day work of the superv isor . W orks fa i r ly independently rece iv ing a minimum of detailed superv is ion and guidance. P e r fo r m s va r ied c le r ica l and s ec re ta r ia l duties, usually including most of the fo l low ing :

a. Rece ives telephone ca l ls , personal c a l le rs , and incoming m a il , answers routine inquiries , and routes techn ica l inquiries to the p roper persons;

b. Estab lishes , maintains, and r ev ises the superv isor 's f i les ;

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

SE C R ET A R Y — Continued

d. Relays m essages f ro m superv isor to subordinates;

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

f. P e r fo r m s stenographic and typing work.

May also p e r fo rm other c le r ic a l and s e c re ta r ia l tasks of comparable nature and difficulty. The work typ ica l ly requires knowledge of o f f ice routine and understanding of the organization , p rog ram s , and procedures rela ted to the work o f the superv isor .

Beginning with calendar y ea r 19 76 surveys , the Bureau has grouped occupations studied in its a rea wage surveys into job fam il ies in o rd e r to present in form ation on related occupations in sequence. Job fam il ies have not been tit led , however , since doing so might have added extraneous elements to the job matching process .

The Bureau has also rev ised s eve ra l occupational t i t les . The rev is ed tit les m ore near ly re f lec t usual word order and are m ore descr ip t ive o f the survey jobs.

Rev ised occupational descriptions are being introduced this y ea r for : O rde r c lerk ; payro l l clerk;switchboard operator ; switchboard opera tor -recep t ion is t ; transcr ib ing-m ach ine typ ist (p rev iously t it led transcr ib ing-m ach ine operator ) ; m ach ine-too l operator ( too lroom ); and tool and die m aker . They are the result o f the Bureau 's po licy of p e r iod ica l ly rev iew ing area wage survey occupational descr iptions in o rd e r to take into account technolog ica l developments and to c la r i fy descr iptions so that they are m ore read ily understood and uniform ly interpreted. Even though the rev ised descriptions re f lec t bas ica l ly the same occupations as p rev iou s ly defined, some reporting changes may occur because of the rev is ions .


SECRETARY— Continued

Exclusions

Not a l l positions that are t it led " s e c r e t a r y " possess the above ch arac ter is t ics . Examples of positions which are excluded f ro m the definition are as fo llows:

a. Pos it ions which do not m eet the "p e rso n a l" s e c re ta ry concept descr ibed above;

b. Stenographers not fully tra ined in s ec re ta r ia l - typ e duties;

c. Stenographers serv ing as o f f ice assistants to a group of p r o fess iona l, technica l, o r m anageria l persons;

d. Sec re ta ry positions in which the duties are e ither substantially m ore routine o r substantially m ore complex and responsible than those charac ter ized in the definition;

e. Ass is tant-type positions which invo lve m ore difficult o r m ore responsible technica l, adm in is tra t ive , superv isory , o r spec ia l ized c le r ic a l duties which are not typ ica l o f s e c re ta r ia l work.

N O T E : The t e r m "co rp o ra te o f f i c e r , " used in the le v e l definitionsfol low ing , r e fe r s to those o f f ic ia ls who have a significant corporatew ide policymaking ro le with regard to m a jo r company ac t iv it ies . The tit le " v ic e p r e s id en t , " though n o rm a lly ind icative o f this ro le , does not in all cases identify such positions. V ic e presidents whose p r im a ry responsibi l i ty is to act persona lly on individual cases or transactions ( e . g . , approve o r deny individual loan o r cred it actions; adm inister individual trust accounts; d irec t ly superv ise a c le r ic a l staff ) are not considered to be "co rpora te o f f i c e r s " for purposes o f applying the fo l low ing le v e l defin it ions.

Class A

1 . S ec re ta ry to the chairman of the board o r president o f a company that em ploys , in all , o v e r 100 but few e r than 5,000 person s ; o r

2. Sec re ta ry to a corporate o f f i c e r (other than the chairman o f the board o r pres ident) o f a company that em p loys , in all, o v e r 5,000 but few e r than 25, 000 p erson s ; or

3. Sec re ta ry to the head, im m ed ia te ly be low the corporate o f f ic e r le v e l , of a m a jo r segment o r subsidiary o f a company that em ploys, in all, o v e r 25,000 p e rson s .

Class B

1. S ec re ta ry to the chairman of the board o r president o f a company that em p loys , in all, f ew e r than 100 person s ; or

2. S ec re ta ry to a corporate o f f i c e r (other than the chairman of the board o r pres ident) o f a company that em ploys , in all , o v e r 100 but few e r than 5,000 p erson s ; o r

SEC RE T ARY— Continue d

3. Sec re ta ry to the head, im m ed ia te ly be low the o f f ic e r l e v e l , o ve r e ither a m a jo r corporatew ide functional act iv ity (e .g . , m arketing, research , operations, industria l re la t ions, etc . ) cjr a m a jo r geographic o r organizational segment (e .g . , a reg ional headquarters; a m a jo r d iv is ion ) o f a company that em ploys , in all, o v e r 5,000 but few e r than 25, 000 em p lo yees ; or

4. Sec re ta ry to the head o f an individual plant, factory , etc. (or other equivalent le v e l o f o f f ic ia l ) that em p loys , in all , o v e r 5,000 persons; or

5. S ec re ta ry to the head o f a la rge and important organizational segment (e .g . , a m iddle management superv isor o f an organizational segment often involving as many as s eve ra l hundred persons ) o r a company that em ploys , in all , o v e r 2SL, 000 pe rson s .

Class C

1. Sec re ta ry to an executive o r m anager ia l person whose respons ib i l i ty is not equivalent to one o f the spec i f ic le v e l situations in the definition fo r class B, but whose organ iza tiona l unit no rm ally numbers at least seve ra l dozen employees and is usually d iv ided into organizational segments which are often, in turn, further subdivided. In some companies, this le v e l includes a wide range o f organ iza tiona l echelons; in others , only one o r two; or

2. Sec re ta ry to the head o f an individual plant, factory , etc. (or other eauivalent l e v e l o f o f f i c ia l ) that em p loys , in all, few er than 5, 000 pe rson s .

Class D

1. Sec re ta ry to the superv isor o r head o f a sm a ll organizational unit (e .g . , f ew e r than about 25 o r 30 persons ); c>r

2. Sec re ta ry to a nonsuperv isory sta ff spec ia l is t , p ro fess iona l e m p loyee, adm inistrative o f f i c e r , o r assistant, sk i l led technician, o r expert. (NOTE : Many companies assign s tenographers, rather than secre ta r ies asdescr ibed above, to this le v e l o f su perv iso ry o r nonsuperv isory w o rker . )

ST E N O G R A PH E R

P r im a r y duty is to take dictation using shorthand, and to transcr ibe the dictation. May also type f ro m written copy. May operate f ro m a stenographic pool. May occas iona lly t ran scr ibe f r o m vo ice record ings ( i f p r im a ry duty is transcr ib ing f ro m reco rd ings , see Trans crib ing-Machine Typ is t ) .

N O TE : This job is distinguished f ro m that of a s e c re ta ry in that asecre ta ry norm ally works in a confidential relationship with only one manager o r executive and p e r fo rm s m ore responsible and d iscre t ionary tasks as descr ibed in the s ec re ta ry job definition.

Stenographer, Genera l

Dictation invo lves a norm al routine vocabulary. May maintain f i l e s , keep s imple reco rds , o r p e r fo r m other r e la t iv e ly routine c le r ic a l tasks.


STENOGRAPHER— Continued

Stenographer, Senior

Dictation invo lves a va r ied techn ica l o r spec ia l ized vocabulary such as in lega l b r ie fs o r reports on sc ien ti f ic research . May also set up and maintain f i l e s , keep reco rds , etc.

OR

P e r fo r m s stenographic duties requiring s ign if icantly g rea te r in dependence and respons ib i l i ty than stenographer, genera l, as evidenced by the fo llow ing: W ork requires a high degree o f stenographic speed andaccuracy; a thorough working knowledge of genera l business and o f f ic e p r o cedure; and o f the spec if ic business operations, organization, p o l ic ies , p rocedures , f i l e s , work flow , etc. Uses this knowledge in perform ing stenographic duties and responsible c le r ic a l tasks such as maintaining followup f i le s ; assembling m ate r ia l fo r reports , m em orandums, and le t te rs ; composing s im ple le t ters f rom genera l instructions; reading and routing incoming m ail ; 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 of vo ice reco rded dictation which does not invo lve v a r ied technica l o r spec ia l iz ed vocabulary such as that used in lega l b r ie fs o r reports on sc ien ti f ic research . May also type f rom written copy. May maintain f i le s , keep simple reco rds , o r p e r fo rm other r e la t ive ly routine c le r ic a l tasks. (See Stenographer definition fo r w o rkers involved with shorthand dictation.)

T Y P IS T

Uses a typ ew r i te r to make copies o f var ious m ater ia ls o r to make out b i l ls a fter calculations have been made by another person. May in clude typing o f s tencils , mats, or s im i la r m ater ia ls fo r use in duplicating p ro cesses . May do c le r ic a l work involving l i t t le specia l tra in ing, such as keeping s im ple reco rds , f i l ing records and reports , o r sorting and distributing incoming m ail .

C lass A. P e r fo r m s one o r m ore o f the fo l low ing : Typing m ate r ia lin final fo rm when it invo lves combining m ate r ia l f ro m seve ra l sources; or respons ib i l i ty fo r co r re c t spell ing, syllabication, punctuation, etc . , o f tech n ica l o r unusual words o r fo re ign language m ater ia l ; o r planning layout and typing o f com plicated s ta tistica l tables to maintain uniform ity and balance in spacing. May type routine fo rm le t te rs , vary ing details to suit c ircum stances.

