AREA WAGE SURVEYHartford, Connecticut, Metropolitan Area March 1975Bulletin 1850-28

U.S. DEPARTMENT OF LABOR _ _ Bureau of Labor Statistics

PrefaceThis bulletin p r o v id e s resu lts of a M a rch 1975 su rv e y o f o c cu p a t ion a l earn in gs and

supplem entary w age benefits in the H art ford , C on n ect icu t , Standard M e trop o l i ta n Statis t ica l A r e a (22 com m u n it ie s in H artford County; 1 in L itch fie ld County; 3 in M id d le s e x County; 1 in New London County; and 10 in Tolland County). The s u rv ey w a s m ad e as part o f the Bureau o f L a b o r S ta t is t ic s ' annual area wage survey p r o g r a m . The p r o g r a m is d es ig n ed to yie ld data fo r individual m etropo l itan a r e a s , as w e l l a s national and r e g ion a l e s t im a te s f o r a l l Standard M etropo litan Statistical A r e a s in the United States , exc lu din g A la sk a and Hawaii.

A m a jo r con s id era t ion in the area wage s u rv ey p r o g r a m is the n eed to d e s c r i b e the le v e l and m ov em en t of w ages in a var ie ty of la b o r m a r k e t s , through the a n a ly s is o f (1) the le v e l and distr ibut ion of wages by o ccu pat ion , and (2) the m o v e m e n t o f w a g e s by o c c u ­pational c a te g o r y and skill leve l . The p r o g r a m d e v e lo p s in fo rm a t io n that m a y be u sed f o r m any p u r p o s e s , including wage and sa lary ad m in is tra t ion , c o l l e c t i v e barga in in g , and a s s i s ­tance in determ in in g plant locat ion . Survey re su l ts a ls o a r e u sed by the U.S. D epartm en t o f L abor to m ake w age determ inations under the S e r v ic e C on tract A c t o f 1965.

C u rren t ly , 79 a r e a s are included in the p r o g r a m . (See l is t o f a r e a s on in side back c o v e r . ) In each a r e a , occupat iona l earnings data a r e c o l l e c t e d annually . In form ation on estab lish m en t p r a c t i c e s and supplem entary wage b en e f its is obta ined e v e r y th ird year .

E ach year a fter a l l individual a rea wage s u rv e y s have been c o m p le t e d , two su m m a ry bulletins are issu ed . The f i r s t brin gs together data f o r each m e tro p o l i ta n a re a su rv eyed . The second su m m a ry bulletin p resen ts national and r e g io n a l e s t im a te s , p r o je c t e d f r o m individual m etrop o l i ta n area data.

The H artford survey was conducted by the B u r e a u 's re g io n a l o f f i c e in B oston , under the g en era l d i r e c t io n o f Paul Mulkern, A s s o c ia te A s s is ta n t R e g ion a l D i r e c t o r f o r O p era t ion s . The su rv ey cou ld not have been a cco m p l is h e d without the c o o p e r a t io n o f the m an y f i r m s w hose wage and sa lary data provided the b a s is fo r the s ta t is t ica l in fo rm a t io n in this bulletin . The Bureau w ish es to e x p re s s s in c ere app rec ia t ion f o r the c o o p e r a t io n r e c e iv e d .

Note:R ep or ts on occu pat iona l earnings and su p p lem en tary wage p r o v is io n s in the H art ford

a re a are ava ilab le f o r the e le c t r i c a l appliance r e p a ir (S ep tem b er 1972), c on stru c t ion (S eptem ber 1972), m a ch in e ry (F eb ru ary 1973) and banking (O cto b e r 1973) in d u str ie s . A l s o ava ilab le a re l is t ings of union wage rates fo r seven s e le c t e d build ing t r a d e s . F r e e c o p ie s of th ese a re ava ilab le f r o m the B u reau 's reg ion a l o f f i c e s . (See ba ck c o v e r f o r a d d r e s s e s . )

A R E A W A G E S U R V E Y Bulletin 1850-28September 1975

U.S. DEPA RTM EN T OF LABOR, John T . Dunlop, Secretary B U R E A U O F LA B O R S T A T IS T IC S , Julius Shiskin, Commissioner

V

Hartford, Connecticut, Metropolitan Area, March 1975

Page

2

CONTENTS

Introduction

T ables:

A. Earnings:A - 1. Weekly earnings of office worke rs----------------------------------------------------------------------------------------------------------------------------------------- 3A -2. Weekly earnings of professional and technical workers---------------------------------------------------------------------------------------------------- 5A -3. Average weekly earnings of office, professional, and technical workers, by sex--------------------------------------------------------- 6A -4. Hourly earnings of maintenance and power plant workers________________________________________________________________ 7A -5. Hourly earnings of custodial and material movement workers----------------------------------------------------------------------------------------- 8A -6. Average hourly earnings of maintenance, powerplant, custodial, and material movement workers, by sex_______ 10A -7. Percent increases in average hourly earnings for selected occupational groups, adjusted for employment shifts— 11

B. Establishment practices and supplementary wage provisions:B -l . Minimum entrance salaries for inexperienced typists and clerks_______________________________________________________ 12B -2. Late shift pay provisions for full-time manufacturing plant workers___________________________________________________ 13B -3. Scheduled weekly hours and days of full-time first-shift workers------------------------------------------------------------------------------------ 14B-4 . Annual paid holidays for full-time workers_______________________________________________________________________________ 15B-4a. Identification of major paid holidays for full-time workers_____________________________________________________________ 16B -5 . Paid vacation provisions for full-time workers______________________________________________________ 17B -6. Health, insurance, and pension plan provisions for full-time workers---------------------------------------------------------------------------- 20

Appendix A. Scope and method of survey________________________________________________________________________________________________ 22Appendix B. Occupational descriptions___________________________________________________________________________________________________25

For sale by the Superintendent of Documents, U .S. Government Printing O ffice, Washington, D. C. 20402, GPO Bookstores, or BLS Regional Offices listed on back cover. Price 80 cents. Make checks payable to Superintendent o f Documents.

Introduction

This area is 1 of 82 in which the U.S. Department of Labor’s Bureau of Labor Statistics conducts surveys of occupational earnings and related benefits on an areawide basis. In this area, data were obtained by personal visits of Bureau field economists to representative estab­lishments within six broad industry divisions: Manufacturing; transpor­tation, communication, and other public utilities; wholesale trade; retail trade; finance, insurance, and real estate; and services. Major industry groups excluded from these studies are government operations and the construction and extractive industries. Establishments having fewer than a prescribed number of workers are omitted because of insufficient employment in the occupations studied. Separate tabulations are provided for each of the broad industry divisions which meet publication criteria.

A-series tablesTables A -l through A-6 provide estimates of straight-time

hourly or weekly earnings for workers in occupations common to a variety of manufacturing and nonmanufacturing industries. Occupations were selected from the following categories: (a) Office clerical, (b) pro­fessional and technical, (c) maintenance and powerplant, and (d) custodial and material movement. In the 31 largest survey areas, tables A -la through A-6a provide similar data for establishments employing 500 workers or more.

Following the occupational wage tables is table A -7 which provides percent changes in average earnings of office clerical work­ers, electronic data processing workers, industrial nurses, skilled

maintenance workers, and unskilled plant workers. This measure of wage trends eliminates changes in average earnings caused by employ­ment shifts among establishments as well as turnover of establishments included in survey samples. Where possible, data are presented for all industries, manufacturing, and nonmanufacturing. Appendix A discusses this wage trend measure.

B -series tables

The B-series tables present information on minimum entrance salaries for office workers; late-shift pay provisions and practices for plant workers in manufacturing; and data separately for plant and office workers on scheduled weekly hours and days of first-shift workers; paid holidays; paid vacations; and health, insurance, and pension plans.

Appendixes

This bulletin has two appendixes. Appendix A describes the methods and concepts used in the area wage survey program. It provides information on the scope of the area survey and information on the area's industrial composition in manufacturing. It also provides information on labor-management agreement coverage. Appendix B provides job descriptions used by Bureau field economists to classify workers in occupations for which straight-time earnings information is presented.

A. Earnings

Occupation and industry divisionNumber

ofworkers

Averageweeklyhours1

(standard)

Weekly earnings 1 (standard)

Mean i Median ^ Middie ranged

S 585

andunder

90

90

95

ALL WORKERS

BILLERS* MACHINE (BILLING $ $ $ $MACHINE) --------------- ----------— 49 40*0 141.50 130.00 120.00-150.50 -

MANUFACTURING----- — ------ ---- 25 40*0 154.50 150.50 126.00-180.50 - -

b o o k k e e p i n g -m a c h i n e o p e r a t o r s *CLASS A ----------------------------- 32 37.5 160*00 162.50 130*00-189.00 - -

CLERKS, ACCOUNTING, CLASS A — ---— 717 38.5 155.00 150.00 135.00-170.00 _MANUFACTURING-------— — ---— — 188 39.5 163.00 162.50 145*00-180.00 - -NONMANUFACTURING -------- — ---— 529 38.0 152.00 144.50 133.00-164,50 - -

CLERKS* ACCOUNTING, CLASS B — 887 39.0 120.50 120.00 110*00-129.00 6 27MANUFACTURING — ------- ---...... 199 39.5 129.00 127.00 121.00-134.50 - -NONMANUFACTURING — — — --------- 688 38.5 118.00 120.00 107.00-125.00 6 27

CLERKS* FILE* CLASS B — — --------- 165 38.0 113.00 114.00 100*00-120.00 10NONMANUFACTURING ------------- --- 141 38.0 113.00 116.50 99.50-120.00 - 10

CLERKS* FILE* CLASS C — — — — — — 183 37.5 107.00 105.00 98.00-115.00 12 20MANUFACTURING------ — ------- -— 28 39.5 121.00 119.00 105.00-137.00 - •NONMANUFACTURING — — — ------ — 155 37.0 104.50 103.00 98.00-110.50 12 20

CLERKS* O R D E R --------------------- — 255 40.0 151.50 150.00 136.00-170.00MANUFACTURING ---- --------------- 74 39.5 143.50 140.00 125.0C-158.50 - -NONMANUFACTURING — — — — — — 181 40.0 154.50 162.00 136.00-171.00 - -

CLERKS* PAYROLL------------------ — 166 39.0 148.50 147.50 135.00-165.00 3 _MANUFACTURING — ---- — ------ ---- 86 39.5 156.50 160.50 141.50-172.00 - -NONMANUFACTURING ----— — — — — 80 38.5 139.50 138.00 123.00-155.00 3 -

PUBLIC UTILITIES -------------- 25 40*0 156.00 146.00 138.00-170.00

KEYPUNCH OPERATORS, CLASS A — ----- 402 38.5 144.50 144.00 135.00-154.00MANUFACTURING------------ — ---- 165 40.0 150*50 148.50 144.00-157.50 - -NONMANUFACTURING — — — — — — 237 37.5 140*50 140.00 130.00-149.50 - -

KEYPUNCH OPERATORS* CLASS B — — 534 38.0 123.50 124.00 115.00-133.00 _ 4MANUFACTURING ------------------- 102 39.5 124.50 124.00 115.00-132.00 - -NONMANUFACTURING -------- — — — 432 37.5 123.00 124.00 114.50-133.00 - 4

MESSENGERS--------- ---------------- 198 38.0 117.50 111.00 102.5C-130.0O 1 4MANUFACTURING------------------- 39 39.0 131.50 144.00 104.00-153.00 - 2NONMANUFACTURING ---------------- 159 37.5 114.00 110.00 102.50-121.00 1 2

SECRETARIES ------------------------- 2*032 38.0 163.50 157.50 140.00-180.00MANUFACTURING ------------------- 565 40.0 167.00 160.00 143.00-185.00 • -NONMANUFACTURING ----— — --- 1*467 37.0 162.00 157.00 138.50-178.50 - -

PUBLIC UTILITIES -------------- 88 39.5 185.00 180.00 157.50-208.00

SECRETARIES* CLASS A ----- ------- 87 38.5 208.00 209.50 192.00-231.00MANUFACTURING-------— — — — 31 40.0 202.00 205.00 169.00-222.00NONMANUFACTURING — --------- 56 37.5 211*00 212.00 192.00-231.50 - -

SECRETARIES* CLASS B ------------- 466 38.0 188.50 A82.00 167.00-209.50MANUFACTURING---— — — — — — — 99 40*0 199.00 193.00 174*00-222*00NONMANUFACTURING ----- ----------- 367 37.5 186.00 100.00 165.00^207.50

PUBLIC UTILITIES ------ ------- 31 40.0 182.50 164.00 147.00-209.50 —

S95

100

31

31

2929

30 4

26

1

1

11

11

306

24

S100

105

921478

1614

322

30

1

1

8

282

26

321

Number o f w orkers receiving straight-tim e weekly earnings of—s s i [s s $ s 1 s s $ $ s $ $ $ s105 110 115 120 130 140 150 160 170 180 190 200 210 220 230 240 250

and

110 115 120 130 140 150 160 170 180 190 200 210 220 230 240 250 over

21 7 8 1 1 1 10— - - 7 2 3 1 1 1 10 - - - - - - -

- - 2 - 12 - - 5 4 1 4 - 4 - - - -

3 3 11 69 143 130 77 99 44 55 24 38 19 _ 2 _- - - 9 20 29 17 41 23 27 11 8 3 - • • •3 3 11 60 123 101 60 58 21 28 13 30 16 - 2 - -

57 96 76 286 115 55 26 10 4 6 _ _ _ _

3 12 15 70 50 15 11 5 1 3 • • - • • .54 84 61 216 65 40 15 5 3 3 - - - - - - -

15 14 17 42 10 11 111 4 13 42 7 10 1

22 15 22 15 12 2 15 - 4 - 10 2 117 15 18 15 2

10 7 4 30 31 35 24 29 57 17 7 2 _- 6 4 20 2 11 14 7 5 2 2 1 - - - - -10 1 - 10 29 24 10 22 52 15 5 1 - - - - -

6 1 7 17 30 21 22 27 21 9 1 1- - 2 4 15 7 14 19 19 5 1 • • - - _6 1 5 13 15 14 8 8 2 4 - 1 - - - -

10 5 - 3 2 4 - - 1 - - - -_ 5 9 44 90 122 79 34 15 1 1 2- - 2 7 21 60 46 19 6 1 2 - • - - .- 5 7 37 69 62 33 15 9

40 65 92 135 145 26 7 14 12 26 22 26 12

36 53 66 113 119 14 7 1

23 32 12 19 13 14 15 73 - 2 - 1 12 8 3

20 32 10 19 12 2 7 4

13 18 32 144 294 306 255 246 204 123 102 89 65 45 42 24 27- 5 6 32 63 95 77 72 47 36 29 25 25 14 14 10 1313 13 26 112 231 211 178 174 157 87 73 64 A0 31 28 14 14

6 12 6 12 7 2 14 7 4 4 8 1 5

2 4 1 4 6 4 12 11 11 7 12 5 84 - 4 3 1 1 3 7 - 2 3 3

- - - - 2 - 1 - 3 3 11 8 4 7 10 2 5

6 25 38 60 84 69 31 39 36 24 16 19 191 3 15 12 11 14 13 4 5 4 7 *10

6 24 35 45 72 58 17 26 32 19 12 12 9- - - - - 9 - 9 3 - - 2 2 - 2 1 3

* W orkers w ere distributed as fo llow s: 2 at $250 to $260; and 8 at $260 to $270.