Class B . P e r fo r m s one o r m ore of the fo l low in g : Copy typing f ro mrough o r c lea r drafts; o r routine typing o f fo rm s , insurance po l ic ie s , etc.; o r setting up s im ple standard tabulations; o r copying m ore complex tables a lready set up and spaced proper ly .

F IL E C L E R K

F i le s , c la ss i f ie s , and re t r ie v es m a te r ia l in an established f i l ing system . May p e r fo rm c le r ic a l and manual tasks requ ired to maintain f i le s . Pos it ions are c lass i f ied into le ve ls on the basis of the fo llow ing definitions.

Class A . C lass i f ies and indexes f i le m ate r ia l such as co r re sp on d ence, reports , techn ica l documents, etc . , in an established f i l ing system containing a number o f va r ied subject m atter f i le s . May also f i le this m ater ia l . May keep reco rds o f var ious types in conjunction with the f i le s . May lead a sm all group o f low er le v e l f i le c lerks .

FILE CLERK— Continued

Class B . Sorts, codes, and f i les unclassif ied m ate r ia l by s imple (subject m atter ) headings o r part ly c lass i f ied m ate r ia l by f iner subheadings. P rep a re s s imple rela ted index and c ro s s - r e fe r e n c e aids. As requested, locates c lea r ly identif ied m a te r ia l in f i les and forwards m ater ia l . May p e r fo rm related c le r ic a l tasks required to maintain and s e rv ic e f i les .

Class 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 lass i f ied or which is eas i ly c lass i f ied in a s imple s e r ia l c lass if icat ion system (e .g . , a lphabetical, chronolog ica l, or numerica l). As requested, locates read ily availab le m a te r ia l in f i les and forwards m ater ia l ; and may f i l l out w ithdrawal charge. May p e r fo rm s imple c le r ic a l and manual tasks required to maintain and s e rv ic e f i le s .

MESSENGER

P e r fo r m s various routine duties such as running errands, operating m inor o f f ic e machines such as sea le rs o r m a i le rs , opening and distributing m a il , and other m inor c le r ic a l work. Exclude positions that require operation o f a m oto r veh ic le as a s ignif icant duty.

SW ITC H B O A RD O P E R A T O R

Operates a te lephone switchboard o r console used with a private branch exchange (P B X ) system to re lay incoming, outgoing, and in trasystem calls . May prov ide in form ation to c a l le rs , r eco rd and transm it m essages , keep reco rd o f calls placed and to l l charges. Besides operating a telephone switchboard o r console, may also type o r p e r fo rm routine c le r ica l work (typing o r routine c le r ic a l work may occupy the m a jo r portion of the w o rk e r 's t im e , and is usually p e r fo rm ed while at the switchboard o r console). Chief or lead opera tors in establishments employing m ore than one opera tor are excluded. F o r an opera tor who also acts as a reception ist, see Switchboard O pera tor -Recep t ion is t .

SW ITC H B O A RD O P E R A T O R -R E C E P T IO N IS T

At a s ing le -pos it ion telephone switchboard o r console, acts both as an opera tor— see Switchboard Operator— and as a reception ist. Reception ist 's work invo lves such duties as g reet ing v is i to rs ; determining nature of v is i t o r 's business and provid ing appropriate information; r e fe r r in g v is i to r to appropria te person in the organization or contacting that person by telephone and arranging an appointment; keeping a log o f v is i to rs .

O R D E R C L E R K

R ece ives wr itten o r v e rb a l custom ers ' purchase o rders fo r m ate r ia l o r m erchandise f r o m custom ers o r sales people. W ork typ ica l ly invo lves some combination of the fo l low ing duties: Quoting p r ices ; determining a va i la b i l i ty of o rd e red item s and suggesting substitutes when necessary ; advising expected d e l iv e ry date and method o f de l ive ry ; record ing order and custom er in form ation on o rd e r sheets; checking o rd e r sheets for accuracy and adequacy o f in form ation recorded ; ascerta in ing cred it rating of customer; furnishing custom er with acknowledgement o f rece ip t o f o rd er ; fo llow ing-up to see that o rd e r is d e l iv e red by the spec if 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 invo ice against o r ig ina l o rde r .


ORDER CLERK— Continued

Exclude w orkers paid on a com m iss ion basis or whose duties include any of the fo l low ing : Rece iv ing o rders fo r se rv ic e s rather than fo r m ate r ia lo r m erchandise; provid ing customers with consultative advice using knowledge gained f ro m engineering o r extensive technica l tra in ing; emphasizing sell ing sk il ls ; handling m ate r ia l o r merchandise as an in tegra l part o f the job.

Pos it ions are c lass i f ied into le ve ls according to the fo llowing de fin it ions :

Class A . Handles o rders that invo lve making judgments such as choosing which spec if ic product o r m ate r ia l f r o m the establishment's product l ines w i l l sat is fy the custom er 's needs, o r determ ining the p r ic e to be quoted when p ric ing invo lves m ore than m e r e ly r e fe r r in g to a p r ice l is t o r making some s imple m athem atica l calculations.

Class B . Handles o rders involving item s which have readily ident i f ied uses and applications. May r e fe r to a catalog, m anufacturer 's manual, o r s im i la r document to insure that p roper i tem is supplied o r to v e r i f y p r ice of o rd e red item .

A C C O U N TIN G C L E R K

P e r fo r m s one o r m ore accounting c le r ic a l tasks such as posting to r eg is te rs and ledgers ; reconc il ing bank accounts; ve r i fy ing the internal cons istency, com pleteness , and m athem atica l accuracy of accounting documents; assigning p resc r ib ed accounting distribution codes; examining and ve r i fy ing fo r c l e r ic a l accuracy var ious types of reports , l is ts , calculations, posting, etc.; o r p repar ing s imple o r assisting in preparing m ore complicated journal vouchers. May work in e ither a manual o r automated accounting system.

The work requ ires a knowledge of c le r ic a l methods and o f f ice pract ices and procedures which rela tes to the c le r ic a l p rocess ing and r e cording of transactions and accounting in formation. With exper ience , the w o rk e r typ ica l ly becom es fa m i l ia r with the bookkeeping and accounting te rm s and procedures used in the assigned work , but is not required to have a knowledge o f the fo rm a l pr inc ip les o f bookkeeping and accounting.

Pos it ions are c lass i f ied into le ve ls on the basis of the fo llowing de fin it ions .

Class A . Under genera l superv is ion , p e r fo rm s accounting c le r ic a l operations which requ ire the application of experience and judgment, for exam ple , c le r ic a l ly p rocess ing com plicated o r nonrepetit ive accounting t ra n s actions, se lecting among a substantial v a r ie ty o f p resc r ib ed accounting codes and c lass if ica t ions , o r trac ing transactions though prev ious accounting actions to determ ine source of d iscrepanc ies . M ay be assisted by one o r m ore class B accounting c lerks .

Class B . Under c lose superv is ion , fo llow ing detailed instructions and standardized p rocedures , p e r fo rm s one o r m ore routine accounting c le r ic a l operations, such as posting to le d ge rs , cards, o r worksheets where identif ication of i tem s and locations of postings are c le a r ly indicated; checking accuracy and com pleteness of standardized and repet it ive reco rds or accounting documents; and coding documents using a few p resc r ib ed accounting codes.

BOOKKEEPING-MACHINE OPERATOR

Operates a bookkeeping machine (with o r without a typew r i te r k ey board) to keep a reco rd o f business transactions.

Class A . Keeps a set o f records requ ir ing a knowledge of and experience in bas ic bookkeeping pr in c ip les , and fam i l ia r i ty with the structure o f the part icu lar accounting system used. Determ ines p roper records and distribution o f debit and cred it items to be used in each phase o f the work. May p repare consolidated reports , balance sheets, and other records by hand.

Class B . Keeps a r eco rd o f one o r m ore phases o r sections of a set o f records 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 p le type of b i l l ing descr ibed under machine b i l l e r ) , cost d is tribution, expense distribution, inventory contro l, etc. May check o r assist in preparation o f 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 rep a re 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 typew r i te r . M ay also keep reco rds as to bill 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 lass i f ied by type o f machine, as fo llows:

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

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 cus tom ers ' b i l ls as part o f the accounts rece ivab le operation. G enera l ly invo lves the simultaneous entry of f igures on custom ers ' led ge r reco rd . The machine automatically accumulates f igures on a number of v e r t ic a l columns and computes and usually prints automatically the debit o r cred it balances. Does not invo lve a knowledge o f bookkeeping. W orks f r o m uniform 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 i c a l tasks n ec e s sa ry to p rocess payro l ls and to maintain p ay ro l l reco rds . W ork invo lves m ost o f 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 r s ' reco rds fo r changes in wage ra tes , supplementary benefits , o r tax deductions; editing payro l l l ist 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 assisting in preparation of pe r iod ic sum m ary p a y ro l l reports . In a non- automated pay ro l l sys tem , computes wages . W ork m ay requ ire a. p rac t ica l knowledge o f governm enta l regulat ions, company pay ro 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 reco rd or v e r i f y alphabetic and/or numeric data on tabulating cards or on tape.

Pos it ions are c lass if ied into le ve ls on the basis o f the following defin it ions.

Class A . W ork requires the application of experience and judgment in se lecting procedures to be fo llowed and in search ing fo r , in terpreting, 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 occasion may also p e r fo rm some routine keypunch work. M ay tra in inexperienced keypunch operators .