Occupation and industry division

Weekly earnings 1 (standard) Number of w orkers receiving straight-tim e w eekly earnings of—

umberof

Average S $ $ S S S $ S S $ S S S S S $ $ S S S $weekly 85 90 95 100 105 110 115 120 130 140 150 160 170 180 190 200 210 220 230 240 250

orkers hours1(standard Median i Middle ranged and

under and

90 95 100 105 110 115 120 130 140 150 160 170 180 190 200 210 220 230 240 250 over

$ $ $ $770 38*0 163.50 160.00 144.00-179.00 - - - 1 12 5 9 32 85 116 107 110 104 47 57 39 18 14 14 - -233 40*0 169.50 166.00 148.00-187.00 - - - - • 3 8 22 34 32 25 31 24 14 9 14 9 8 • -537 37*0 161.00 160.00 143.00-175.00 - - - 1 12 5 6 24 63 82 75 85 73 23 43 30 4 5 6 — -43 39.5 184.50 195.00 155.00-214.00 6 3 3 3 4 2 5 5 2 4 6 - -

709 37.5 141.00 140.00 130.50-150.00 . . 2 1 13 23 112 201 161 109 72 10 3 2 _ _ _ - _ -202 40.0 142.50 144.00 135.00-152.00 - - - 2 — 5 3 24 41 56 42 28 1507 37.0 140.50 138.00 130.00-150.00 - - - - 1 8 20 88 160 105 67 44 9 3 2 - - - - - -

502 40.0 160.00 164.50 147.50-176.00 • 3 2 4 11 12 28 45 38 43 123 86 107 _ - - •408 40.0 166.00 169.00 160.00-180.50 - - 3 - 3 5 7 8 11 28 39 114 83 107 • • - - • - -94 39.0 133.50 130.00 125.00-140.00 - - - 2 1 6 5 20 34 10 4 9 3

398 39.0 158.00 148.00 130.00-187.50 • _ 3 34 53 60 54 21 14 17 62 38 24 18 - - - .254 40.0 167.00 180.50 130.00-194.50 - - - - - - 16 26 39 17 12 - 13 51 38 24 18 - - — -144 37.5 141.50 140.50 125.50-150.00 - - - - - 3 18 27 21 37 9 14 4 11 - - - - - - -

127 38.5 132.00 132.00 110.00-144.00 _ 7 13 2 19 5 16 17 24 4 7 7 4 2 . _27 39.5 150.00 149.00 137.00-170.00 - - - - -• 4 2 - 1 7 2 4 3 4 - - - - • - -100 38.0 127.00 123.50 110.00-142.00 - - 7 13 2 15 3 16 16 17 2 3 4 - - 2 - - - - -

186 39.0 132.50 130.00 120.00-144.00 3 - 12 2 20 3 52 31 32 9 13 1 890 39.0 134.50 135.00 121.00-147.50 - - - - 2 7 3 32 9 21 7 8 196 39.0 130.50 127.50 111.00-140.00 3 - - 12 - 13 - 20 22 11 2 5 - - - 8 - - - - -

27 37.0 123.50 121.00 116.50-130.00 - - - 3 l 8 9 4 2 - - - - - - - - - -

77 37.5 128.00 129.50 120.00-136.50 1 2 6 11 28 15 13 173 37.5 128.00 129.50 120.00-136.50 - - - 1 2 5 11 28 13 12 - 1 - - - - - - ▼ - -

508 38.0 144.00 140.50 120.00-167.00 4 15 20 44 44 76 42 38 32 86 51 56 - . . - - . -278 36.5 125.50 124.50 115.00-136.00 - - 4 15 20 40 36 68 38 36 13 8

598 38.5 125.00 116.50 108.00-148.50 _ 5 40 64 79 78 64 47 19 104 68 30319 37.5 110.50 110.00 104.50-116.00 5 31 54 64 66 52 37 7 2 1

ALL WORKERS—CONTINUED

SECRETARIES - CONTINUED

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

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

SECRETARIES* CLASS D — ----- -----MANUFACTURING ----------- ------NONMANUFACTURING — — — ---------

STENOGRAPHERS* GENERAL ------------MANUFACTURING -------------------NONMANUFACTURING ------ ----- ---

STENOGRAPHERS* SENIOR -------------MANUFACTURING -------------------NONMANUFACTURING ----------------

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

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

TABULATING-MACHINE OPERATORS*CLASS C ----------------------------

TRANSCRIBIMG-MACHINF OPERATORS*GENERAL ----------------------------

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

TYPISTS* CLASS A ------ ----- -------NONMANUFACTURING ----- ------ ---

TYPISTS* CLASS 8 -------------NONMANUFACTURING -------- -

See footnotes at end of tables.

Weekly earnings 1 (standard)

Number of w orkers receiving straight-tim e weekly earnings of—

Averageweekly

$ S S $ S S $ S S S S S $ s $ $ S S s SNumber 130 140 150 160 170 180 190 200 210 220 230 260 250 260 280 300 320 340 360 380of

Median ^workers(standard) Mean 1 Middle ranged $ and and

130 under140 150 160 170 180 190 200 210 220 230 240 250 260 280 300 320 340 360 380 over

$ $ $ $262 38*0 187.00 185.50 169.00-202.00 - - 2 9 57 36 50 41 27 25 5 7 348 40*0 200.50 203.00 185.00-219.50 - - - 3 4 2 9 4 6 11 1 5 3

214 37.5 184.00 183.00 167.00-195.00 - - 2 6 53 34 41 37 21 14 4 2

294 37.5 163.50 162.00 152.00-172.50 11 36 81 81 53 13 12 5 . 230 40.0 166.00 165.00 151.50-174.50 - 4 1 5 9 5 2 2 1 - l

264 37.5 163.00 161.00 152.00-172.50 - 7 35 76 72 48 11 10 4 - 1

165 37.5 149.00 149.50 138.50-158.50 9 34 43 43 25 9 2151 37.0 149.50 149.50 140.50-159.50 6 30 41 38 25 9 2

130 38.5 280.00 280.00 250.50-295.50 1 5 16 12 31 36 14 9 * 633 40.0 281.50 276.00 240.00-322.00 1 - 5 4 3 4 6 1 3 6 «97 37.5 279.00 280.00 263.00-292.00 - - - - - - — — - — - — 12 9 27 30 13 6 - - -

259 37.5 223.50 220.00 205.50-240.00 4 1 8 2 39 20 62 32 26 23 18 12 7 2 2 151 39.5 236.00 238.00 211.00-269.50 - - 4 1 - 3 1 2 - 7 5 5 2 6 3 7 2 2 1 - -

69 38.0 202.50 195.50 179.00-228.00 1 2 7 8 9 9 9 5 3 6 1 6 330 40.0 210.50 211.50 171.00-250.00 • - 1 - 7 - 5 2 - - 1 4 1 6 3 - • • - • _39 36.5 196.50 195.50 181.00-210.00 - - - 2 - 8 4 7 9 5 2 2

205 39.0 333.00 332.50 313.50-360.00 2 2 18 15 24 58 31 44 1168 37.0 308.00 301.00 278.50-328.00 2 2 18 12 9 13 T 10 2

160 38.0 272.50 270.50 250.00-289.00 _ _ _ 1 2 9 5 13 10 11 55 20 16 10 6 1 186 36.5 267.50 263.00 233.00-286.50 - - - - - - - 1 2 9 5 10 8 4 17 9 8 6 S 1 1

172 36.5 246.50 240.00 220.00-270.00 _ 5 1 4 14 5 13 10 28 21 10 31 8 13 8 1159 36.5 247.00 240.00 219.00-272.50 - - - - 5 1 4 14 5 12 10 22 19 10 27 8 13 8 1 - -

242 40.0 245.50 247.00 232.00-260.00 • . 3 8 9 31 48 34 48 42 15 4 _218 40.0 243.00 244.50 230.00-256.50 - - - - - - - 3 8 9 31 44 34 44 38 7 - - - - -

188 40.0 211.50 212.00 201.50-220.00 1 7 8 23 31 60 36 18 4184 40.0 211.50 212.00 201.50-221*00 - - - - 1 7 8 23 31 56 36 18 4

113 40.0 180.50 180.09 170.00-193.00 . 3 25 18 26 29 12109 40.0 180.00 180.00 162.50-190.00 - - - 3 25 18 26 25 12

391 40.0 223.00 222.50 198.00-249.00 » 2 2 11 17 16 51 51 37 64 23 27 51 7 17 15 _246 40.0 216.00 218.09 196.50-229.50 - - 2 - 5 9 14 37 40 31 47 9 19 28 5 - - - - -

155 40.0 240.00 242.00 218.00-258.00 • _ • . - 2 17 11 16 12 12 25 36 7 2 15 _88 40.0 235.50 243.50 217.00-254.50 - - - - - - 2 7 9 10 10 - 17 28 5 - - - - -

204 40.0 217.00 217.50 197.00-227.00 . _ 7 8 10 30 39 15 52 11 2 15 15140 40.0 208.00 208.00 195.50-222.50 - - - - 3 6 10 28 30 15 37 9 2 - - - T - -

32 39.5 182.00 175.00 168.0C-197.50 - - 2 2 4 9 4 4 1 6

67 39.0 198.00 195.00 176.50-218.00 _ 9 6 2 14 5 8 8 1 5 4 2 351 40.0 195.00 187.50 180.00-209.00 — 5 6 1 14 5 7 4 1 2 3 3 - • * - * “

Occupation and industry division

ALL WORKERSCOMPUTER OPERATORS* CLASS A -------

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

COMPUTER OPERATORS* CLASS 8 -------MANUFACTURING---------- --------NONMANUFACTURING ------ ------ ---

COMPUTER OPERATORS* CLASS C -----—NONMANUFACTURING----- ------- ---

COMPUTER PROGRAMMERS*BUSINESS* CLASS A — — -------- ----

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

COMPUTER PROGRAMMERS*BUSINESS* CLASS 8 ------ ---- — ----

MANUFACTURING------ —

COMPUTER PROGRAMMERS*BUSINESS* CLASS C -----------------

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

COMPUTER SYSTEMS ANALYSTS*BUSINESS* CLASS A — ---------------

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

COMPUTER SYSTEMS ANALYSTS*BUSINESS* CLASS B --------------- —

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

COMPUTER SYSTEMS ANALYSTS*BUSINESS* CLASS C ----- ------------

NONMANUFACTURING----- —

GRAFTERS* CLASS A -----------— -----MANUFACTURING-------------------

DRAFTERS* CLASS 8 -------------------MANUFACTURING ----- --------------

DRAFTERS. CLASS C ------- ~MANUFACTURINC, --------------------

ELECTRONICS TECHNICIANS — ------- --MANUFACTURING --------------- — —

ELECTRONICS TECHNICIANS. CLASS A-MANUFACTURING ----- --------------

ELECTRONICS TECHNICIANS* CLASS B- MANUF ACTUR I N G ---— — — ---------

ELECTRONICS TECHNICIANS. CLASS C-

NURSES* INDUSTRIAL (REGISTERED) — MANUFACTURING --------------------

Sex, occupation, and industry division

A v e ra g e(m e a n 2 )

N u m bero f

workersW e e k lv h o u rs1

(standard)

W e e k lyearn in gs1(standard)

OFFICE OCCUPATIONS - MEN$

CLERKS* ACCOUNTING* CLASS A --------------------- 81 39.0 174.00NONMANUFACTURING ---------— ----------------------------- 64 39.0 173.50

CLERKS* ACCOUNTING, CLASS B ---------------— 36 39.0 118.00NONMANUFACTURING --------------- ------------------------------- 26 39.0 113.00