Class B . W ork is routine and repetit ive . Under c lose supervis ion o r fo llow ing spec i f ic procedures o r instructions, works f rom various standa rd ized source documents which have been coded, and fo l lows spec if ied p rocedures which have been p resc r ib ed in detail and require l i tt le o r no se lec t ing , coding, o r in terpreting o f data to be recorded. R e fe rs to sup e r v is o r p rob lem s ar is ing f ro m erroneous item s o r codes or m iss ing in formation.

T A B U L A T IN G -M A C H IN E O P E R A T O R

Operates one o r a va r ie ty o f machines such as the tabulator, ca l culator, co l la tor , in terp re te r , s o r te r , reproducing punch, etc. Excluded

T A B U L A T IN G -M A C H IN E O P E R A T O R — Continued

fro m this definition are working superv isors . A lso excluded are operators of e lec tron ic d igital computers, even though they may also operate e le c t r ic accounting machine equipment.

Pos it ions are c lass i f ied into leve ls on the basis of the following defin it ions.

Class A . P e r fo r m s complete reporting and tabulating assignments including devis ing difficult control panel w ir ing under genera l supervision. Assignments typ ica l ly invo lve a va r ie ty of long and com plex reports which often are i r re g u la r o r nonrecurr ing , requiring some planning of the nature and sequencing of operations, and the use of a va r ie ty of machines. Is typ ica l ly invo lved in training new operators in machine operations o r training low er le v e l operators in w ir ing f ro m d iagram s and in the operating sequences o f long and com plex reports . Does not include positions in which w ir ing respons ib i l i ty is l im ited to se lection and insertion o f p rew ired boards.

Class B . P e r fo r m s work according to established procedures and under spec if ic instructions. Assignments typ ica l ly invo lve complete but routine and recurr ing reports o r parts of la r g e r and m ore complex reports . Operates m ore difficult tabulating o r e le c t r ic a l accounting machines such as the tabulator and calculator, in addition to the s im p le r machines used by class C operators . May be requ ired to do some w ir ing from d iagrams. May tra in new employees in basic machine operations.

Class C . Under spec if ic instructions , operates s imple tabulating or e le c t r ic a l accounting machines such as the so r te r , in terp re te r , reproducing punch, co l la tor , etc. Assignments typ ica l ly invo lve portions of a work unit, fo r example, individual sorting o r collating runs, o r repetit ive operations. May p e r fo rm s imple w ir ing f ro m d iagram s, and do some f i l ing work.

PROFESSIONAL AND TECHNICALC O M P U T E R SYSTEM S A N A L Y S T , BUSINESS

Ana lyzes business prob lem s to formulate procedures fo r solving them by use o f e lec tron ic data process ing equipment. Develops a complete descr ip t ion of a l l specif ications needed to enable p ro g ra m m ers to p repare requ ired d ig ita l computer p rogram s . W ork invo lves most o f the fo l low ing : Ana lyzes sub ject -m atter operations to be automated and identif ies conditions and c r i t e r ia requ ired to achieve sat is fac tory results; spec if ies number and types of r eco rds , f i le s , and documents to be used; outlines actions to be p e r fo rm ed by personnel and computers in sufficient detail fo r presentation to management and fo r p rogram m ing (typ ica l ly this invo lves preparation of w ork and data f low charts); coordinates the development of test prob lem s and part ic ipates in t r ia l runs of new and rev ised system s; and recommends equipment changes to obtain m ore e f fe c t iv e o v e ra l l operations. (NOTE: W o rk e rs pe r fo rm in g both~systems analysis and p rogram m ing should be c la s s i f ied as system s analysts i f this is the sk il l used to determ ine their pay.)

Does not include employees p r im a r i ly responsible for the m anagement o r superv is ion o f other e lec tron ic data p rocess ing em ployees , o r system s analysts p r im a r i ly concerned with sc ien ti f ic o r engineering p ro b lem s .

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

F o r wage study purposes, systems analysts are c lass if ied as fo llows:

Class A . Works independently o r under only genera l d irection on com plex prob lem s involving all phases o f system analysis. P ro b lem s are com plex because of d iverse sources o f input data and m ult ip le-use r eq u ire ments o f output data. (F o r exam ple, develops an integrated production scheduling, inventory control, cost analysis, and sales analysis reco rd in which e v e ry i tem of each type is automatically p rocessed through the full system o f records and appropriate followup actions are initiated by the computer.) Confers with persons concerned to determ ine the data p rocess ing prob lem s and advises sub ject-m atter personnel on the implicat ions o f new or rev ised system s o f data process ing operations. Makes recommendations, i f needed, fo r approval of m a jo r systems installations or changes and for obtaining equipment.

May prov ide functional d irection to low er le v e l systems analysts who are assigned to assist.

C lass B. Works independently o r under only genera l d irect ion on prob lem s that are re la t ive ly uncomplicated to analyze, plan, p rogram , and operate. P ro b lem s are o f l im ited com plex ity because sources of input data are homogeneous and the output data are c lose ly related. (F o r example,


COMPUTER SYSTEMS ANALYST, BUSINESS— Continued

develops system s fox maintaining depositor accounts in a bank, maintaining accounts rece ivab le in a re ta i l establishment, o r maintaining inventory accounts in a manufacturing o r wholesale establishment.) Confers with persons concerned to determ ine the data p rocess ing prob lem s and advises sub ject-m atter personnel on the implications o f the data process ing systems to be applied.

OR

W orks on a segment o f a complex data p rocess ing scheme o r system , as descr ibed fo r c lass A . Works independently on routine assignments and rece iv es instruction and guidance on com plex assignments. W ork is rev iew ed fo r accuracy o f judgment, compliance with instructions, and to insure p roper alignment with the o v e ra l l system.

Class C . Works under im mediate superv is ion , carry ing out analyses as assigned, usually o f a s ingle activ ity . Assignments are designed to develop and expand p ract ica l experience in the application o f procedures and skills required fo r system s analysis work. F o r exam ple, m ay assist a higher le v e l system s analyst by preparing the detailed specif ications required by p ro g ram m ers f ro m information developed 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 rob lem s, typ ica l ly prepared by a system s analyst, into a sequence of detailed instructions which are r e qu ired to solve the prob lem s by automatic data p rocess ing equipment. Working f ro m charts o r d iagram s, the p ro g ra m m er develops the p r e cise instructions which, when entered into the computer system in coded language, cause the manipulation of data to achieve desired results. Work invo lves m ost o f the fo l low ing : Applies knowledge o f computer capab i l i t ie s , m athem atics , log ic employed by computers, and part icu lar subjec t m atter invo lved to analyze charts and d iagram s of the p rob lem to be p rogram m ed ; develops sequence of p ro g ram steps; w r ites detailed flow charts to show o rd e r in which data w i l l be p rocessed ; converts these charts to coded instructions fo r machine to fo llow ; tests and correc ts p rogram s ; prepares instructions fo r operating personnel during production run; analyzes, rev iew s , and a lters p rogram s to increase operating e f f i ciency o r adapt to new requirem ents; maintains records o f p ro g ram de velopment and rev is ions . (N O TE : W orkers p e r fo rm ing both systems analys is and p rogram m ing should be c lass i f ied as system s analysts i f this is the sk il l used to determ ine the ir pay.)

Does not include em ployees p r im a r i ly responsible fo r the management o r supervis ion of other e lec tron ic data process ing em ployees , o r p ro g ram m ers p r im a r i ly concerned with sc ien ti f ic and/or engineering prob lem s.

F o r wage study purposes, p ro g ram m ers are c lass i f ied as fo llows:

Class A . W orks independently or under only genera l d irection on com plex prob lem s which requ ire competence in all phases of p r o gram m ing concepts and p ract ices . Working f r o m diagrams and charts which identify the nature o f d es ired results, m a jo r p rocess ing steps to be accomplished, and the relationships between various steps o f the p rob lem solv ing routine; plans the full range of p rogram m ing actions needed to e f f ic ien t ly util ize the computer system in achieving desired end products.

COMPUTER PROGRAMMER, BUSINESS— Continued

At this l e v e l , p rogram m ing is d ifficu lt because computer equipment must be organ ized to produce s e ve ra l in ter re la ted but d iverse p ro ducts f r o m numerous and d iverse data e lem ents. A wide variety" and e x tens ive number o f internal process ing actions must occur. This requires such actions as development of common operations which cam be r e used, establishment o f linkage points between operations, adjustments to data when p rogram requirem ents exceed computer s torage capacity, amd substantial manipulation and resequencing o f data elements to fo rm a highly integrated p rogram .

May prov ide functional d irect ion to low er le v e l p rog ram m ers who are assigned to assist.

Class B . Works independently o r under only genera l d irection on re la t iv e ly s imple p ro g ram s , o r on s imple segments o f complex program s. P ro g ra m s (or segm ents ) usually p rocess in form ation to produce data in two o r three va r ied sequences o r form ats . Reports and listings are produced l?y refin ing, adapting, array ing , o r making m inor additions to or deletions f rom input data which are read ily ava ilab le . While numerous records may be p rocessed , the data have been refined in p r io r actions so that the accuracy and sequencing of data can be tested by using a few routine checks. Typ ica l ly , the p ro gram deals with routine recordkeep ing operations.

OR

Works on com plex p rogram s (as descr ibed fo r class A ) under c lose d irection o f a h igher le v e l p ro g ra m m e r o r superv isor . May assist higher le v e l p ro g ra m m er by independently pe r fo rm in g l ess difficult tasks assigned, and per fo rm ing m ore difficult tasks under fa ir ly c lose direction.