CLERKS* ORDER ----------------------- 159 40.0 158.50NONMANUFACTURING ---------------- 146 40.0 159.50

MESSENGERS ------------------------ — 106 38.0 122.00NONMANUFACTURING ---------------- 79 37.5 118.50

OFFICE OCCUPATIONS - WOMEN

SILLERS* MACHINE (3ILLINGMACHINE) ---------------------------------------------- ------------------------------- 49 40.0 141.50

MANUFACTURING --------------------------- ---------------------------- 25 40.0 154.50

BOOKKEEPING-MACHINE OPERATORS*CLASS A ---------------------------------------- ---------------------------------------- 32 37.5 160.00

CLERKS* ACCOUNTING* CLASS A --------------------- 636 38.5 152.50MANUFACTURING -------------------------------------------------------- 171 39.5 161.50NONMANUFACTURING ------------------------------- --------------- 465 38.0 149.00

CLERKS* ACCOUNTING* CLASS B --------------------- 851 39.0 120.50MANUFACTURING --------------------------- ---------------------------- 189 39.5 129.00NONMANUFACTURING ------------------------------------- --------- 662 38.5 118.50

CLERKS* FILE* CLASS B ---------------------------------------- 163 38.0 113.00NONM ANUFACTUR IMG — — — — — — 141 38.0 113.00

c l e r k s , f i l e * c l a s s C -------------- 178 37.5 106.50MANUFACTURING ------ ------------- 28 39.5 121.00NONMANUFACTURING — — — — — 150 37.0 103.50

CLERKS* ORDER ------------------ ---- 96 39.5 140.00MANUFACTURING ------------------- 61 39.5 143.50NONMANUFACTURING--------- ------ 35 40.0 133.50

CLERKS* PAYROLL --------------------- 154 39.0 147.50MANUFACTURING------------------- 79 39.5 157.50NONMANUFACTURING ---------------- 75 38.5 137.00

KEYPUNCH OPERATORS* CLASS A ------- 397 38.5 144.50MANUFACTURING ------------------- 163 40.0 150.50NONMANUFACTURING------ --------- 234 37.5 140.00

KEYPUNCH OPERATORS* CLASS 9 ------- 534 38.0 123.50MANUFACTURING ------— ----------- 102 39.5 124.50NONMANUFACTURING ----- ----------- 432 37.5 123.00

MESSENGERS-------------------------- 92 37.5 112.00NONMANUFACTURING — — — — — 80 37.5 109.50

SECRETARIES-----------------------— 2*032 38.0 163.50MANUFACTURING----------------- — 565 40.0 167.00!NONMANUFACTURING ---------------- 1*467 37.0 162.00

PUBLIC UTILITIES -------------- 88 39.5 185.00

Average(mean2)

Average(mean2)

Sex, occupation, and industry divisionNumberof Weekly

hours1Weekly Sex, occupation, and industry division

Numberof Weekly Weekly

workers earnings1 worker. hour* 1 earnings1(standard) (standard) (standard) (standard)

OFFICE OCCUPATIONS - PROFESSIONAL AND TECHNICALWOMEN— CONTINUED OCCUPATIONS - MEN— CONTINUED

SECRETARIES - CONTINUED COMPUTER PROGRAMMERS* $

SECRETARIES* CLASS A -------------MANUFACTURING ------- -----------NONMANUFACTURING — — — ----- ----

873156

38.5 40.037.5

208.00202.00211.00

BUSINESS* CLASS A -----------------MANUFACTURING ---— — ------NONMANUFACTURING ----- ------- ---

1203288

38.540.038.0

279.50 280.00279.50

SECRETARIES* CLASS B -------------MANUFACTURING-------- -----------NONMANUFACTURING — -----— — — —

46699

367

38.040.0 37.5

188.50199.00186.00

COMPUTER PROGRAMMERS*BUSINESS* CLASS B -------- --------

MANUFACTURING----- — — — ---17943

37.539.5

228.00241.50

PUBLIC UTILITIES--------- — — 31 40.0 182.50 COMPUTER PROGRAMMERS,SECRETARIES* CLASS C — — — — — 770

23338.040.0

163.50169.50

BUSINESS* CLASS C -------- --------- 57 38.0 202.50MANUFACTURING — — — ----— MANUFACTURING — — — — —— — —

NONMANUFACTURING — — — — —2532

40.036.5

211*00195.50NONMANUFACTURING — — — — — 537 37.0 161.00

PUBLIC UTILITIES---------- --- 43 39.5 184.50 COMPUTER SYSTEMS ANALYSTS*s e c r e t a r i e s , c l a s s o — — — — 709

20237.540.0

141.00142.50

BUSINESS* CLASS A — ----— — 184 39.0 331.50MANUFACTURING-------------- — — NONMANUFACTURING — — — — — 68 37.0 308.00NONMANUFACTURING----------- ---- 507 37.0 140.50 COMPUTER SYSTEMS ANALYSTS*

502 aa A 1 A A A ASTLNUvjKArnLKS* ufc.Nfc.KAL HOovI 100.00 1 AAAAA

BUSINESS* CLASS 0 — —— — — — 13*no

3o. 0 crO.SU408rIANUr Av I UKlIiU 40*0 100*00 NONM ANUr ALT UK I NO — — — — — re 36.5 263.00

NONMANUFACTURING ---------------- 94

398

39.0 133.50COMPUTER SYSTEMS ANALYSTS*CTFMftftD ADUFDC A CCKIT AD 1 mb 1 C*MUvK AKnCKb f btNivJK ••*••**••••••

an n 167.00BUSINESS* CLAS5 C — —— ———— — — 131 JQ.9 2*0.00

254nftlMUr Atlvn 1 lTV5 ■■■■■■•■ NONMANUFACTURING — — — —— — — 120 36.0 245.00NONMANUFACTURING--------------- 144 37.5 141.50

DRAFTERS* CLASS A ------- ----------- 242 40.0 245.50SWITCHBOARD OPERATORS — ----------- 125 38.5 132.00 MANUFACTURING — -------- — — — — 218 40.0 243.00

MANUFACTURING — — — — —MOMMA hi! tr APT! IQ TMft

2798

39.538.0

150.00127.00'NV/isrlANUr Av 1 vn IrlVJ DRAFTERS* CLASS 8 — — — ———— — 184 40.0 212.00

MANUFACTURING-------- — ------ — 180 40.0 212.00SWITCHBOARD OPERATOR-RECEPTIONISTS- 183 39.0 132.50

90 no A 1 CAMAIVlUr At* 1 UK 1NO — —— — — — — l*3*t.90 ELECTRONICS TECHNICIANS — — — — — 391 40.0 223.00NONMANUFACTURING---------- ----- 93 39.0 130.00 MANUFACTURING-------- ------- --- 246 40.0 216.00

TRANSCRIBING-MACHINE OPERATORS*77

ELECTRONICS TECHNICIANS* CLASS A- 155 40.0AA A 240.00Jl #3 MANUr AC 1 UK I NO ——— ———— ———— —— *V#0

n o n m a n u f a c t u r i n g ------- -— -— 73 37.5 128.00ELECTRONICS TECHNICIANS* CLASS B- 204 40.0 217.00

TYPISTS* CLASS A -------— ---— 504 38.0 144.00 MANUFACTURING ----- -------------- 140 40.0 208.00NONMANUFACTURING ----------------

TVDTCTe /•*! ACC D

278 36.5

no c

125.50ELECTRONICS TECHNICIANS* CLASS C- 32 39.5 182.00

It rlS1S * CLASS b — — — — — — OO.DNONMANUFACTURING ----— --------- 319 37.5 110.50

PROFESSIONAL AND TECHNICAL OCCUPATIONS - MEN

PROFESSIONAL AND TECHNICAL OCCUPATIONS - WOMEN

COMPUTER OPERATORS* CLASS A — — — 220 38.0 168.00MANUFACTURING-------- — — ---- — 42 40.0 201.00 COMPUTER OPERATORS, CLASS B ------- 78 38.0 162.50NONMANUFACTURING — ------ ------- 178 37.5 185.00 n o n m a n u f a c t u r i n g — — ---- --- 69 38.0 161.50

COMPUTER OPERATORS* CLASS B — --- 216 37.5 163.50 COMPUTER OPERATORS* CLASS C ------- 47 37.5 145.50NONMANUFACTURING ---------------- 195 37.0 163.50 NONM ANUFACTUR ING — — — — — — 43 37.0 145.50

COMPUTER OPERATORS, CLASS C — ---NONMANUFACTURING — — — — —

118108

37.537.0

150.00151.50

NURSES* INDUSTRIAL (REGISTERED) --- 66 39.0 197.50MANUFACTURING — — — — — — — — 50 40.0 194.00

NOTE: Earnings data in table A -3 relate only to w orkers whose sex identification was provided by the establishment, all w orkers in an occupation. (See appendix A for publication criteria .)

Earnings data in tables A - l and A -2 , on the other hand, relate to

Occupation and industry division

Hourly earnings3 Number of w orkers receiving tstraight-time hourly earnings of—$ S S $ S S S S S S S $ S S $ S S S $ S S S3.80 3.90 4.00 4.10 4.20 4.30 4.40 4.50 4 • 60 4.7o 4 • 80 5• 00 5,• 20 5.40 5.60 5.80 6.00 6.20 6.40 6.60 6.80 7.00

workers Mean 2 Median2 Middle range 2 Under S and and3.80 under

3.90 4.00 4.10 4.20 4.30 4.40 4. 50 4 • 60 4 .70 4 • 80 5• 00 5• 20 5<•40 5.60 5.80 6.00 6.20 6.40 6f6Q 6.80 7.00 over

$ $ $ $98 4.60 4.63 4.04- 5.25 4 15 3 4 3 6 8 3 1 4 1 14 6 21 560 4*33 4.20 3.82- 4.93 4 15 3 4 3 6 6 - • - - 8 4 738 5.01 5.17 4.68- 5.28 - - - - 2 3 1 4 1 6 2 14 5

113 5.67 6.00 5.20- 6.11 - - 3 - - 2 - - 2 2 5 12 6 10 6 7 44 10 3 1 - -

244 5.73 5.64 5.24- 6.36 . 2 . 4 1 15 4 5 14 8 22 45 19 10 2 39 42 2 10220 5.72 5.64 5.25- 6.36 - - - - - 4 1 13 4 5 14 6 21 41 19 6 1 39 40 - - 6

41 5.60 5.47 5.11- 6.00 _ • 1 2 - 3 2 9 2 4 1 3 6 2 _ 5 127 5.38 5.12 4.93- 5.94 - - - - “ - 1 2 3 2 8 1 - 3 5 - 2 -

156 4.50 4.69 4.24- 4.78 8 1 16 11 1 10 13 3 2 45 11 20 14 1150 4.49 4.66 4.25- 4.78 8 16 11 1 9 13 3 2 45 11 17 14

231 5.16 5.35 4.55- 5.68 10 - 10 18 8 . 12 14 _ . 5 64 21 38 31 _ _ _230 5.16 5.35 4.53- 5.68 - 10 - 10 18 8 12 14 “ - 5 64 20 38 31 - - -

148 5.00 5.14 4.43- 5.36 3 - 4 . 30 3 2 3 • 1 51 14 25 7 4 1 _147 5.00 5.14 4.39- 5.35 — — 3 - 4 - 30 3 2 3 • 1 51 14 24 7 4 1 “ “

201 6.06 6.15 5.25- 6.B3 _ 3 5 4 3 1 31 9 7 8 3 30 10 12 8 52 1546 5.82 6.06 4.83- 6.88 - - - - 5 - - 4 - - 3 - 6 - - 1 2 5 8 - - - *12155 6.14 6.15 5.41- 6.83 - - - 3 - - - - - • - 1 25 9 7 7 1 25 2 12 8 52 390 6.59 6.83 3 3 - - 12 - 12 8 52 -

246 5.18 5.15 4.89- 5.51 12 14 2 _ 4 10 12 26 45 50 10 2 12 43 3 1 _ _213 5.17 5.14 4.93- 5.87 12 14 - - 2 - - 4 - 12 26 45 31 10 2 10 42 3 - - - -

63 5.16 5.56 4.65- 5.72 6 2 - - 1 1 1 - 3 4 - 3 4 6 8 17 7 - - - - - -

649 5.62 5.53 5.23- 5.87 _ _ _ _ . 12 77 60 99 101 107 44 52 17 3 43 25 9649 5.62 5.53 5.23- 5.87 12 77 60 99 101 107 44 52 17 3 43 25 9

ALL WORKERS

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

CARPENTERS* MAINTENANCE

ELECTRICIANS. MAINTENANCE MANUFACTURING ----------

ENGINEERS. STATIONARY MANUFACTURING -----

HELPERS. MAINTENANCE TRADES -— MANUFACTURING ----------------

MACHINE-TOOL OPERATORS. TOOLROOM MANUFACTURING ------— ---------

MACHINISTS. MAINTENANCE MANUFACTURING -------

MECHANICS. AUTOMOTIVE(MAINTENANCE) ----------MANUFACTURING -------NONMANUFACTURING ----

PUBLIC UTILITIES ~

MECHANICS. MAINTENANCE - MANUFACTURING -------

PAINTERS* MAINTENANCE

TOOL AND DIE MAKERS MANUFACTURING ---

* W orkers w ere distributed as fo llow s: 2 at $ 7 to $7.20; and 10 at $7.20 to $7.40.

See footnotes at end of tables.

Occupation and industry division

ALL WORKERS

GUARDS AND WATCHMEN ----------------NONMANUFACTURING--------------—

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

JANITORS* PORTERS* AND CLEANERS ---MANUFACTURING -— 1— — -— —NONMANUFACTURING ------- --------

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

LABORERS* MATERIAL HANDLING -------MANUFACTURING--------- -- — — —NONMANUFACTURING ----------------

ORDER FILLERS------ —NONMANUFACTURING------ ------ ---

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

RECEIVING CLERKS-----— — ----------MANUFACTURING--------- ---------NONMANUFACTURING ----------------

SHIPPING CLERKS--------- -----------MANUFACTURING --------------------NONMANUFACTURING -— -------------

SHIPPING AND RECEIVING CLERKS — ---MANUFACTURING-------------------NONMANUFACTURING------- --------

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

PUBLIC UTILITIES------------—

TRUCKDRIVERS* LIGHT <UNDER1-1/2 T O N S ) ----- ------ ~MANUFACTURING --------------------NONMANUFACTURING ----------------

TRUCKDRIVERS. MEDIUM (1-1/2 TOAND INCLUDING 4 T O N S ) ------- ---MANUFACTURING --------------------NONMANUFACTURING -------------- —

TRUCKDRIVERS* HEAVY (OVER 4 TONS*TRAILER TYPE) -------------------MANUFACTURING----------------- —NONMANUFACTURING ----------------

PUBLIC UTILITIES------------—

Number of w orkers receiving straight-tim e hourly earnings of-n i S 1 --- S 1 --- S S S % T T T T 1 --- T --- 1 ---- S $ 1 --- 1 --- s 1 --- 1 --- 1 ---

of 2.10 2.20 2.30 2.40 2.60 2.80 3.00 3.20 3,.40 3,• 60 3 • 80 4,.00 4.20 4,40 4.60 4.80 5.00 5.20 5.40 5.60 6.00 6.40 6.80woricers Mean 2 Median2 Middle range 2

under and

2.20 2.39 2.4Q 2.60 o00ru 3.00 3.20 3.40 3,.60 3,.80 4.00 4.20 * . * o O' o 4.80 5.00 5.20 5.40 5.60 6.00 6.40 6.80 over

$ $ $ $1*005 2.90 2.35 2.25- 3.13 70 394 66 80 55 65 28 28 7 7 2 2 21 7 98 74 1 _ _

770 2*42 2.25 2.25- 2.50 70 394 66 80 55 63 17 11 - 3 - - 2 6 2 1 - - - - - -

227 4*53 4.78 4.58- 4.88 - - - - - 2 11 13 3 4 2 2 19 1 98 72 - . - . . -

1.998 2*92 2.72 2.35- 3.31 273 184 83 85 457 45 336 104 98 58 51 57 155 «» 4 6 2 _407 3*71 3.75 3.42- 4.24 - - - - 35 20 22 23 58 53 49 43 104

1*591 2.72 2.67 2.25- 3.02 273 184 83 85 422 25 314 81 40 5 2 14 51 - 4 6 2 _ _26 4.49 4.22 4 10 - 4 6 2 - - - - - -

1*001 3.94 3,99 3.25- 4.49 - - 29 63 55 36 53 98 79 6 85 32 106 162 58 23 43 5 12 36586 4.09 4,31 3.52- 4,47 - - - - 8 8 21 50 66 2 55 32 106 178 58 2415 3.73 3.25 2.60- 4.87 - - 29 63 47 28 32 48 13 4 30 - - 4 23 41 5 - - 12 - 36

334 3.98 3.94 3.03- 4.95 . 20 2 7 27 25 16 13 2 47 8 4 11 _ 5 77 70312 4.00 4.32 3.00- 4,95 - 20 2 7 27 21 16 13 2 39 2 4 11 - 1 77 70 - - - - - -

315 3.80 3.83 3.45- 4.24 3 3 18 12 8 6 11 21 57 48 27 51 23 21 1 2 1 2307 3.79 3.83 3.45- 4.24 - 3 3 18 12 8 6 11 19 57 48 25 47 23 21 1 - - 2 1 2 - -

87 4.23 4.11 3.49- 4.53 _ - - . 3 . 3 12 7 7 5 8 11 11 5 4 _ 1128 4.33 4.28 4.11- 4,53 - - - - - - - - - 2 3 6 4 11 2 _59 4.19 3.60 3.36- 5.18 - - - - 3 - 3 12 7 5 2 2 7 - - 5 2 - - 11 - -

124 4.81 4.96 4.09- 5.55 . - _ - 4 7 _ 7 4 15 4 6 5 10 24 30 3 533 4.00 4.23 3.30- 4.44 - - - - - - 4 7 - 5 - - 4 6 5 2 _91 5.10 5.18 4.80- 5.55 - - - - - - - - - 2 4 15 - - - 10 22 - 30 - 3 5 -

110 4.14 4.24 3.61- 4.78 - - - . 3 4 6 5 6 12 4 14 23 4 2 12 7 3 1 2 262 4.15 4.17 3.72- 4.45 - — - - - 4 - 1 4 7 4 14 10 3 2 11 1 1 _48 4.13 4.25 3.25- 5.00 - - - - 3 - 6 4 2 5 - - 13 1 - 1 6 3 2 2 - -

1*476 5.06 4.85 4.30- 5.55 - - - 29 15 6 21 32 42 50 30 47 120 100 106 170 183 75 86 46 11 187 120313 4.40 4.25 3.86- 4,69 - - - - - - « 8 24 26 28 10 86 37 34 17 3 5 21 2 4 81*163 5.24 5.10 4.65- 6.67 - - - 29 15 6 21 24 18 24 2 37 34 63 72 153 180 70 65 44 11 183 112346 6.64 6.67 51 183 *112

159 3.40 3.55 2.75- 3.82 _ _ 29 15 6 11 14 16 20 21 4 10 9 _ 3 _ 171 3.83 3.82 3.60- 3.92 - - - - - - - 4 12 17 21 4 10 388 3.05 2.78 2.50- 3.25 - — - 29 15 6 11 10 4 3 - —' - 6 - 3 - - 1 - - - -

360 4.64 4.85 4.15- 4.85 .. _ 10 14 14 19 2 35 7 40 30 155 2 2 3066 4.67 4.68 4.45- 4.86 3 - 28 18 15 2 _ 2

292 4.63 4.85 4.00- 4.85 - — - - - - 10 14 14 19 2 32 7 12 12 140 - - - 30 -

529 5.88 5.95 5.00- 6,67 _ _ _ 4 4 2 3 2 41 24 28 12 21 27 85 44 11 109 11272 4.65 4.75 4.25- 5.46 - - - - - - - 4 4 - 3 - 24 - 8 2 1 5 21 _ _

457 6.07 6.00 5.39- 6.77 2 - 2 17 24 20 10 20 22 64 44 11 109 112224 6.93 6.99 6.67- 7.24 109 112

* W orkers w ere at $7.20 to $7.60.

Hourly earnings3 Number oi w orkers receiving straight-tim e hourly earnings o f—

N um bero f

S 1 ---- I— 1---- 1---- S t 1 ----f — $— 1 ----1 ---- f--- i $ S S $ S S S 1 ----1 ---Occupation and industry division 2.10 2.20 2.30 2.40 2.60 2.80 3.00 3.20 3.40 3.60 3*80 4.00 4*20 4 .40 4.60 4.80 5.00 5.20 5.40 5.60 6,00 6.40 6.80

workers M e a n 2 M edian2 M id d le range 2 andvunder and

2.20 2.30 2.40 2.60 2.80 3.00 3.2Q 3.40 3.60 3.80 4.00 4.20 4.40 4.60 4.80 5.00 5.20 5.40 5.60 6.00 6.40 6.80 over

ALL WORKERS—CONTIMUED

TRUCKDRIVERS - CONTINUED

TRUCKORIVERS* HEAVY (OVER 4 TONS* $ $ $ $OTHER THAN TRAILER TYPE) — — — 258 5.01 4.75 4.20- 5.25 - - - — - - • «*• 8 9 4 3 61 21 48 • 48 - - - 48 8MANUFACTURING -------------------- 92 4.46 4.20 4.20- 4.21 - - - - - - «*• — 8 9 4 - 51 8 • - — - - 4 8NONMANUFACTURING ------------------------------ 166 5.32 5.25 4.60— 6.67 - - - - - - - - - 3 10 21 40 - 48 - - - 44 -

TRUCKERS* POWER (FORKLIFT) ---------------- 415 4.41 4.55 3.65- 4.77 _ . • . • • 8 44 62 10 9 7 110 61 19 79 _ 2 - 4 •MANUFACTURING ------------------------------------ 301 4.17 4.47 3.65- 4.55 - - - - - - 8 44 62 - 9 7 110 61

WAREHOUSEMEN -------------------------------------------- 589 4.18 3.78 3.40- 4.90 • - 10 40 20 32 37 93 69 41 28 28 1 36 22 10 25 1 5 11 80 _MANUFACTURING — — — — — — — 49 3.86 3.86 3.70- 4.13 • - - — - - • 4 4 8 19 10 2 - - 2 — - - - - - -NONMANUFACTURING ------ — — — S4fr 4.20 3.78 3.39- 4,90 10 40 20 32 33 89 61 22 18 26 1 36 20 10 25 1 5 11 80

See footnotes at end of tables.

Table A -6 . Average hourly earnings of maintenance, powerplant, custodial, and material movement workers, by sex, in Hartford, Conn., March 1975

Sex, occupation, and industry divisionNumber j

of I workers I

Average (mean*)

hourly earnings'*

Sex, occupation, and industry divisionNumber

ofworkers

Average(mean2 )hourly

earnings3

MAINTENANCE AND POWERPLANTiI CUSTODIAL AND MATERIAL MOVEMENT

OCCUPATIONS - MEN ! Ij

OCCUPATIONS - MEN— CONTINUED <hBOILER TENDERS ----- ------- ------- - 96!

$4*60 RECEIVING CLERKS ------------------- 80 4.26

MANUFACTURING-------- -------- — 60 j 4*33 NONMANUFACTURING — — — — — — --- 58 4.20NONMANUFACTURING -------- ------- 38 5.01

SHIPPING CLERKS----- --------------- 114 4.86CARPENTERS* MAINTENANCE — — 113 5.67 NONMANUFACTURING ---------------- 90 5.12

ELECTRICIANS* MAINTENANCE — ------- 244 5.73 SHIPPING ANO RECEIVING CLERKS — — 109 4.14MANUFACTURING------------ ------ 220 5.72 MANUFACTURING --------— — 61 4.15

NONMANUFACTURING---— — — 48 4.13ENGINEERS* STATIONARY -------------- 41 5.60 j

MANUFACTURING — — — — — — — — 27 5.38 1 TRUCKDRIVERS----------------------- 1*476 5.061 MANUFACTURING---— ---— — — 313! 4.40

HELPERS* MAINTENANCE TRADES — ---— 156 4.50 ! NONMANUFACTURING---------------- 1*163i 5.24MANUFACTURING — — — — — — ---— 150 4.49 ! PUBLIC UTILITIES — — — --- 346 i 6 . 6 4

MACHINE-TOOL OPERATORS* TOOLROOM — 231 5.16 i TRUCKDRIVERS* LIGHT (UNDERMANUFACTURING --------- --------- 230 5.16 j 1*1/2 TONS) — — — — — ^ 159 3.40

MANUFACTURING--------- --------- j i 71 3.83MACHINISTS* MAINTENANCE ------- ---- 148 5.00 j NONMANUFACTURING -------- ----- — 88 3.05

MANUFACTURING------- — ---— — — 147 5.00 ITRUCKDRIVERS* MEOIUM (1-1/2 TO

MECHANICS* AUTOMOTIVE AND INCLUDING 4 TONS) — — — --- 360 4.64(MAINTENANCE) -------- ----— ------ 201 6.06 MANUFACTURING — ----— — — 68!! 4.67MANUFACTURING — — ------- ----— 46 5.82 j NONMANUFACTURING -----— — — 292 4.63NONMANUFACTURING — — — — — 155 6.14

PUBLIC UTILITIES -------------- 90 6.59 j TRUCKDRIVERS, HEAVY (OVER 4 TONS*TRAILER rVFE) ------- — — 529 5.88

MECHANICS* MAINTENANCE------ ---- — 246 5.18 j MANUFACTURIN': — — — — — 72 4.65MANUFACTURING------------------- 213 jj s . i 7 j NONMANUFACTURING ----— — 457 6 . 0 7

PUBLIC UTILITIES — — — 224 6.93PAINTERS* MAINTENANCE--------- — 63 5.16 j

| TRUCKDRIVERS* HEAVY (OVER 4 TONS*TOOL ANO DIE MAKERS ---------------- 649 5 . 6 2 ;| OTHER THAN TRAILER TYPE) — 258 5.01

MANUFACTURING — — — — — 64« 5 .-3 2 ! MANUFACTURING ---— — ------- 92 4.o6i > NONMANUFACTURING ---------------- 166 5.32

CUSTODIAL ANO MATERIAL MOVEMENT i | !OCCUPATIONS - MEN TRUCKERS* POWER (FORKLIFT) — — 415 4.41

MANUFACTURING----------- ---— — 301 4.17GUARDS ANO WATCHMEN --------------- 923 |! 2.92 |

MANUFACTURING ----------------— 227 ; 4.49 WAREHOUSEMEN---------- — --------- 589 4 . 1 8NONMANUFACTURING ---------------- 696 jj 2.41 1 m a n u f a c t u r i n g — — — — — — — 49 3.86

NONMANUFACTURING ---------------- 540 4.20JANITORS* PORTERS* ANO CLEANERS — 1 * 1 5 4 3.07 |

MANUFACTURING — — — ----— — 329 ; 3.60 ! CUSTODIAL ANO MATERIAL MOVEMENTNONMANUFACTURING -— — — — — 825 ; 2.86 | OCCUPATIONS • WOMEN

PUBLIC UTILITIES -------------- 2b ; 4.49 : jLJANITORS* PORTERS* AND CLEANERS — 8441I 2.72

LABORERS* MATERIAL HANDLING — — --- 973 ;j 3.96 NONMANUFACTURING — — — — 766j 2.57MANUFACTURING---— — — — — — 579 ; 4.08 !NONMANUFACTURING — -------------- 394 I! 3.77 OROER FILLERS------— ---— — j 124| 3.18

PACKERS* SHIPPING — — — — — 2 0 8 j1 3.94 PACKERS, SHIPPING — — — — j 107] 3.52MANUFACTURING ----- — — — — 2 0 0 1i 3.94 MANUFACTURING — — — — — j 1071 3.52

i ' ii - ----- ------- 1

NOTE: Earnings data in table A~6 relate only to w orkers whose sex identification was provided by theestablishment. Earnings data in tables A -4 and A -5 , on the other hand, relate to all w orkers in an occupation. (See appendix A for publication cr ite r ia .)