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

Class C . Makes p ract ica l applications of p rogram m ing pract ices and concepts usually learned in fo rm a l tra in ing courses. Assignments are designed to develop competence in the application o f standard p ro cedures to routine p rob lem s. Rece ives c lose superv is ion on new aspects o f assignments; and work is rev iew ed to v e r i f y its accuracy and conformance with requ ired procedures .

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

Monitors and operates the control console of a digita l computer to p rocess data according to operating instructions, usually prepared by a p ro g ram m er . W ork includes most o f the fo l low in g : Studies instructions todeterm ine equipment setup and operations; loads equipment with required items (tape ree ls , cards, etc.) ; switches necessa ry aux il iary equipment into c ircu it , and starts and operates computer; makes adjustments to computer to co r re c t operating prob lem s and m eet spec ia l conditions; rev iews e r r o r s made during operation and determ ines cause o r r e fe r s p rob lem to superv is o r o r p ro g ram m er ; and maintains operating reco rds . May test and assist in correc t ing p rogram .

F o r wage study purposes, computer operators are c lass if ied asfo l lows:

Class A . Operates independently, o r under only genera l d irection, a computer running p rogram s with most of the fo l low ing charac ter is t ics : Newprogram s are frequently tested and introduced; scheduling requirem ents are


COMPUTER OPERATOR— Continued

of c r i t ica l im portance to m in im ize downtime; the p rogram s are of complex design ^o that identif ication o f e r r o r source often requ ires a working knowledge o f the total p rog ram , and alternate p rogram s may not be available. May g ive d irect ion and guidance to low er le v e l opera tors .

C lass B . Operates independently, o r under only genera l d irection , a computer running p rogram s with most o f the fo llowing charac ter is t ics ; Most o f the p rogram s are established production runs, typ ica l ly run on a regu lar ly recu rr ing basis ; there is l ittle o r no testing of new program s required; alternate p rogram s are prov ided in case o r ig ina l p ro g ram needs m a jo r change o r cannot be cor rec ted within a reasonably short t im e . In common e r r o r situations, diagnoses cause and takes co r re c t iv e action. This usually in vo lv es applying prev ious ly p rogram m ed co r re c t iv e steps, o r using standard co r rec t ion techniques.

OR

Operates under d irect superv is ion a computer running program s or segments o f p rogram s with the character ist ics descr ibed fo r class A. May ass is t a h igher le v e l operator by independently per fo rm ing less difficult tasks assigned, and per fo rm ing difficult tasks fo l low ing detailed instructions and w ith frequent rev iew o f operations per form ed .

Class C . Works on routine p rogram s under c lose supervis ion. Is expected to develop working knowledge o f the computer equipment used and abil ity to detect prob lem s involved in running routine p rogram s . Usually has rece iv ed some fo rm a l training in computer operation. May ass is t h igher le v e l opera tor on com plex program s.

D R A F T E R

Class A . P lans the graphic presentation o f complex items having d ist inct ive design features that d i f fe r s ign if icantly f r o m established drafting precedents . W orks in c lose support with the design or ig ina to r , and m ay recom m end m inor design changes. Ana lyzes the e f fec t o f each change on the details o f fo rm , function, and positional relationships o f components and parts . W orks with a m inimum of superv isory assistance. Completed work is rev iew ed by design o r ig ina to r fo r consistency with p r io r engineering determ inations. M ay e ither p repare drawings o r d irec t their preparation by low er le v e l d ra fte rs .

C lass B . P e r fo 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 reg u la r ly used. Duties typ ica l ly invo lve such work as: P rep a re s workingdrawings o f subassemblies with i r re g u la r shapes, multiple functions, and p rec 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 ulas and manuals in making necessa ry computations t o determ ine quantities o f

DRAFTER— Continued

m ater ia ls to be used, load capacit ies , strengths, s tresses , etc. Rece ives in it ia l instructions, requ irem ents , and advice f ro m superv isor . Completed work is checked fo r technica l adequacy.

Class C. P rep a re s detail drawings of single units o r parts fo r eng ineering, construction, manufacturing, o r repa ir purposes. Types of drawings prepared include is o m e tr ic pro ject ions (depicting three dimensions in accurate sca le ) and sect ional v iews to c la r i fy positioning of components and convey needed information. Consolidates details f rom a number of sources and adjusts o r transposes scale as required. Suggested methods of approach, applicable precedents, and advice on source m ater ia ls are given with in it ia l assignments. Instructions are less complete when assignments recur. Work may be spot-checked during p rogress .

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

Copies plans and drawings prepared by others by placing tracing 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 lines and a la rge scale not requiring close delineation.)

AND/OR

P rep a re s s imple o r repetit ive drawings of eas i ly v isua lized items. W ork is c lose ly superv ised during p ro gress .

E LE C TR O N IC S T E C H N IC IA N

W orks on various types o f e lec tron ic equipment and related devices by pe r fo rm ing one o r a combination of the following: Installing, maintaining,repa ir ing , overhauling, troubleshooting, m odify ing, constructing, and testing. W ork requ ires p ract ica l application o f technica l knowledge o f e lec tron ics p r inc ip les , ability to determ ine malfunctions, and sk il l to put equipment in requ ired operating condition.

The equipment— consisting o f e ither many d if ferent kinds o f c ircuits o r multip le repetit ion of the same kind o f c ircu it— includes, but is not l im ited to, the following: (a) E lec t ron ic transmitting and rece iv ing equipment (e .g . ,radar, radio, t e lev is ion , telephone, sonar, navigational aids), (b) d igital and analog computers, and (c ) industria l and m ed ica l m easuring and contro l l in g equipment.

This c lass if ica t ion excludes r ep a ir e rs o f such standard e lec tron ic equipment as common o f f ic e machines and household radio and te lev is ion sets; production assem b le rs and te s te rs ; w o rkers whose p r im a ry duty is se rv ic in g e lec t ron ic tes t instruments; technicians who have adm inistrat ive o r superv isory respons ib i l i ty ; and d ra fte rs , des igners , and pro fess iona l eng ineers.

Pos it ions are c la ss i f ied into le v e ls on the basis of the fo llow 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 solved so le ly by re fe ren ce to m anu fac tu rers ' manuals o r s im i la r documents) in work ing on


e lectron ic equipment. Examples of such prob lem s include location and density of c ircu it ry , e lec trom agnet ic radiation, isolat ing malfunctions, and frequent engineering changes. W ork involves: A detailed understanding ofthe interrelationships of c ircu its; exerc is ing independent judgment in p e r form ing such tasks as making circuit analyses, calculating wave fo rm s , trac ing relationships in s ignal flow; and regu lar ly using complex test in struments (e .g . , dual trace osc i l loscopes , Q -m e te r s , deviation m eters , pulse generators ).

W ork m ay be rev iewed by superv isor ( frequently an engineer or designer ) fo r genera l compliance with accepted pract ices . May prov ide technica l guidance to low er le v e l technicians.

Class B . Applies com prehensive technica l knowledge to solve com plex prob lem s ( i .e ., those that typ ica l ly can be so lved so le ly by p roper ly interpret ing m anufacturers ' manuals o r s im i la r documents) in working on e lec tron ic equipment. W ork involves: A fam i l ia r i ty with the in ter re la t ion ships o f c ircuits; and judgment in determ ining work sequence and in se lecting tools and testing instruments, usually less com plex than those used by the class A technician.

R ece ives technica l guidance, as required, f ro m superv isor o r higher le v e l technician, and work is rev iew ed fo r spec i f ic compliance with accepted p ract ices and work assignments. May provide technica l guidance to low er le v e l technicians.

ELECTRONICS TECHNICIAN— Continued

M 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 carpentry duties n ecessa ry to construct and maintain in good repa ir building woodwork and equipment such as bins, cr ibs , counters, benches, partit ions, doors, f lo o rs , s ta irs , casings, and t r im made o f wood in an establishment. W ork involves m ost of the fo l low ing : Planning andlaying out of work f ro m blueprints, drawings, m ode ls , o r ve rba l instructions; using a va r ie ty of carpen ter 's handtools, portable power too ls , and standard measuring instruments; making standard shop computations relating to dimensions of work; and se lecting m ate r ia ls necessa ry fo r the work. In genera l, the work of the maintenance carpenter requires rounded training and experience usually acquired through a fo rm a l apprenticeship o r equivalent tra ining 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 va r ie ty of e le c t r ic a l trade functions such as the in stallation, maintenance, o r repa ir o f equipment fo r the generation, d is t r i bution, or utilization of e le c t r ic energy in an establishment. W ork involves most of the fo l low ing : Installing o r repair ing any of a va r ie ty of e le c t r ic a lequipment such as genera tors , t ra n s fo rm ers , switchboards, con tro l le rs , c ircu it b reakers , m oto rs , heating units, conduit system s, o r other t ran s m iss ion equipment; work ing f r o m blueprints, drawings, layouts, o r other specif ications; locating and diagnosing trouble in the e le c t r ic a l system or equipment; work ing standard computations relating to load requirem ents of

Class C . Applies working technica l knowledge to p e r fo rm s imple or routine tasks in working on e lec tron ic equipment, fo llowing detailed in structions which cover v ir tua l ly all procedures . W ork typ ica l ly invo lves such tasks as: Ass is t ing higher le v e l technicians by pe r fo rm in g such activ it ies asreplacing components, w ir ing c ircu its , and taking test readings; repair ing s imple e lec tron ic equipment; and using tools and common test instruments (e .g . , m u lt im eters , audio signal generators , tube te s te rs , osc i l loscopes ) . Is not required to be fa m i l ia r with the interrela t ionsh ips of c ircuits. This knowledge, how ever , m ay be acquired through assignments designed to in crease competence (including c lass room train ing) so that w o rker can advance to higher le v e l technician.

R ece ives techn ica l guidance, as requ ired , f ro m superv isor or higher le v e l technician. W ork is typ ica l ly spot checked, but is given detailed rev iew when new o r advanced assignments are involved.

R E G ISTERED IN D U S T R IA L NURSE

A r eg is te red nurse who gives nursing s e rv ic e under genera l m ed ica l d irect 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 ises o f a fac tory o r other establishment. Duties invo lve a combination o f the fo l low ing : Giving f i r s t aid to the i l l o rinjured; attending to subsequent dress ing of em p lo yees ' in juries ; keeping records of patients treated ; p repar ing accident reports fo r compensation or other purposes; assisting in physica l examinations and health evaluations of applicants and em ployees ; and planning and carry ing out p rogram s involving health education, accident prevention, evaluation of plant environment, or other act iv it ies affecting the health, w e l fa r e , and safety o f all personnel. N u rs in g s u p e r v i s o r s o r head n u rs e s in e s ta b l ish m e n ts e m p lo y in g m o r e than one nurse are excluded.

ELECTRONICS TECHNICIAN— Continued

w ir ing o r e le c t r ic a l equipment; and using a v a r ie ty of e lec t r ic ian 's handtools and m easuring and testing instruments. In genera l, the work of the m a in tenance e lec t r ic ian requ ires rounded tra in ing and experience usually acquii^d through a fo rm a l apprenticeship o r equivalent tra in ing and experience.

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

Paints and redecorates w a l ls , woodwork, and fixtures of an establishment. W ork invo lves the fo l low ing : Knowledge of surface pecu liar it iesand types o f paint requ ired fo r d if ferent applications; preparing surface for painting by rem oving old f inish o r by placing putty o r f i l l e r in nail holes 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 consistency. In genera l , the work of the maintenance painter requ ires rounded training and exper ience usually acquired through a fo rm a l apprenticeship or equivalent tra ining and experience .

M A IN T E N A N C E M AC HIN 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 in vo lves m ost of the fo l low in g : Interpret ing wr itten instructions and sp ec i f ic a tions; planning and laying out of work; using a v a r ie ty of m achinist 's handtools

MAINTENANCE, TOOLROOM, AND POWERPLANTM A IN T E N A N C E E L E C T R IC IA N — Continued


and p rec is ion m easuring instruments; setting up and operating standard machine tools ; shaping o f m eta l parts to c lose to leran ces ; making standard shop computations relating to dimensions of work, tooling, feeds, ana speeds of machining; knowledge o f the working p roper t ies of the common m etals ; se lecting standard m a te r ia ls , parts, and equipment required fo r this work; and fitting and assembling parts into mechanica l equipment. In genera l, the m achin ist 's work norm ally requires a rounded train ing in machine-shop pract ice usually acquired through a fo rm a l apprenticeship or equivalent tra in ing and experience .

MAINTENANCE MACHINIST— Continued

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 mechanical equipment o f an establishment. W ork invo lves m ost of the fo l low ing : Examining machines and mechanicalequipment to diagnose source of trouble; dismantling o r part ly dismantling machines and per fo rm ing repa irs that m ain ly involve the use o f handtools in scraping and fitting parts ; replacing broken or defect ive parts with items obtained f ro m stock; ordering the production of a replacement part by a machine shop or sending the machine to a machine shop for m a jo r repa irs ; prepar ing written specif ications fo r m a jo r repa irs or fo r the production of parts o rde red f ro m machine shops; reassem bling machines; and making all n ecessa ry adjustments fo r operation. In genera l, the work of a m achinery maintenance mechanic requires rounded training and experience usually acquired through a fo rm a l apprenticeship o r equivalent tra ining and e x per ience . Excluded f ro m this c lass if icat ion are w orkers whose p r im ary duties invo lve setting up o r adjusting machines.

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

Repa irs automobiles, buses, m otortrucks, and trac tors of an establishment. W ork involves most of the fo l low ing : Examining automotiveequipment to diagnose source of trouble; d isassem bling equipment and p e r fo rm ing repa irs that invo lve the use of 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; replacing broken o r de fect ive parts f ro m stock; grinding and adjusting va lves ; r e assembling and installing the var ious assem blies in the veh ic le and making n ecessa ry adjustments; and aligning whee ls , adjusting brakes and lights, or tightening body bolts. In genera l, the work o f the m oto r veh ic le maintenance mechanic requ ires rounded training and experience usually acquired through a fo rm a l apprenticeship o r equivalent tra ining and experience .

This c lass if ica t ion does not include mechanics who repa ir custom ers ' veh ic les in automobile repa ir shops.

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

Installs o r repa irs water, steam, gas, o r other types o f pipe and pipefitt ings in an establishment. Work invo lves m ost o f the following: Layingout work and m easuring to locate position of pipe f r o m drawings o r other w r itten spec if icat ions ; cutting various s izes of pipe to co r re c t lengths with ch ise l and ham m er o r oxyacetylene to rch o r pipe-cutting machines; threading pipe with stocks and dies; bending pipe by hand-driven or pow er -d r iven machines; assembling 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 required; and making standard tests to determ ine whether f inished pipes

MAINTENANCE PIPEFITTER— Continued

m eet specif ications. In genera l, the work o f the maintenance p ipef itter requ ires rounded training and experience usually acquired through a fo rm a l apprenticeship o r equivalent tra ining and experience. W orkers p r im a r i ly engaged in insta ll ing and repa ir ing building sanitation o r heating systems are excluded.

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

F abrica tes , insta l ls , and maintains in good repa ir the sheet-m eta l equipment and f ixtures (such as machine guards, grease pans, shelves, lockers , tanks, ven t i la to rs , chutes, ducts, m eta l roofing) of an establishment. W ork involves most of the fo l low ing : Planning and laying out all types ofsheet-m eta l maintenance work f ro m blueprints, models, o r other spec i f ica tions; setting up and operating all available types of sheet-m eta l working machines; using a va r ie ty of handtools in cutting, bending, form ing, shaping, f itting, and assembling; and insta ll ing shee t-m eta l a r t ic les as required. Tr> genera l, the work of the maintenance sheet-m eta l w o rker requires rounded training and experience usually acquired through a fo rm a l apprenticeship or equivalent tra ining and experience.

M IL L W R IG H T

Installs new machines or heavy equipment, and dismantles and installs machines o r heavy equipment when changes in the plant layout are required. W ork involves most of the fo l low ing : Planning and laying out work;interpret ing blueprints o r other specif ications; using a va r ie ty of handtools and r igg ing; making standard shop computations relating to s tresses , strength o f m a te r ia ls , and centers o f g rav ity ; aligning and balancing equipment; se lecting standard too ls , equipment, and parts to be used; and installing and maintaining in good o rd e r pow er transm ission equipment such as d rives and speed reducers. In genera l, the m i l lw r igh t 's work norm ally requires a rounded training and experience in the trade acquired through a fo rm a l apprenticeship o r equivalent tra ining and experience.

M A IN T E N A N C E TRADES H E L P E R

Ass is ts one o r m ore w orkers in .the sk il led maintenance trades , by pe r fo rm ing spec i f ic o r genera 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 tools ; cleaning working area, machine, and equipment; assisting journeyman by holding m ater ia ls o r too ls ; and per fo rm ing other unskilled tasks as d irected by journeyman. The kind of work the he lper is perm itted to p e r fo rm va r ies f r o m trade to trade: Insome trades the he lper is confined to supplying, li ft ing, and holding m ater ia ls and too ls , and cleaning work ing areas; and in others he is perm itted to p e r fo rm spec ia l iz ed machine operations, o r parts of a trade that are also p e r fo rm ed by w orkers on a fu l l - t im e basis.

M A C H IN E -T O O L O P E R A T O R (TO O LR O O M )

Spec ia l izes in operating one o r m ore than one type of machine too l (e .g . , j ig b o r e r , grinding machine, engine lathe, m il l ing machine) to machine m eta l f o r use in making o r maintaining j ig s , f ix tures, cutting tools , gauges, o r m eta l dies o r molds used in shaping o r forming m eta l or nonmetall ic m ate r ia l (e .g . , p lastic , p las ter , rubber, g lass). Work typ ica l ly in vo lves : Planning and per fo rm ing difficult machining operations whichrequ ire complicated setups o r a high degree of accuracy; setting up machine


too l o r tools (e .g . , insta l l cutting tools and adjust guides, stops, working tab les, and other controls to handle the s ize of stock to be machined; determ ine p roper feeds , speeds, tooling, and operation sequence o r se lec t those p resc r ib ed in drawings, b lueprints, o r layouts); using a va r ie ty of p rec is ion m easuring instruments; making n ecessa ry adjustments during machining operation to achieve requisite dimensions to v e ry c lose to lerances . May be required to se lec t p roper coolants and cutting and lubricating o i ls , to recogn ize when tools need dress ing , and to d ress tools. In genera l, the work of a m ach ine-too l opera tor ( too lroom ) at the sk il l le v e l called fo r in this c lass if ica t ion requ ires extensive knowledge o f machine-shop and to o lroom pract ice usually acquired through considerable on-the-job tra ining and experience .