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

NOTE: Data for table A -7 are not available for the Hartfordsurvey since this is the firs t year a survey of com parable scope was conducted in the area.

R eference to table A -7 in the standard text o f the bulletin does not apply to this area.

B. Establishment practices and supplementary wage provisionsTable B-1. Minimum entrance salaries for inexperienced typists and clerks in Hartford, Conn., March 1975

Minimum weekly straight-time sa la ry 4

Inexperienced typists Other inexperienced c le r ica l w orkers 5

Allindustries

Manufacturing Nonmanufacturing

Allindustries

Manufacturing Nonmanufacturing

Based on standard weekly h ou rs6 of— Based on standard weekly hours 6 o f—

Allschedules 40 All

schedules 37 Vz 40 Allschedules 40 All

schedules 37 Ve 40

Establishments studied__________ __ __ __ __ _ _ 146 50 96 XXX XXX 146 50 XXX 96 XXX XXX

Establishments having a specified m in im um ______________ 36 12 12 24 8 7 75 27 23 48 11 27

$82.50 and under $85.00 _____________ __ ________ „ _ l _ _ ! 1 _ 5 1 ! 4 2 2$85.00 and under $87.50 ____ ____ __ ________________ - _ _ _ - _ 3 1 1 2 2$ 87.50 and under $ 90.00 ________________________________ 1 1 1 - _ _ 3 2 1 1 _ 1$90.00 and under $92.50 2 - _ 2 1 1 13 5 5 8 1 7$92.50 and under $95.00 ............................................................ 3 _ _ 3 1 _ 4 _ _ 4 1 x$95.00 and tinder $97.50 ............................................................ 5 1 1 4 1 1 11 2 2 9 2 x$ 97.50 and under, $ 100.00............................. ............................ _ _ - _ _ _ 1 _ _ x$ 100.00 and under $ 102.50 ______________________________ 4 - - 4 1 _ 9 3 2 6 3 2$ 102.50 and under $ 105.00 ___________ ___________ ____ - - - - - _ 2 2 2 _ _ _$ 105.00 and under $ 107.50 ____ __________________ __ _ 8 5 5 3 2 _ 4 3 3 1 _ x$ 107.50 and under $ 110 .00______________________________ - - _ _ _ _ 1 » _ 1 _ x$ 110.00 and under $ 112 .50 ....................................................... 4 2 2 2 1 _ 8 3 2 5 1 3$ 112.50 and under $ 115 .00______________________________ 2 - _ 2 _ 2 1 _ _ 1 _ 1$ 115.00 and under $ 117 .50______________________________ 1 - _ 1 _ 1 2 1 _ 1 _ 1$ 117.50 and under $ 120.00 .............. ..................................... 1 - _ 1 _ 1 _ _ _ _ _ _$ 120.00 and under $ 122.50 .. .................................................... 1 - _ 1 _ 1 2 _ _ 2 1 x$ 122.50 and under $ 125.00 ..... ....................................... .......... - - - - - _ 1 1 1 _ _ _$ 125.00 and under $ 127.50 ______________ ________ . . . 2 2 2 - - _ 3 2 2 x _ 1$ 127.50 and under $ 130.00 ....................................................... - - - - _ _ _ _ _ _ _ _$ 130.00 and under $ 132.50 ....................................................... _ - _ _ _ _ _ _ _ _ _ _$ 132.50 and under $ 135.00 ______________________________ - - - - _ _ _ _ _ _ _ _$ 135.00 and under $ 137.50 ....................................................... 1 1 1 _ _ _ 1 1 1 _ _ _$ 137.50 and under $ 140.00 ______________________________ - - - _ _ _ _ _ _ _ _$ 140.00 and under $ 142.50 ____ _ ____ _ ____ - - - - - - 1 - - 1 - 1

Establishments having no specified m inim um ____ __ ____ 18 9 XXX 9 XXX XXX 29 11 XXX 18 XXX XXX

Establishments which did not em ploy w orkers92 29 XXX 63 XXX XXX 42 12 XXX 30 XXX XXX

See footnotes at end of tables.

^ll^ulL-tim ejnn£nufa£turin£ji>la^

All w orkers 7 W orkers on late shifts

Second shift Third shift Second shift Third shift

Percent of w orkers

In establishments with late shift provisions___ 89.7 71.7 19.7 5.8

With no pay differential fo r late shift w ork .____ 2.2 1.6 .7 .5With pay differential for late shift work________ 87.5 70.1 19.0 5.3

U niform cents-per-hour d ifferential________ 33.9 26.2 5.3 1.0U niform percent d ifferen tia l__ ____________ 51.5 3.6 13.1 .1Other d ifferential_______ __ _ _ . _________ 2.1 40.2 .6 4.2

Average pay differential

U niform cents-per-hour d ifferential___________ 21.6 27.0 23.8 17.0U niform percent differential _ . _________ 10.2 13.0 10.1 12.2

Percent of w orkers by type and amount o f pay differential

U niform cents-p er-hour:4 cen ts_______________________ ______________ 1.6 - .4 -5 cen ts_______________________________________ .4 - .1 -7 cen ts_______________________________________ - 1.6 - .49 cen ts_______________________________________ .6 - .2 -10 c e n ts ______________________________________ 6.7 .6 .8 .115 c e n ts ______________________________________ 7.9 1.4 .5 -16 cents ______________________________________ _ .6 - .217*& cents____________________________________ .8 - .2 -18 c e n ts ______________________________________ _ 1.5 - (8 )19 c e n ts __________________________ ___ ____ 1.8 - .4 -20 c e n ts ______________________________________ _ 3.6 - -24 c e n ts _______________ _____________________ _ 1.8 - (8 )25 c e n ts ______________________________________ 2.1 2.3 .1 .128 c e n ts ______________________________________ 1.3 - .3 -30 c e n ts ______________________________________ 2.3 4.5 .9 .235 c e n ts ______________________________________ 1.4 1.4 .1 -36 c e n ts __________________ _________________ 3.9 3.9 .8 (8 )45 c e n ts ---------------------------------------------------------- 3.1 3.1 .6 -

U niform percent:9 percent _ _ _ ________ 1.1 - .2 -10 p e r ce n t____________________________ _____ 47.2 .8 12.4 <8 )12 p e r ce n t______________ __ _ ______ ____ - 1.0 - .11272 p e rce n t___________________ ____________ 1.5 - .2 -15 p e r ce n t______________________ ___________

Other differential:Full day's pay for reduced hours

1.7 1.7 .3 (8 )

plus cen ts____________________ ___ ________ 40.2 4.2

See footnotes at end of tables.

Plant workers O ffice w orkersItem

All industries Manufacturing Public utilities All industries Manufacturing Public utilities

Percent o f w orkers by scheduled weekly hours and days

A ll full-tim e w ork ers____________________________________ 100 100 100 100 100 100

22 hours— 5 days________________________________ _______ — ( !) _ _ _ _22l/z hours— 5 days____________________ ______________ (9) - - - - -25 hours— 5 days------ ------ ------------- ---- ---------------------------- 1 - - - - -2 7 V2 hours— 5 days________________ _____ __________________ - - - 1 - -28 hours— 4 days______________________________________________ 1 1 - - - -30 hours— 5 days______________________________________________ 1 - - - - -32 hours— 4 days______________________________________________ 1 2 - (9) 1 -33 hours— 5 days______________________________________________ ( ’ ) - - - - -34 hours— S lU days___________________________________________ - - - ( ’ ) - -35 hours— 5 days______________________ _____________________ 1 - - 4 - -35% hours— 5 days___________________________________________ - - - 3 - -36 hours— 5 days______________________________________________ - - - 3 - -367* hours— 5 days___________________________________________ - - - 15 1 -3673 hours— 5 days___________________________________________ - - - 3 - -36% hours— 5 days___________________________________________ - - - 3 - -377io hours— 5 days__________________________________________ - - - 13 - -3 7 72 hours— 5 days___________________________________________ 4 2 - 22 4 3038 hours— 5 days_____ ________________________________________ 1 - - (’ ) - -40 hours— 5 days---------------------------------------------------------------------- 72 75 99 32 90 7042 hours— 5 days______________________________________________ 3 3 - - - -45 h ou rs_______________________________________________________ 4 5 1 1 4 -

5 days______________________________________________________ 3 4 1 1 4 -572 days_____________________________ ____________________ 1 1 - - - -

47 hours— 5 days_________________________________ ____ _______48 h ou rs____ ________________________________________________

5 V2 days--------------------------------------------------------------------------------6 d a ys___________ ___________________________________________

50 hours— 572 days------------------------------------------------------------------55 h ou rs_______________________________________________________

5 d ays______________________________________________________572 d ays____________________________________________________

4

233

2

232

34 2 3

A verage scheduled weekly hours

All weekly work schedu les------------------------------------------------------ 40.6 41.2 40.0 37.8 40.0 39.2

See footnotes at end of tables.

Plant w orkers O ffice w orkersItem

All industries Manufacturing Public utilities All industries Manufacturing Public utilities

P ercent o f w ork ers

A ll fu ll-tim e w ork ers____________________________________ 100 100 100 100 100 100

In establishm ents not providingpaid h o lid a y s________________________________________________ 2 - - (9 ) - -

In establishm ents providingpaid h o lid ays________________________________________________ 98 100 100 99 100 100

A verage number o f paid holidays

F or w ork ers in establishm entsproviding h o lid a y s__________________________________________ 10.0 10.7 10.3 10.1 10.8 9.9

P ercent of w ork ers by numbero f paid holidays provided 10

3 h o lid a ys---------------------------------------------------------------------------------- (?) _ _ - _5 h o lid a y s---------------------------------------------------------------------------------- (9 ) - (9 ) - -6 h o lid a ys---------------------------------------------------------------------------------- 5 1 1 1 (?) (9 )6 holidays plus 2 half d a y s___________________________________ 1 (’ ) - (9 ) (9 ) -7 h o lid a ys_____________________________________________________ 12 7 - 4 6 -7 holidays plus 1 half day-------------------------------------------------------- - - - (9 ) - -7 holidays plus 2 half d a y s ------------------------------------------------------ - - - (9 ) - -8 h o lid a ys_____________________________________________________ 7 6 - 3 2 -8 holidays plus 1 half day-------------------------------------------------------- 1 1 - (9 ) (9 ) -8 holidays plus 2 half d a y s___________________________________ - - - (9 ) - -9 h o lid a ys---------------------------------------------------------------------------------- 14 10 18 4 6 139 holidays plus 1 half day-------------------------------------------------------- - - - 4 - 309 holidays plus 2 half d a y s___________________________________ 1 2 - (9 ) 1 -10 holidays-------------------------------------------------------------------------------- 8 10 34 56 27 4110 holidays plus 2 half days---------------------------------------------------- 2 1 22 2 6 911 holidays-------------------------------------------------------------------------------- 10 12 26 14 9 612 holidays-------------------------------------------------------------------------------- 34 48 - 10 41 -12 holidays plus 1 half day ------------------------------------------------------ - - - (9 ) - -13 holidays-------------------------------------------------------------------------------- 1 - - - - -14 holidays-------------------------------------------------------------------------------- 1 2 (’ ) 2 -15 holidays-------------------------------------------------------------------------------- 1 1 (9 ) 1

P ercent o f w ork ers by total paidholiday tim e provided ll

3 days o r m o r e ------------------------------------------------------------------------- 98 100 100 99 100 1005 days o r m o r e ------------------------------------------------------------------------- 97 100 100 99 100 1006 days o r m o r e ------------------------------------------------------------------------- 97 100 100 98 100 1007 days or m o r e --------------------------------------------- ------------------------ 92 99 99 98 99 997l/z days or m o r e --------------------------------------------------------------------- 79 91 99 95 94 998 days o r m o r e _____________________________________________ 79 91 99 95 94 998V2 days or m o r e --------------------------------------------------------------------- 72 85 99 92 92 999 days o r m o r e ------------------------------------------------------------------------- 71 84 99 91 91 999 V2 days or m o r e --------------------------------------------------------------------- 58 75 81 87 86 8710 days or m ore------------------------------------------------------------------------ 58 75 81 83 86 5711 days or m ore------------------------------------------------------------------------ 48 63 48 27 58 1612 days or m ore------------------------------------------------------------------------ 36 51 - 11 44 -1 2 l/2 days or m ore____________________________________________ 3 3 - 1 3 -13 days or m ore------------------------------------------------------------------------ 3 3 - 1 3 -14 days or m ore------------------------------------------------------------------------ 2 3 - 1 3 -15 days_________________________________________________________ 1 1 (9 ) 1

Item 10Plant w orkers O ffice w orkers

A ll industries Manufacturing Public utilities A ll industries Manufacturing Public utilities

Percent of w orkers

A ll fu ll-tim e w o rk e rs _______ ______ _ — _______ 100 100 100 100 100 100

New Y ear's Day____________ ____ ___ _____ _______________ 98 100 100 99 100 100Lincoln 's B irthday_____ ___ ____ _________ _ ______ _______ (9) - - 11 - -Washington's B irthday__________________— ____—----------- —_ 22 8 90 38 13 95Good F riday________ _________________________ _______________,_ 73 93 62 59 93 47Good Friday, half day------------------------------------------------------------- (9) (9) - 1 - 30M em orial D a y _________________________ _______ __________ ___ 97 100 99 99 100 99Fourth o f July _____ ___________________________ ___„, 97 99 100 99 99 100Labor D a y___________________________ ______ — — ----- 98 100 100 99 100 100Columbus D a y _________________ ______________________—------- - 5 - 79 16 - 88Veterans D ay_____________________________________ ___________ 4 (9) 67 14 (9) 64Thanksgiving D ay____ ____ ____ _________________ _____ 98 100 100 99 100 100Day after Thanksgiving_______ ____ __ __ __ ------- ------------- 60 81 23 75 90 11Christmas E v e ___________________ _____ — — ——------- — - 18 23 - 9 33 -Christmas Eve, half d a y _____________________________________ 5 4 22 6 7 9Christmas D a y _____________ ________________ — ------,---------- . 97 98 100 99 100 100Christmas—New Y ea r's holiday period 12____________ — ---------- 3 2 - 1 3 -Extra day during Christm as w e e k _______ ____________________ 3 4 - 30 2 -2 extra days during Christm as w eek ------------------- ------------------ 3 4 - (9) 1 -New Y ear's E ve__________________________ _________________ _ 14 17 6 4 12 5New Y ear's Eve, half day____ ____ _____ — ________ _ 3 3 22 3 6 9Floating holiday, 1 d a y 13-------------- -------------- — __ — ------ _ 14 18 35 24 31 34Floating holiday, 2 days 13_______________________________ ,___ 6 8 - 35 9 -Floating holiday, 3 days 13-------------------------- ------- ...— ------ 2 3 - 3 5 -Floating holiday, 4 days 13------------------------------------------------------- 28 40 3 9 35 (’)Em ployee's birthday------ ------------ -------------------------------- — - 13 9 26 4 10 14Em ployee's ann iversary________________ ______________ — — 4 3 - 0 - -Pe rsonal day____________________________ ________ __________ 2 6 (9) 5

See footnotes at end o f tables.

Plant w orkers O ffice w orkersItem

All industries Manufacturing Public utilities A ll Industries Manufacturing Public utilities

Percent o f w ork ers

A ll fu ll-tim e w o r k e r s ___________________________ _— 100 100 100 100 100 100

In establishm ents not providingpaid va ca tion s________________ ___— . . . _____ __— _.------ . 2 - - - - -

In establishm ents providingpaid vacations _________________ ______. . . _______________ _ 98 100 100 100 100 100

Length -of-tim e payment -----------— ----------------— -------- 66 54 81 99 99 100Percentage payment . . . . _______ _— . . . -----------—-------- - — 32 46 19 (’ ) (*) -Other paym ent--------------------------------------------------------------------- " “ ■ “ ■ "

Amount o f paid vacation a f t e r :14

6 months o f se rv ice :(9)Under 1 week ______ _____ ________. . . . . . . . . . . . . __ 39 55 7 3 4

1 week ___________ _________________ ___________. . . . . . ._ ------ 29 28 59 35 74 71O ver 1 and under 2 w e e k s .____________ ______________ <9) (9) - 29 6 -2 w eeks _______________________ ______ _________ ___. . . __ 19 20 1 11

1 year o f s e rv ice :1 week _ _ _ ____ ____________________________ ___ 67 72 25 8 5 48O ver 1 and under 2 w eek s---------- --------------------------- . . 4 5 - (9) 2 -2 weeks _______ _______________________ _____________ 27 23 72 88 93 52O ver 2 and under 3 w eek s______ __________________ (9) (’ ) - - - -3 weeks ______________________ _ _________________ — — “ - 3 -

2 years o f se rv ice :(9)1 week _______________________ _____________________ 14 14 4 1 2

O ver 1 and under 2 weeks ___. . . ______________ . . . . . __ 6 8 - 1 3 -2 weeks _______ _________. . . .___________________ _ 78 78 96 95 95 99Over 2 and under 3 w eek s______ _________ ____________ 1 1 - (9) 1 -3 w eek s----------------------------------------------------------------------■— “ “ 3 “

3 years o f s e rv ice :H (9)1 w e e k --- ---------------------------------. . . . — ____ 8 8 4 1

Over 1 and under 2 w eek s________________ __________ — 6 8 - 1 3 -2 w eeks--- ------------ -------- . . . . — . . . . . ------------------- . . . . . 84 83 96 82 96 99Over 2 and under 3 weeks ---------- ------- ---------------------- 1 1 - (9) 1 -3 w eek s___________________________ ____________ ______ " - " 17 “ "

4 years o f s e rv ice :8 1 (9)1 week ------------------------------- ------------------ ------------------ . . . . . . 8 4 (9 \

Over 1 and under 2 w eek s--------------------------------------------- 3 4 . (*) 1 -2 weeks ____________________. . . ------- --------- . . . ------------------- 87 58 96 82 97 99Over 2 and under 3 w eeks--------------------------------------------- 1 1 - (9) 1 -3 w eek s ._________ — ------------------------------ -------------- ----- — (9) - - 17 * “

5 years o f s e rv ice :(9)] week „ ........ _ „ rm-r- - , 2 1 4 <!> *

Over 1 and under 2 w eek s-----------------------------------------— 1 i 1 - {’ ) 1 -2 w eek s .------------------------------------------------------------------------— 83 1 89 65 43 94 \ 8?Over 2 and under 3 w e e k s ..------------------------------------------ 6 7 ’ 1 33 w eek s------------------------------ -------------------------------------------- 7 1 31 4 4 3 iOver 3 and under 4 w eek s---------------------------------------------

i i___________________________

3si------------------------------------------ i

1i

Plant w orkers O ffice w orker#Item

All industries Manufacturing Public utilities A ll industries Manufacturing Pu blic utilities

Amount o f paid vacation after 14— Continued

10 years o f serv ice :(9) (f )] week i ... __ . . . - ______________ 2 1 1 -

Over 1 and under 2 w eeks________________________ ——— (’ ) - 3 - - -? WAalr ̂ 16 17

1_ 4 7 1

Over 2 and under 3 weeks ---------------------------------------- 1 - (9) o77 81 96 63 92 99

Over 3 and under 4 weeks -------------------------------- — (’ ) (9) 3 12 29

12 years o f serv ice :(9>2 1 i (9)

(’ )14

_ 315 _ 4 7 1

2 2 _ _76 80 96 62 91 99

2 3 4 32 _ 29 _

15 years o f serv ice :n1 week -------- --------------------------------------------------------- ----- 2 1 1 (9) -

Dvpr 1 and under 2 weeks _ _ _______________ (9)67. weeks 5 3 2 2 i

Over 7 and under 3 weeks __ 1 _ _3 week s . ___ 66 79 19 48 74 29Over 3 and under 4 weeks _ _______ _ _______ 4 6 3 14 weeks _ _____ _ 19 8 77 44 23 69Over 4 and under 5 w eek s ._________________________ _ 3

20 years o f serv ice :(9) (’ )1 2 1 1 _

Qvpy 1 »T>d under 7. w eek s ..... .... _ .. (9) _ _7 weeks. . . . ...... ... ____„ 6 5 3 2 2 1Over 7. and under 3 weeks ......... ____ (9)

15_ _ _ _ _

14 _ 14 12 _Over 3 and -under 4 w eeks______________ — ------— -------- (9) (9) - (9) - -4 weeks . , _ „ , _____,_____ 71 77 67 79 83 50Hwar A and under 3 weeks _ ... _____________ 1 5 3 49 ̂ weeks . .... m 2 1 29 _ _

25 years o f serv ice :1 week .. . .. . 2 (9)Over 1 and under 2 weeks __ _ (9)

6_ . _

7. weeks ... . . r - ___ _____ 5 3 2 2 1Over 7 and under 3 w eek s ........... ... (9)

12_ _ _ _

3 weeks . . . . . . . . . . . . . . . . . 11 . 4 8 _

Over 3 and under 4 weeks . .... _ rT.„ (9)31

(’ )27

_ (9)59

.

4 weeks ................. , _ _ _ ________ __ 29 38 14Over 4 and under <1 w eeks. .. . .. . 1 1 _ (9)

341

5 weeks . ............. _ — .. . r rr-r r- 45 55 64 51 83f> weeks . . ......... ....... (’ ) _ 3 (9) 2

See footnote* at end of tables*

Plant w orkers O ffice w orkersItem

All industries Manufacturing Public utilities A ll industries Manufacturing Public utilities

Amount o f paid vacation after 14——Continued

30 years o f s e rv ice :(9) (9)1 week ___________________________ ________ — — 2 1 1 -

Over 1 and under 2 w e e k s .________ _______________ ___ (’ ) - - - -2 we files r 6 5 3 2 2 1Over 2 and under 3 w eeks ____________ ________ (9) - - - - -3 w eeks __________________ ______ _____________ — _ 12 11 - 4 8 -Over 3 and under 4 w eek s« .. .__ _ __ __ __ __ _ (9) (9) - (9) - -4 w eeks _____ __ __ __ __ ____ ____ _ 28 26 7 58 38 5Over 4 and under 5 w eek s____—____— _ ---- -------— — — 1 1 - (’ ) 1 -5 w eeks _________________ _____ _ _ — -------- ------- --- 47 56 86 35 51 926 w eeks___________________________ ___ ____ 1 - 3 (9) - 2

Maximum vacation available:(9)1 w e e k ------------------- --- _ _ ----- ------------- - ---- 2 1 1 ( ’ ) -

Oven 1 and under 2 w eek s_____ _ ----------- — — (’ ) - - - - -2 w eek s___________________ _______ __________ 6 5 3 2 2 1Over 2 and under 3 w eeks _________ _— ------ — _ (9) - - - - -3 w eeks _________ _____ _____ ____ _____ __ _ 11 9 - 4 7 -Over 3 and under 4 w eek s______ —______ ______ (9) (9) - (9) - -4 w eek s____________ ______________—---------- ------ ---- . 29 28 7 58 38 5Over 4 and under 5 w eek s------------ _ --------------------- ---- 1 1 - (9) 1 -5 w eeks __ ________________ _____----- ------— — 47 56 86 35 51 926 w eeks __ __ ______ _____ _ _ _ _ _ _ — 1 3 (9) 2

See footnotes at end o f tab les.

ItemPlant workers Office workers

All industries Manufacturing Public utilities All industries Manufacturing Public utilities

P ercent o f w ork ers

A ll fu ll-tim e w ork ers____________________________________ 100 100 100 100 100 100In establishments providing at least one o f the

benefits shown below 15_____________________________________ 97 99 99 99 100 99

Life insurance________________________________________________ 95 98 99 97 98 99Noncontributory p lan s_____________________________________ 75 81 85 79 58 94

Accidental death and dism em berm ent insurance____________ 83 90 77 87 93 60Noncontributory p lans_____________________________________ 68 78 54 55 57 49

Sickness and accident insurance or sick leaveor both 16 _____ . _____________________ ________ — - 87 95 85 96 99 94

Sickness and accident insurance__________________________ 76 90 56 63 80 67N oncontributory p lan s_______________________ _ ____ 68 82 52 52 52 66

Sick leave (full pay and no waiting period)_______________ 49 53 32 67 88 81Sick leave (partial pay or waiting period)________________ 3 2 11 5 12

Long-term disability insurance______________________________ 14 11 22 58 39 9Noncontributory p lan s__________ ________________________ 11 10 22 53 30 9

Hospitalization insurance____________________________________ 94 99 99 99 100 99Noncontributory p lan s____________________________________ 75 84 99 37 62 99

Surgical insurance____________________________ _____________ 94 99 99 99 100 99Noncontributory p lans_____________________________________ 75 84 99 37 62 99

Medical|insurance _ _ _______________________________________ 93 99 99 99 100 99Noncontributory p lan s____________________________________ 74 83 99 37 62 99

M ajor m edical insurance------------------------------------------------------- 86 91 99 98 94 99Noncontributory p lans--------------------- -------------------------------- 67 76 99 35 56 99

Dental insurance______________________________________________ 12 7 51 36 4 25Noncontributory p la n s___ ________________________________ 10 6 51 6 1 25

Retirement p en s ion ________________________________________ _ 81 86 95 97 97 99Noncontributory p lan s____ _______________________________ 48 43 95 83 41 99

See footnotes at end of tables.

Footnotes

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

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

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

3 Excludes premium pay for overtime and for work on weekends, holidays, and late shifts.4 These salaries relate to formally established minimum starting (hiring) regular straight-time salaries that are paid for standard

w o rk w e e k s .5 Excludes workers in subclerical jobs such as messenger.6 Data are presented for all standard workweeks combined, and for the most common standard workweeks reported.I Includes all plant workers in establishments currently operating late shifts, and establishments whose formal provisions cover late

shifts, even though the establishments were not currently operating late shifts.8 Less than 0.05 percent.9 Less than 0.5 percent.10 For purposes of this study, pay for a Sunday in December, negotiated in the automobile industry, is not treated as a paid holiday.II A ll combinations of full and half days that add to the same amount are combined; for example, the proportion of workers receiving

a total of 9 days includes those with 9 full days and no half days, 8 full days and 2 half days, 7 full days and 4 half days, and so on. Proportions then were cumulated.

xz A Christmas—New Year holiday period is an unbroken series of holidays which includes Christmas Eve, Christmas Day, New Year's Eve, and New Year's Day. Such a holiday period is common in the automobile, aerospace, and farm implement industries.