F o r c ross- industry wage study purposes, this c lass if ica t ion does not include m ach ine-too l operators ( too lroom ) em ployed in tool and die jobbing shops.

MACHINE-TOOL OPERATOR (TOOLROOM)— Continued

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, or m eta l dies o r molds used in shaping or form ing m eta l o r nonmetall ic m a te r ia l (e .g . , p last ic , p las ter , rubber, g lass ). W ork typ ica l ly in vo lves : Planning and laying out work according to m ode ls , b lueprints, drawings, o r other written or o ra l specif icat ions; understanding the working propert ies of common m eta ls and alloys; se lecting appropriate m ate r ia ls , too ls , and p ro cesses required to complete task; making n ecessa ry shop computations; setting up and operating various machine tools and rela ted equipment; using various too l and die m ak er 's handtools and p rec is ion m easuring instruments;

working to v e r y c lose to lerances ; heat-treat ing m eta l parts and finished tools and dies to achieve required qualities; fitting and assembling parts to p r e scr ibed to lerances and allowances. In genera l , the too l and die m aker 's work requ ires rounded training in m achine-shop and too lroom pract ice usually acquired through fo rm a l apprenticeship o r equivalent training and experience .

F o r c ross- in dus try wage study purposes, this c lass if icat ion does not include too l and die m akers who (1) are employed in too l and die jobbing shops o r (2) produce forg ing dies (die s inkers ).

S T A T IO N A R Y ENG IN EE R

Operates and maintains and m ay also superv ise the operation of stationary engines and equipment (mechanical o r e le c t r ic a l ) to supply the establishment in which em ployed with pow er , heat, r e fr ige ra t ion , o r a ir - conditioning. W ork invo lves: Operating and maintaining equipment such assteam engines, a ir c om presso rs , genera tors , m oto rs , turbines, ventilating and re fr ige ra t in g equipment, steam bo i le rs and b o i l e r - fe d water pumps; making equipment repa irs ; and keeping a reco rd of operation of machinery, tem perature , and fuel consumption. May also superv ise these operations. Head o r chief engineers in establishments employing m o re than one engineer are excluded.

B O IL E R T E N D E R

F ire s stationary bo i le rs to furnish the establishment in which e m ployed with heat, pow er , o r steam. Feeds fuels to f i r e by hand or operates a mechanical stoker, gas, o r o i l burner; and checks water and safety va lves . May clean, o i l , o r assist in repa ir ing b o i le r ro om equipment.

TOOL AND DIE MAKER— Continued

MATERIAL MOVEMENT AND CUSTODIALTR U C K D R IV E R

Drives a truck within a city o r industr ia l a rea to transport m ate r ia ls , m erchandise, equipment, o r w o rke rs between various types o f establishments such as: Manufacturing plants, fre igh t depots, warehouses, wholesa le andreta i l establishments, o r between reta i l establishments and custom ers ' houses o r p laces o f business. May also load o r unload truck with o r without he lpers , make m inor mechanica l repa irs , and keep truck in good working o rde r . Sa les -rou te and ov e r - th e - ro a d d r ive rs are excluded.

F o r wage study purposes, t ruckdr ivers are c lass if ied by s ize and type o f equipment, as fo llows: ( T r a c t o r - t r a i l e r should be rated on the basisof t r a i l e r capacity.)

T ru ck d r iv e r , light truck (under IV2 tons)T ru ck d r ive r , medium truck ( 1 V2 to and including 4 tons)T ru ck d r ive r , heavy truck ( t r a i le r ) (over 4 tons)T ru ck d r iv e r , heavy truck (other than t r a i l e r ) (o ve r 4 tons)

S H IPP IN G AND RE C E IV IN G C L E R K

P rep a re s m erchandise fo r shipment, o r r ece ives and is responsible fo r incoming shipments of m erchandise o r other m ate r ia ls . Shipping work

SH IPP IN G AND R E C E IV IN G C L E R K — Continued

in vo lves : A knowledge of shipping p rocedures , p rac t ices , routes, availablemeans o f transportat ion, and rates; and p repar ing records of the goods shipped, making up b il ls o f lading, posting weight and shipping charges, and keeping a f i le o f shipping reco rds . May d irect o r assist in preparing the m erchandise fo r shipment. Rece iv ing work in vo lv e s : V e r i fy in g or d irectingothers in ve r i fy in g the correc tness o f shipments against b il ls of lading, invo ic es , o r other reco rds ; checking fo r shortages and rejec t ing damaged goods; routing m erchandise o r m ater ia ls to p roper departments; and maintaining necessa ry reco rds and files.

F o r wage study purposes, w o rkers are c lass i f ied as follows:

Shipping c lerkRece iv ing c lerkShipping and rece iv ing clerk

W A REH O U S EM A N

As d irected , p e r fo rm s a va r ie ty o f warehousing duties which require an understanding of the estab lishm ent's storage p lan. W ork invo lves m ost


WAREHOUSEMAN— Continued

of the fo l low ing : V e r i fy in g m ater ia ls (or m erchand ise ) against rece iv ingdocuments, noting and reporting d iscrepanc ies and obvious damages; routing m ater ia ls to p re s c r ib ed storage locations; s tor ing, stacking, o r pa lletiz ing m ate r ia ls in accordance with p resc r ib ed storage methods; rea rrang ing and taking inventory of stored m ate r ia ls ; examining stored m ater ia ls and r e porting deter io ra t ion and damage; rem oving m a te r ia l f rom storage and prepar ing it fo r shipment. May operate hand or power trucks in per fo rm ing warehousing duties.

Exclude w o rke rs whose p r im a ry duties invo lve shipping and rece iv ing work (see Shipping and Rece iv ing C lerk and Shipping P a ck e r ) , o rd e r f i l l ing (see O rd e r F i l l e r ) , or operating power trucks (see P o w e r -T ru c k Operator ) .

ORD ER F IL L E R

F i l ls shipping o r t ran s fe r o rders fo r f inished goods from stored m erchandise in accordance with specif ications on sales s lips, custom ers ' o rd e rs , or other instructions. May, in addition to f i l l ing orders and indicating items f i l led o r om itted, keep records of outgoing o rd e rs , requisit ion additional stock o r report short supplies to superv isor , and p e r fo rm other rela ted duties .

S H IPP IN G P A C K E R

P rep a re s finished products fo r shipment o r storage by placing them in shipping containers, the spec i f ic operations p e r fo rm ed being dependent upon the type, s ize , and number of units to be packed, the type of container em ployed , and method o f shipment. W ork requ ires the placing of items in shipping containers and may invo lve one o r m ore of the fo l low ing : Knowledgeof var ious item s of stock in o rd e r to v e r i f y content; se lection of appropriate type and s ize of container; inserting enclosures 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; closing and sealing container; and applying labels o r entering identifying data on container. P ack ers who also make wooden boxes o r crates are excluded.

M A T E R I A L H A N D LIN G L A B O R E R

A w o rk e r employed in a warehouse, manufacturing plant, s tore , or other estab lishment whose duties invo lve one o r m ore of the fo l low ing : Loading and unloading various m ater ia ls and m erchandise on o r f ro m fre ight

MATERIAL HANDLING LABORER— Continued

cars , trucks, o r other transporting devices ; unpacking, shelving, o r p lacing m ater ia ls o r m erchandise in p roper storage location; and transporting m ater ia ls o r m erchandise by handtruck, car, o r whee lbarrow . Longshore w o rk e rs , who load and unload ships, are exc luded.

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

Operates a manually contro lled gasoline- o r e le c t r ic -p ow e red truck o r t ra c to r to transport goods and m ater ia ls o f all kinds about a warehouse, manufacturing plant, o r other establishment.

F o r wage study purposes, w o rkers are c lass i f ied by type o f pow er - truck, as fo llows:

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

GUARD AND W A T C H M A N

Guard. P e r fo r m s routine po lice duties, e ither at f ixed post o r on tour, maintaining o rd e r , using arms o r fo rc e where necessary . Includes guards who are stationed at gate and check on identity o f em ployees and other persons en ter ing .

Watchman. Makes rounds of p rem ises pe r iod ica l ly in protecting p roper ty against f i r e , theft, and i l l e g a l entry.

JA N IT O R , P O R T E R , OR C L E A N E R

Cleans and keeps in an o rd e r ly condition fac tory working areas and washroom s, o r p rem ises of an o f f ic e , apartment house, o r com m erc ia l or other establishment. Duties invo lve a combination o f the fo l low ing : Sweeping,mopping or scrubbing, and polishing f lo o rs ; rem oving chips, trash, and other refuse; dusting equipment, furniture, o r f ix tu res ; polishing m eta l f ixtures or t r im m ings ; provid ing supplies and m inor maintenance s e rv ic e s ; and cleaning la va to r ie s , showers, and res troom s . W orkers who spec ia l ize in window washing are exc luded .


Available On RequestT h e f o l l o w i n g a r e a s a r e s u r v e y e d p e r i o d i c a l l y f o r u s e in a d m i n i s t e r i n g th e S e r v i c e C o n t r ;

a v a i l a b l e a t n o c o s t f r o m a n y o f t h e B L S r e g i o n a l o f f i c e s s h o w n o n t h e b a c k c o v e r .

A l a s k a A l b a n y , G a .A l b u q u e r q u e , N . M e x .A l e x a n d r i a , L a .

A l p e n a , S t a n d i s h , a n d T a w a s C i t y , M i c h .A n n A r b o r , M i c h .A s h e v i l l e , N . C .A t l a n t i c C i t y , N .J .A u g u s t a , G a .—S .C .B a k e r s f i e l d , C a l i f .B a t o n R o u g e , L a .