13 "Floating" holidays vary from year to year according to employer or employee choice.14 Includes payments other than "length of t im e ," such as percentage of annual earnings or flat-sum payments, converted to an

equivalent time basis; for example, 2 percent of annual earnings was considered as 1 week's pay. Periods of service are chosen arbitrarily and do not necessarily reflect individual provisions for progression; for example, changes in proportions at 10 years include changes between 5 and 10 years. Estimates are cumulative. Thus, the proportion eligible for at least 3 weeks' pay after 10 years includes those eligible for at least 3 weeks' pay after fewer years of service.

15 Estimates listed after type of benefit are for all plans for which at least a part of the cost is borne by the employer. "Noncontributory plans" include only those financed entirely by the employer. Excluded are legally required plans, such as workmen's compensation, social security, and railroad retirement.

18 Unduplicated total of workers receiving sick leave or sickness and accident insurance shown separately below. Sick leave plans are limited to those which definitely establish at least the minimum number of days' pay that each employee can expect. Informal sick leave allowances determined on an individual basis are excluded.

Appendix A

Area wage and related benefits data are obtained by personal v isits of Bureau field r e p re s e n t atives at 3-y ea r in terv a ls .1 In each of the intervening yea rs , inform ation on employment and occupational earnings is co llected by a combination of personal v is it , m ail questionnaire, and telephone interview from establishm ents participating in the previous survey.

In each of the 8 2 2 areas currently surveyed, data are obtained from representative estab­lishments within six broad industry d ivisions: Manufacturing; transportation, com munication, and other public utilities; w holesale trade; retail trade; finance, insurance, and rea l estate; and serv ices . M ajor industry groups excluded from these studies are government operations and the construction and extractive industries. Establishm ents having few er than a p rescribed number of w orkers are omitted because of insufficient employment in the occupations studied. Separate tabulations are provided for each of the broad industry divisions which meet publication criteria .

These surveys are conducted on a sample basis. The sampling procedures involve detailed stratification of all establishm ents within the scope o f an individual area survey by industry and number of em ployees. F rom this stratified universe a probability sample is selected , with each establishment having a predeterm ined chance of selection . To obtain optimum accuracy at m inimum cost, a greater proportion o f large than sm all establishm ents is selected. When data are com bined, each establishment is weighted according to its probability of selection , so that unbiased estim ates are generated. For exam ple, if one out o f four establishm ents is selected, it is given a weight of four to represent itse lf plus three others. An alternate of the same original probability is chosen in the same industry-size classification if data are not available fo r the original sample m em ber. If no suitable substitute is available, additional weight is assigned to a sample m em ber that is s im ilar to the m issing unit.

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

industries, and are o f the following types: (1) O ffice c le r ica l; (2) professional and technical; (Vsmaintenance and powerplant; and (4) custodial and m aterial movement. Occupational classification is based on a uniform set o f job descriptions designed to take account of interestablishm ent variation in duties within the same job . Occupations selected for study are listed and described in appendix B. Unless otherwise indicated, the earnings data following the job titles are for all industries combined. Earnings data for som e of the occupations listed and described , or for som e industry divisions within occupations, are not presented in the A -se r ie s tables, because either (1) employment in the occupation is too small to provide enough data to m erit presentation, or (2) there is possibility of d isclosure of individual establishment data. Separate m en 's and w om en's earnings data are not presented when the number of w orkers not identified by sex is 20 percent or m ore of the men or women identified in an occupation. Earnings data not shown separately for industry divisions are included in all industries combined data, where shown. Likew ise, data are included in the overall classification when a sub- classification o f e lectron ics technicians, secreta ries , or truck drivers is not shown or information to subclassify is not available.

Occupational employment and earnings data are shown for fu ll-tim e w ork ers , i .e . , those hired to work a regular weekly schedule. Earnings data exclude premium pay for overtim e and for work on weekends, holidays, and late shifts. Nonproduction bonuses are excluded, but cos t-o f-liv in g allowances and incentive bonuses are included. Weekly hours for o ffice c le r ica l and professional and technical occupations re fer to the standard workweek (rounded to the nearest half hour) for which em plovees receive regular straight-tim e salaries (exclusive of pay fo r overtim e at regular and /oi prem ium rates). Average weekly earnings fo r these occupations are rounded to the nearest half dollar.

These surveys m easure the level of occupational earnings in an area at a particu lar tim e. Com parisons of individual occupational averages over time may not re flect expected wap« changes. The averages for individual jobs are affected by changes in wages and employment patterns. For example, proportions o f w orkers em ployed by high- or low-wage firm s may change, or high-wage

1 Personal visits were on a 2-year cyc le before July 1972. ̂ Included in the 82 areas are 12 studies conducted by ihe Bureau under contract. These areas are Akron, Ohio* Austin, Tex Binghamton,

N. Y. —Pa. j Birmingham, A la .; Fort Lauderdale—Hollywood and West Palm Beach—Boca Raton, F la .; Lexington-Fas erte K y .. Melbourne— Titnsv'l if — Cocoa, F la.; Norfolk—Virginia Beach—Portsmouth and Newport News— Hann't'an. Va. —N. , Poughkeepsie bw'rnigj.Durham, N. C . ; Syracuse, N .Y .; and Westchester County, N .Y . In addition, the Bureau conduct: more l » t , s ' ciie* in approximately 70 areas at the request o f the Employment Standards Administration o f the U. S. Department o f Labor.

w orkers may advance to better jobs and be rep laced by new w ork ers at low er rates. Such shifts in employment could decrease an occupational average even though m ost establishm ents in ar area increase wages during the year Trends in earnings of occupational groups, shown in table A -'\ are better indicators of wage trends than individual jobs within the groups.

Average earnings reflect com posite, areawide estim ates. Industries arid establishm ents differ ir- pay level and job staffing, and thus contribute differently to the estim ates for each job Pay averages may fail to reflect accurately the wage differential among job s in individual establishm ent*.

Average pay levels for men and women in selected occupations should not be assumed to re flect differences in pay of the sexes within individual establishm ents, F actors which may contribute to d ifferences include progression within established rate ranges, since only the rates paid incumbents are co llected , and perform ance of specific duties within the general survey job descriptions. Job descriptions used to classify em ployees in these surveys usually are m ore generalized than those used in individual establishments and allow for m inor difJerences among establishm ents in specific duties perform ed.

Occupational employment estim ates represent the total in all establishm ents within the scope of the study and not the number actually surveyed. Because occupational structures among estab lish ­ments d iffer, estimates of occupational employment obtained from the sample of establishm ents studied serve only to indicate the relative importance of the jobs studied. These d ifferences in occupational structure do not affect materially the accuracy oi the earnings data.Wage trends for selected occupational g roups

The percents of change in table A - 7 relate, to wage changes between the indicated nates. Annual rates of increase, where shown, re flect the amount of increase for 12 months when the time span between surveys was other than 12 months. Annual ? are based on the assumption tha? ware:; increased at a constant rate between surveys.Occupations used to compute wage trends are.

Office c le r ica l (men and women):Bookkeeping-machine operators

class BClerks, accounting, c la sses A and B Clerks, file , c la sses A, B, and C Clerks, order C lerks, payrollKeypunch operators, classes A and BM essengersSecretariesStenographers, generalS ten og ra ph ers , Senior Tabuiating-macbine operator*?,

class ETypists, classes A and B

Electronic data processing (men and women);

E lectron ic : ;: a proc e ssing (men and wom en t Continued

Computer system-* analysis c la sses A. B , and C

Industrial purser (men an 3 women)

N urses, industrial (reg istete .Skilled maintenance (men i:CarpentersElectricians-M achinistsMechanicsM echanics fautomotive)PaintersPipefitter fT ool and die m akers

Computer operators, classes A, B . and C Computer program m ers, cla sses A, B ,

and C

Unskilled plant (men):Janitors., p orte rs , and i leaners L a borers , m a 'er ia l handling

Percent changes for individual areas in the program are compute a as follow s:1. Each occupation is assigned a weight based on its proportionate em ploym ent in the s<tk c?e

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

earnings is multiplied by its weight, The pr od uc ts a re totaled to obtain a group average.3 The ratio of group averages for Z consecutive years is com puted by dividing the. ave rage

tor the current year by the average for the ea r lier year. The results— expressed as a pc!rceu'.-~les*s 1 Cn it? tb* percent change,

Lstabll s hment p r act ices and supplement ary wage provisions

The 3 -s e r ie s tables provide information on establishment practices and supplementary wage provisions for fu ll-tim e plant and office w orkers. '’ Plant w orkers" include working forem en and all nonsupervisory w orkers (including learimen and trainees) engaged in nonoffice functions. Cafeteria w orkers and routemen are excluded from manufacturing, but included in nonmanufacturing industries. 'O ffice workers'* include working supervisors and nonsupervisory workers perform ing c le r ica l or related functions. adm inistrative, executive, professional, and part-time em ployees are excluded. Part-tim e em ployees are those hired to work a schedule calling regularly for fewer weekly hours than the establishm ent's schedule for fu ll-tim e em ployees in the same general type of work. The determination is based on the em p loyer 's distinction between the two groups which may take into account not only differences in work schedules but differences in pay and benefits.

Minimum entrance sa laries for o ffice w orkers relate only to the establishments visited. (See table B -l ) Because of the optimum sampling techniques used and the probability that large establishm ents are m ore likely than sm all establishments to have form al entrance rates above the cu bclerica l level, the cable is m ore representative of policies in medium and large establishments.

Shift differential data are lim ited to lull-tim e plant w orkers in manufacturing industries. (See table B -2 . ' This inform ation is presented in term s of ( i ) establishment policy for total plant worker employment, and (2) effective practice for workers employed on the specified shift at the tim e of the survey. In establishm ents having varied differentials, the amount applying to a m ajority is used. In establishments having som e late-sh ift hours paid at norm al rates, a differential is recorded only if it applies to a m ajority of the shift hours. A second (evening) shift ends work at or near midnight. A hi rd (night) shift starts work at or near midnight.

The scheduled weekly hours and •isys of a majority 01 the first-sh ift w orkers in an establish­ment are tabulated as applying to all lu ll-tim e plant or office workers of that establishment. (See nole B - l . ) Scheduled weekly hours and days are tb^se which a m ajority of fu ll-tim e em ployees are

expected ' o work for straight-tim * or overtim e rites .

Paid holidays; paid vacations, and health, insurance, ana pension plans are treated statisticallyas applying to ail fu ll-tim e plane or office w orkers a a m ajority of such ‘ver/.-rs are eligible or may ;»vf (nuaily quality for the p ractices listed. (See tables 13-4 through B -6 .) lam -• ;f lrdividudl items in table.* 3 -2 through B -5 may not equal totals because of rounding.

Data on paid holidays are lim ited to holidays granted annually on a form al basis , which (1) a its orovjded for in written form , or (2) are established by custom. (See table B -4 .) Holidays ordinarily granted are included even though they may tall on a nonworkday and the w orker is not granted another day off. The first part of the paid holidays tabae presents the number of whole and half holidays actually granted. The second part combines whole and half holidays to show total holiday tim e. Table !>-4a reports th* incidence of the most common paid holidays.

' An establishment was considered as having a policy *J it met either of the following conditions. {1) Operate.1 late shifts at che time o f the survey, or [ 2 ) had 1 > nal provisions covering late shifts. An establishment was considered as having formal provix ons 4f it (1 ) had operated l*te shifts luring the nv-uths beiore the survey, or (?) had provisions in written form to operate late shifts

The summary of vacation plans is a statistical m easure of vacation provisions rather than a m easure of the proportion of fu ll-tim e w orkers actually receiving specific benefits. (See table B -5 .) Provisions apply to all plant or o ffice w orkers in an establishment regardless of length of service. Payments on other than a time basis are converted to a tim e period; for example, 2 percent of innual earnings are considered equivalent to 1 w eek's pay. Only basic plans are included. Estimates exclude vacation bonuses, vacation-savings plans, and "extended" or "sabbatical" benefits beyond basic plans. Such provisions are typical in the steel, aluminum, and can industries.

Health, insurance, and pension plans for which the em ployer pays at least a part of the cost include those (1) underwritten by a com m ercia l insurance company or nonprofit organization, (2) provided through a union fund, or (3) paid directly by the em ployer out of current operating funds or from a fund set aside for this purpose. (See table B -6 .) An establishment is considered to have such a plan if the m ajority of em ployees are covered even though less than a m ajority participate under che plan because em ployees are required to contribute toward the cost. Excluded are legally required plans, such as w orkm en's compensation, socia l security, and railroad retirement.

Sickness and accident insurance is lim ited to that type of insurance under which predetermined cash payments are made directly to the insured during tem porary illness or accident disability. Information is presented for all such plans to which the em ployer contributes. However, in New York and New Jersey , which have enacted tem porary disability insurance laws requiring em ployer contributions,4 plans are included only if che em ployer (1) contributes m ore than is legally required, or (2) provides the em ployee with benefits which exceed the requirements of the law. Tabulations of paid sick leave plans are lim ited to form al plans5 which provide full pay or a proportion of the w ork er's pay during absence from work because of illness. Separate tabulations are presented according to (1) plans which provide full pay and no waiting period, and (2) plans which provide either partial pay or a waiting period. In addition to the presentation of proportions of workers provided sickness and accident insurance or paid sick leave, an unduplicated total is shown of w orkers who receive either or both types of benefits.