B a t t l e C r e e k , M i c h .B e a u m o n t — P o r t A r t h u r ^ - O r a n g e , T e x .B i l o x i —G u l f p o r t a n d P a s c a g o u l a , M i s s .B o i s e C i t y , I d a h o B r e m e r t o n , W a s h .

B r i d g e p o r t , N o r w a l k , a n d S t a m f o r d , C o n n .B r u n s w i c k , G a .B u r l i n g t o n , V t . — N . Y .C a p e C o d , M a s s .C e d a r R a p i d s , I o w a C h a m p a i g n — U r b a n a —R a n t o u l , 111.

C h a r l e s t o n , S .C .C h a r l o t t e —G a s t o n i a , N . C .

C h e y e n n e , W y o .C l a r k s v i l l e —H o p k i n s v i l i e , T e n n . —K y .C o l o r a d o S p r i n g s , C o l o .C o l u m b i a , S .C .

C o l u m b u s , G a .—A l a .C o l u m b u s , M i s s .C r a n e , I n d .D e c a t u r , 111.D e s M o i n e s , I o w a D o t h a n , A l a .D u lu t h — S u p e r i o r , M in n .— W i s .E l P a s o , T e x . , a n d A l a m o g o r d o — L a s C r u c e s , N. M e x . E u g e n e —S p r i n g f i e l d , O r e g .F a y e t t e v i l l e , N .C .F i t c h b u r g — L e o m i n s t e r , M a s s .F o r t S m i t h , A r k . — O k la .F o r t W a y n e , In d .F r e d e r i c k —H a g e r s t o w n , M d . —C h a m b e r s b u r g , P a . —

M a r t i n s b u r g , W . V a .G a d s d e n a n d A n n i s t o n , A l a .

G o l d s b o r o , N . C .G r a n d I s l a n d —H a s t i n g s , N e b r .

G r e a t F a l l s , M o n t .G u a m , T e r r i t o r y o f H a r r i s b u r g — L e b a n o n , P a .

H u n t in g t o n —A s h l a n d , W . V a . —K y . —O h io K n o x v i l l e , T e n n .

L a C r o s s e , W is .

L a r e d o , T e x .L a s V e g a s , N e v .

L a w t o n , O k la .L i m a , O h io

L i t t l e R o c k —N o r t h L i t t l e R o c k , A r k .

A c t o f 1 9 6 5 . S u r v e y r e s u l t s a r e p u b l i s h e d in r e l e a s e s w h i c h , w h i l e s u p p l i e s l a s t , a r e o r w i l l b e

L o g a n s p o r t — P e r u , I n d .L o r a i n —E l y r i a , O h ioL o w e r E a s t e r n S h o r e , M d .— V a . —D e l .L y n c h b u r g , V a .M a c o n , G a .

M a d i s o n , W i s .M a n s f i e l d , O h ioM a r q u e t t e , E s c a n a b a , S a u l t S t e . M a r i e , M i c h . M c A l l e n — P h a r i ^ E d i n b u r g a n d B r o w n s v i l l e —

H a r l i n g e n —S a n B e n i t o , T e x .M e d f o r d —K l a m a t h F a l l s —G r a n t s P a s s , O r e g .

M e r i d i a n , M i s s .M i d d l e s e x , M o n m o u t h , a n d O c e a n C o s . , N . J . M o b i l e a n d P e n s a c o l a , A l a . — F l a .M o n t g o m e r y , A l a .N a s h v i l l e — D a v i d s o n , T e n n .

N e w B e r n —J a c k s o n v i l l e , N . C .N e w L o n d o n — N o r w i c h , C o n n .—R . I .N o r t h D a k o t a , S t a t e o f O r l a n d o , F l a .O x n a r d —S i m i V a l l e y — V e n t u r a , C a l i f .P a n a m a C i t y , F l a .

P a r k e r s b u r g —M a r i e t t a , W . V a . —O h io

P e o r i a , I I I .P h o e n i x , A r i z .P i n e B l u f f , A r k .P o c a t e l l o —I d a h o F a l l s , I d a h o P o r t s m o u t h , N . H . —M a i n e —M a s s .

P u e b l o , C o l o .P u e r t o R i c o R e n o , N e v .R i c h l a n d —K e n n e w i c k —W a l l a W a l l a —

P e n d l e t o n , W a s h . —O r e g .R i v e r s i d e —S a n B e r n a r d i n o —O n t a r i o , C a l i f . S a l i n a , K a n s .S a l i n a s —S e a s i d e —M o n t e r e y , C a l i f .S a n d u s k y , O h ioS a n ta B a r b a r a —S a n ta M a r i a — L o m p o c , C a l i f . S a v a n n a h , G a .S e l m a , A l a .

S h e r m a n —D e n i s o n , T e x .S h r e v e p o r t , L a .S i o u x F a l l s , S . D a k .S p o k a n e , W a s h .S p r i n g f i e l d , 111.S p r i n g f i e l d —C h i c o p e e —H o l y o k e , M a s s . —C o n n .

S t o c k t o n , C a l i f .T a c o m a , W a s h .T a m p a —S t . P e t e r s b u r g , F l a .T o p e k a , K a n s .

T u c s o n , A r i z .

T u l s a , O k l a .

V a l l e j o —F a i r f i e l d —N a p a , C a l i f .

W a c o a n d K i l l e e n —T e m p l e , T e x .W a t e r l o o —C e d a r F a l l s , I o w a

W e s t T e x a s P l a i n s W i l m i n g t o n , D e l . —N .J . —M d .

A n a n n u a l r e p o r t o n s a l a r i e s f o r a c c o u n t a n t s , a u d i t o r s , c h i e f a c c o u n t a n t s , a t t o r n e y s , j o b a n a l y s t s , d i r e c t o r s o f p e r s o n n e l , b u y e r s , c h e m i s t s , e n g i n e e r s , e n g i n e e r i n g t e c h n i c i a n s , d r a f t e r s , a n d c l e r i c a l e m p l o y e e s i s a v a i l a b l e . O r d e r a s B L S B u l l e t i n 1 8 9 1 , N a t i o n a l S u r v e y o f P r o f e s s i o n a l , A d m i n i s t r a t i v e , T e c h n i c a l , a n d C l e r i c a l P a y . M a r c h 1 9 7 5 . $ 1 .3 0 a c o p y , f r o m a n y o f t h e B L S r e g i o n a l s a l e s

o f f i c e s s h o w n o n th e b a c k c o v e r , o r f r o m t h e S u p e r in t e n d e n t o f D o c u m e n t s , U .S . G o v e r n m e n t P r i n t i n g O f f i c e , W a s h i n g t o n , D . C . 2 0 4 0 2 .


Area Wage SurveysA l is t o f the la te s t a va ila b le bu lle tin s is p resen ted b e low . A d ir e c to r y o f a re a w age stud ies in c lud ing m o re l im ite d studies conducted at the req u es t o f the

E m p loym en t S tandards A d m in is tra t io n o f the U .S . D epartm en t o f L a b o r is a va ila b le on requ es t. B u lle t in s m ay be pu rch ased fr o m any o f the B LS re g io n a l o f f ic e s shown on the back c o v e r o r fr o m the Superin tenden t o f D ocum ents, U .S . G overn m en t P r in t in g O f f ic e , W ash ington , D .C . 20402

B u lle t in num berA r e a and p r ic e *

A k r o n , O h i o , D e c . 1 9 7 6 1 ______________________________________________________________ 1 9 0 0 - 7 6 , 8 5 c e n t sA l b a n y - S c h e n e c t a d y — T r o y , N . Y . , S e p t . 1 9 7 6________________________________ 1 9 0 0 - 5 9 , 55 c e n t sA n a h e i m —S a n t a A n a - G a r d e n G r o v e , C a l i f . , O c t . 1 9 7 6 _________________ 1 9 0 0 - 6 7 , 7 5 c e n t sA t l a n t a , G a . , M a y 1 9 7 6 ________________________________________________________________ 1 9 0 0 - 3 0 , 8 5 c e n t s

A u s t i n , T e x . , D e c . 1 9 7 5 * ____________________________________________________________ 1 8 5 0 - 8 3 , 7 5 c e n t sB a l t i m o r e , M d . , A u g . 1 9 7 6 __________________________________________________________ 1 9 0 0 - 5 2 , 8 5 c e n t sB i l l i n g s , M o n t . , J u l y 1 9 7 6 ___________________________________________________________ 1 9 0 0 - 3 9 , 5 5 c e n t s

B i n g h a m t o n , N . Y ^ P a . , J u l y 1 9 7 6 1 _____________________________________________ 1 9 0 0 - 4 9 , 8 5 c e n t sB i r m i n g h a m , A l a . , M a r . 1 9 7 6 * ____________________________________________________ 1 9 0 0 - 1 1 , 9 5 c e n t sB o s t o n , M a s s . , A u g . 1 9 7 6 ____________________________________________________________ 1 9 0 0 - 5 3 , 8 5 c e n t sB u f f a l o , N . Y . , O c t . 1 9 7 6 _______________________________________________________________ 1 9 0 0 - 7 0 , 7 5 c e n t sC a n t o n , O h i o , M a y 1 9 7 6 _______________________________________________________________ 1 9 0 0 - 2 8 , 5 5 c e n t sC h a t t a n o o g a , T e n n , —G a . , S e p t . 1 9 7 6 _____________________________________________ 1 9 0 0 - 5 7 , 5 5 c e n t sC h i c a g o , 111., M a y 1 9 7 6 ________________________________________________________________ 1 9 0 0 - 3 2 , $ 1 .0 5C i n c i n n a t i , O h io —K y ^ - I n d . , M a r . 1 9 7 6 _________________________________________ 1 9 0 0 - 7 , 7 5 c e n t sC l e v e l a n d , O h i o , S e p t . 1 9 7 6 _________________________________________________________ 1 9 0 0 - 6 2 , 9 5 c e n t sC o l u m b u s , O h i o , O c t . 1 9 7 6 _____ _____________________________________________________ 1 9 0 0 - 6 8 , 7 5 c e n t sC o r p u s C h r i s t i , T e x . , J u l y 1 9 7 6 __________________________________________________ 1 9 0 0 - 4 1 , 5 5 c e n t sD a l l a s - F o r t W o r t h , T e x . , O c t . 1 9 7 6 _____________________________________________ 1 9 0 0 - 6 3 , 8 5 c e n t s

D a v e n p o r t - R o c k I s l a n d —M o l i n e , I o w a - I l l . , F e b . 1 9 7 6 _________________ 1 9 0 0 - 2 5 , 5 5 c e n t sD a y t o n , O h io , D e c . 1 9 7 6 _____ _________________________________________________________ 1 9 0 0 - 7 8 , 8 5 c e n t sD a y t o n a B e a c h , F l a . , A u g . 1 9 7 6 _____ i____________________________ ________________ 1 9 0 0 - 4 5 , 4 5 c e n t sD e n v e r — B o u l d e r , C o l o . , D e c . 1 9 7 6 ______________________ _______________________ 1 9 0 0 - 7 3 , 8 5 c e n t s

D e t r o i t , M i c h . , M a r . 1 9 7 6 1__________________________________________________________ 1 9 0 0 - 1 5 , $ 1 .2 5F o r t L a u d e r d a l e —H o l l y w o o d a n d W e s t P a l m B e a c h —

B o c a R a t o n , F l a . , A p r . 1 9 7 6 _____________________________________________________ 1 9 0 0 - 2 0 , 5 5 c e n t sF r e s n o , C a l i f . , J u n e 1 9 7 6 ___________________________________________________________ 1 9 0 0 - 2 9 , 5 5 c e n t sG a i n e s v i l l e , F l a . , S e p t . 1 9 7 6 ________________________________________________________ 1 9 0 0 - 5 4 , 4 5 c e n t sG r e e n B a y , W i s . , J u l y 1 9 7 6 1 ________________________________________________________ 1 9 0 0 - 3 7 , 5 5 c e n t sG r e e n s b o r o —W i n s t o n - S a l e m —H i g h P o i n t , N . C . , A u g . 1 9 7 6 __________ 1 9 0 0 - 4 7 , 6 5 c e n t sG r e e n v i l l e —S p a r t a n b u r g , S . C . , J u n e 1 9 7 6 1__________________________________ 1 9 0 0 - 3 6 , 8 5 c e n t sH a r t f o r d , C o n n . , M a r . 1 9 7 6 _________________________________________________________ 1 9 0 0 - 1 4 , 5 5 c e n t sH o u s t o n , T e x . , A p r . 1 9 7 6 ____________________________________________________________ 1 9 0 0 - 2 6 , 8 5 c e n t sH u n t s v i l l e , A l a . , F e b . 1 9 7 6 _________________________________________________________ 1 9 0 0 - 1 7 , 5 5 c e n t sI n d i a n a p o l i s , I n d . , O c t . 1 9 7 6 ________________________________________________________ 1 9 0 0 - 5 8 , 7 5 c e n t sJ a c k s o n , M i s s . , F e b . 1 9 7 6 ___________________________________________________________ 1 9 0 0 - 8 , 5 5 c e n t s

J a c k s o n v i l l e , F l a . , D e c . 1 9 7 6 1 1____________________________________________________ 1 9 0 0 - 8 0 , 8 5 c e n t s

K a n s a s C i t y , M o r - K a n s „ S e p t . 1 9 7 6 1___________________________________________ 1 9 0 0 - 6 0 , $ 1 .0 5L e x i n g t o n - F a y e t t e , K y . , N o v . 1 9 7 5 1 ____________________________________________ 1 8 5 0 - 8 4 , 7 5 c e n t s

L o s A n g e l e s —L o n g B e a c h , C a l i f . , O c t . 1 9 7 6 ________________________________ 1 9 0 0 - 7 7 , 8 5 c e n t s

L o u i s v i l l e , K y < —I n d . , N o v . 1 9 7 6 ____ ______________________________________________ 1 9 0 0 - 6 9 , 5 5 c e n t sM e l b o u r n e —T i t u s v i l l e —C o c o a , F l a . , A u g . 1 9 7 5 ____________________________ 1 8 5 0 - 5 4 , 6 5 c e n t s

M e m p h i s , T e n n . —A r k , —M i s s . , N o v . 1 9 7 6 1 ___________________________________ 1 9 0 0 - 7 5 , 8 5 c e n t s

B u lle tin num berA r e a and p r ic e *

M ia m i, F la . , O ct. 1976___________________________________________________ 1900-66, 75 centsM ilw au k ee , W is . , A p r . 1976____________________________________________ 1900-22, 85 centsM in n eap o lis—St. P au l, M inn.—W is ., Jan. 1976_______________________ 1900-3, 95 centsN assau -S u ffo lk , N .Y . , June 1976_______________________________________ 1900-35, 85 centsN ew a rk , N .J ., Jan. 1976_________________________________________________ 1900-10, 85 centsN ew O r lea n s , L a ., Jan. 1976___________________________________________ 1900-2, 75 centsN ew Y o rk , N .Y ^ N .J . , M ay 1976_______________________________________ 1900-48, $1.05N o r fo lk —V ir g in ia B each—Portsm ou th , V a ^ N .C , , M ay 1976 1_____ 1900-27, 85 centsN o r fo lk —V ir g in ia B each—Portsm ou th and N ew p o rt N ew s—

Ham pton, V a .-N .C . , M ay 1 9 7 6 *___________________ __________________ 1900-33, 85 centsN o rth ea s t P en n sy lva n ia , A u g. 1976____________________________________ 1900-43, 65 centsO k lahom a C ity , O k la ., A u g. 1976______________________________________ 1900-42, 55 centsOm aha, N eb r^ -Iow a , O ct. 1976_________________________________________ 1900-61, 55 centsP a t e r s o n -C li f t o n -P a s s a ic , N .J ., June 1976_________________________ 1900-38, 55 centsP h ila d e lp h ia , P a ^ N .J . , N ov . 19761 ___________________________________ 1900-64, $1.10P ittsb u rgh , P a ., Jan. 19761 ____________________________________________ 1900-1, $1.15P o rtla n d , M a in e , D ec . 19761____________________________________________ 1900-72, 85 centsP o rtla n d , O re g ,—W ash ., M a y 1976_____________________________________ 1900-51, 75 centsP ou gh k eep s ie , N .Y . , June 1976________________________________________ 1900-50, 45 centsP ou gh k eep s ie -K in g s ton -N ew b u rgh , N .Y . , June 1976_______________ 1900-55, 55 centsP ro v id e n c e —W arw ick —Paw tu cket, R .1 ,-M a s s ., June 1976_________ 1900-31, 75 centsR a le igh —D urham , N .C ., F e b . 1976_____________________________________ 1900-18, 55 centsR ichm ond , V a ., June 1976_______________________________________________ 1900-34, 65 centsSt. L o u is , M o ,—111., M a r . 19761 ________________________________________ 1900-19, $1.25Sacram en to , C a lif . , D e c . 1976_____ __ _________________________________ 1900-71, 55 centsSaginaw , M ich ., N o v . 19761_________________ _____________________ _____ 1900-74, 75 centsSalt L a k e C ity—O gden, U tah, N ov . 1976_______________________________ 1900-65, 55 centsSan An ton io , T e x ., M a y 1976___________________________________________ 1900-23, 65 centsSan D ie go , C a li f . , N o v . 1976________________________________ ____________ 1900-79, 55 centsSan F ra n c is c o -O a k la n d , C a li f . , M a r . 1976__________________________ 1900-9, 95 centsSan J o s e , C a li f . , M a r . 1976_____________________________________________ 1900-13, 75 centsS ea ttle—E v e re t t , W ash ., Jan. 1976_____________________________________ 1900-6, 65 centsSouth Bend, Ind., M a r . 1976____________________________________________ 1900-5, 55 centsS tam fo rd , Conn., M a y 1976*____________________________________________ 1900-40, 85 centsS yra cu se , N .Y . , Ju ly 1976_________________________________________ _____ 1900-44, 55 centsT o led o , Ohio—M ich ., M ay 1976_________________________________________ 1900-24, 55 centsT ren ton , N .J ., Sept. 1976________________________________________________ 1900-56, 55 centsU t ic a -R o m e , N .Y . , J u ly l9 7 5 1_______________________________________ __ 1850-48, 80 centsW ash ington , D .C ^ M d ^ V a . , M a r . 1 9 7 6 ______________________________ 1900-12, 85 centsW e s tc h e s te r County, N .Y . , M ay 1976_________________________________ 1900-46, 55 centsW ich ita , K an s ., A p r . 1976_______________________________________________ 1900-21, 55 centsW o rc e s te r , M a ss ., A p r . 1976___________________________________ _______ 1900-16, 55 centsY o rk , P a ., F eb . 1976____________________ ________________________________ 1900-4, 55 cents

* 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 BusinessPenalty for private use, $300

Lab-441

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