Long term disability insurance plans provide payments to totally disabled em ployees upon the expiration of their paid sick leave and /or sickness and accident insurance, or after a predetermined period of disability (typically 6 months). Payments are made until the end of the disability, a maximum age, or eligibility for retirem ent benefits. Full or partial payments are almost always reduced by socia l security, w orkmen's compensation, and private pensions benefits payable to the disabled em ployee.

M ajor m edical insurance plans protect em ployees from sickness and injury expenses beyond the coverage of basic hospitalization, m edical, and surgical plans. Typical features of m ajor m edical plans are (1) a "deductible" (e .g ., $50) paid by the insured before benefits begin; (2) a coinsurance feature requiring the insured to pay a portion (e .g ., 20 percent) of certain expenses; and (3) stated dollar maximum benefits (e .g ., $ 10,000 a year). M edical insurance provides com plete or partial payment of doctors ' fees. Dental insurance usually covers fillings, extractions, and X -rays. Excluded are plans which cover only oral surgery or accident damage. Retirement pension plans provide payments for the rem ainder of the w ork er's life .

4 The teroporaiy disability laws in California and Rhode Island do not require employer contributions.* An establishment is considered as having a formal plan if it established at least the minimum number of days sick leave available to each

imployee. Such a plan need not be written; but inform*! sick leave allowances, determined on an individual basis, are excluded.

Establishments and workers within scope of survey and number studied in Hartford, Conn.,1 March 1975

Minimum employment in establish*

ments in scope o f study

Number o f establishments Workers in establishments

Industry division 2Within scope of study

StudiedWithin scope of study1 Studied Total4 F u ll-tim e Fu ll-tim e

Number Percent plant w orkers office w orkers T otal4

All d iv is io n s________________________________ _ 554 146 153,148 100 60,428 41, 155 108, 185

Manufacturing ____ ____ ____ _________________ 50 201 50 72,054 47 41,633 10,079 51,452N onmanufacturing_____________________________

Transportation, com munication, and“ 353 96 81,094 53 18, 795 31,076 56,733

other public utilities 5 ______ _______________ 50 39 12 6, 068 4 2, 831 1,713 3,398Wholesale tra d e______________________________ 50 64 18 6,722 4 (6) (6) 3,708Retail t r a d e __________________________________ 50 129 27 18, 375 12 (6 ) (*) 8,962Finance, insurance, and real esta te________ 50 52 16 42,532 28 (7) (6 ) 36,992Services 8 ________________ ____ _____ _________ 50 69 23

__________7, 397 5 (6) (6 ) 3,673

1 The Hartford Standard M etropolitan Statistical Area, as defined by the O ffice of Management and Budget through February 1974, consists o f the city of H artford, and 21 towns in Hartford County, New Hartford town in Litchfield County, 3 towns in M iddlesex County, Colchester town in New London County, and 10 towns in Tolland County. The "w orkers within scope of study" estim ates shown in this table provide a reasonably accurate description o f the size and com position of the labor force included in the survey. Estimates are not intended, how ever, for com parison with other employment indexes to m easure employment trends or levels since (1) planning of wage surveys requires establishment data com piled considerably in advance o f the payroll period studied, and (2) small establishm ents are excluded from the scope o f the survey.

2 The 1967 edition of the Standard Industrial C lassification Manual was used to c la ssify establishments by industry division.3 Includes all establishm ents with total employment at or above the minimum limitation. A li outlets (within the area) of companies in industries such as trade, finance, auto repair serv ice ,

and motion picture theaters are considered as 1 establishment.4 Includes executive, professional, part-tim e, and other w orkers excluded from the separate plant and office categories.5 Abbreviated to "public utilities" in the A - and B -se r ie s tables. Taxicabs and services incidental to water transportation were excluded.6 This division is represented in estim ates for "all industries" and "nonmanufacturing" in the A -se r ie s tables, and for "all industries" in the B -se r ie s tables. Separate presentation of

data is not made for one or m ore of the following reasons: (1) Employment is too small to provide enough data to m erit separate study, (2) the sample was not designed initially to perm it separate presentation, (3) response was insufficient or inadequate to perm it separate presentation, and (4) there is possibility of disclosure of individual establishm ent data.

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

8 Hotels and m otels; laundries and other personal serv ices; business serv ices; automobile repair, rental, and parking; motion pictures; nonprofit m em bership organizations (excludingreligious and charitable organizations); and engineering and architectural serv ices.

Industrial com position in manufacturing

Over tw o-fifths of the w orkers within scope of the survey in the H artford area were employed in manufacturing firm s. The following presents the m ajor industry groups and specific industries as a percent of all manufacturing:

Industry groups Specific industries

Transportation equipment_____ 44 A ircra ft and parts----- ---------------44M achinery, except e lectr ica l __ 12 Fabricated structuralFabricated metal produ cts .___ 11 metal p rod u cts ---------------------- 5E lectrica l equipment and

su p p lie s______________________ 7

This inform ation is based on estim ates of total employment derived from universe m aterials com piled before actual survey. Proportions in various industry divisions may differ from proportions based on the results o f the survey as shown in the appendix table.

Labor-management agreem ent coverage

The following tabulation shows the percent of fu ll-tim e plant and office w orkers employed in establishments in which a union contract or contracts covered a m ajority of the w orkers in the respective categories, H artford, Conn., April 1975:

Plant w orkers Office w orkers

All industrie s —_________ - 60 2M anufacturing___________ 71Public utilities ________ 82 39

An establishment is considered to have a contract covering all plant or office w orkers if a m ajority of such w orkers are covered by a labor-m anagem ent agreement. Therefore, all other plant or office w orkers are em ployed in establishments that either do not have labor-management contracts in e ffect, or have contracts that apply to fewer than half of their plant or office w orkers. Estim ates are not n ecessarily representative o f the extent to which all w orkers in the area may be covered by the provisions o f labor-m anagem ent agreem ents, because small establishments are excluded and the industrial scope of the survey is limited.

Appendix B. Occupational Descriptions

The prim ary purpose of preparing job descriptions for the Bureau's wage surveys is to assist its field staff in classifying into appropriate occupations w orkers who are employed under a variety of payroll titles and different work arrangements from establishment to establishment and from area to area. This perm its the grouping of occupational wage rates representing com parable job content. Because of this emphasis on interestablishm ent and interarea com parability o f occupational content, the Bureau's job descriptions may d iffer significantly from those in use in individual establishments or those prepared for other purposes. In applying these job descriptions, the Bureau's field econom ists are instructed to exclude working supervisors; apprentices; learners; beginners; trainees; and handicapped, part-tim e, tem porary, and probationary w orkers.

OFFICE

BILLER , MACHINE

P repares statem ents, b ills , and invoices on a machine other than an ordinary or electrom atic typew riter. May also keep record s as to billings or shipping charges or perform other c le r ica l work incidental to billing operations. F or wage study purposes, b illers , machine, are c la ssified by type of m achine, as follow s:

B ille r , machine (billing m achine). Uses a special billing machine (combination typing and adding m achine) to prepare b ills and invoices from custom ers' purchase orders, internally prepared o rd ers , shipping m em orandum s, etc. Usually involves application of predeterm ined discounts and shipping charges and entry of n ecessa ry extensions, which may or may not be computed on the billing m achine, and totals which are autom atically accumulated by machine. The operation usually involves a large number of carbon cop ies o f the b ill being prepared and is often done on a fanfold machine.

B ille r , m achine (bookkeeping m achine). Uses a bookkeeping machine (with or without a typew riter keyboard) to prepare cu stom ers ' b ills as part of the accounts receivable operation. G enerally involves the simultaneous entry of figures on custom ers' ledger record . The machine autom atically accum ulates figures on a number of vertical columns and computes and usually prints automatically the debit or cred it balances. Does not involve a knowledge of bookkeeping. W orks from uniform and standard types o f sales and credit slips.

BOOKKEEPING-MACHINE OPERATOR

Operates a bookkeeping m achine (with or without a typew riter keyboard) to keep a record of business transactions.

Class A . Keeps a set o f record s requiring a knowledge of and 'experience in basic bookkeeping p r in cip les, and fam iliarity with the structure of the particular accounting system used. Determines proper record s and distribution of debit and credit items to be used in each phase of the work. May prepare consolidated reports , balance sheets, and other records by hand.

C lass B . Keeps a record o f one or m ore phases or sections of a set of record s usually requiring little knowledge of basic bookkeeping. Phases or sections include accounts payable, payroll, cu stom ers ' accounts (not including a sim ple type of billing described under b ille r , m achine), cost distribution, expense distribution, inventory control, etc. May check or assist in preparation of tria l balances and prepare control sheets fo r the accounting department.

CLERKS, ACCOUNTING

P erform s one or m ore accounting c le r ica l tasks such as posting to registers and ledgers; reconciling bank accounts; verifying the internal consistency, com pleteness, and mathematical accuracy of accounting documents; assigning p rescribed accounting distribution codes; examining and verifying for c le r ica l accuracy various types of reports, lis ts , calcu lations, posting, etc .; or preparing simple or assisting in preparing m ore com plicated journal vouchers. May work in either a manual or automated accounting system.

The work requires a knowledge of c le r ica l methods and office practices and procedures which relates to the c le r ica l processing and record ing of transactions and accounting information. With experience, the w orker typically becom es fam iliar with the bookkeeping and accounting term s and procedures used in the assigned w ork, but is not required to have a knowledge of the form al principles of bookkeeping and accounting.

Positions are cla ssified into levels on the basis of the following definitions.

Class A. Under general supervision , perform s accounting c le r ica l operations which require the application of experience and judgment, for exam ple, c le r ica lly processing com plicated or nonrepetitive accounting transactions, selecting among a substantial variety of p rescribed accounting codes and classification s, or tracing transactions though previous accounting actions to determine source o f d iscrepancies. May be assisted by one or m ore class B accounting clerks.

Class B . Under c lose supervision, following detailed instructions and standardized procedures, perform s one or m ore routine accounting c le r ica l operations, such as posting to ledgers, cards, or w orksheets where identification of items and locations of postings are clearly indicated; checking accuracy and com pleteness o f standardized and repetitive record s or accounting documents; and coding documents using a few p rescribed accounting codes.

CLERK, FILE

F iles , c la ss ifie s , and retrieves m aterial in an established filing system. May perform c le r ica l and manual tasks required to maintain files . Positions are cla ssified into levels on the basis of the following definitions.

Class A. C lassifies and indexes file m aterial such as correspondence, reports, technical documents, e tc ., in an established filing system containing a number of varied subject matter files. May also file this m aterial. May keep record s of various types in conjunction with the files. May lead a sm all group of low er level file clerks.

R evised occupational descriptions for switchboard operator; switchboard op era tor -re ­ Listed below are revised occupational titles introduced this year to eliminate sexceptionist; m ach ine-tool operator, too lroom ; and tool and die maker are being introduced this year. They are the result o f the B ureau's policy o f periodically reviewing area wage survey occupational descriptions in ord er to take into account technological developments and to c la rify descriptions so

stereotypes in the titles:

that they are m ore readily understood and uniformly interpreted. Even though the revised descriptions reflect basica lly the sam e occupations as previously defined, som e reporting changes may occu r because o f the rev ision s.

Revised title F orm er title

D rafter DraftsmanThe new single level descrip tion for switchboard operator is not the equivalent o f the two D ra fter-tracer D raftsm an-tracer

leve ls previously defined. B oiler tender Firem an, stationary boiler

Class B . Sorts, cod es , and files unclassified m aterial by simple (subject m atter) headings or partly c la ssified m aterial by finer subheadings. Prepares sim ple related index and c ro ss -re fe re n ce aids. As requested, locates c lea rly identified m aterial in files and forw ards m aterial. May p erform related c le r ica l tasks required to maintain and serv ice files .

Class C. P erform s routine filing of m aterial that has already been cla ssified or which is easily cla ssified in a sim ple seria l classification system (e .g ., alphabetical, chronological, or num erical). As requested, loca tes readily available m aterial in files and forw ards material.; and may fill out withdrawal charge. May perform sim ple c le r ica l and manual tasks required to maintain and serv ice files .

CLERK, ORDER

R eceives cu stom ers ' orders for m aterial or m erchandise by m ail, phone, or personally. Duties involve any combination of the follow ing: Quoting p rices to custom ers; making out an ordersheet listing the item s to make up the order; checking p r ices and quantities of item s on order sheet; and distributing order sheets to respective departments to be filled . May check with credit department to determine credit rating of custom er, acknowledge receipt of orders from custom ers, follow up orders to see that they have been filled , keep file of orders received , and check shipping invoices with original orders.

CLERK, PAYROLL

Computes wages of company em ployees and enters the necessary data on the payroll sheets. Duties involve: Calculating w ork ers ' earnings based on time or production record s ; and postingcalculated data on payroll sheet, showing information such as w ork er's name, wdrking days, tim e, rate, deductions for insurance, and total wages due. May make out paychecks and assist paym aster in making up and distributing pay envelopes. May use a calculating machine.

KEYPUNCH OPERATOR

Operates a keypunch machine to record or verify alphabetic and /or num eric data on tabulating cards or on taf>e.

Positions are cla ssified into levels on the basis of the following definitions.

Class A . W ork requires the application o f experience and judgment in selecting procedures to be followed and in searching fo r , interpreting, selecting, or coding item s to be keypunched from a variety of source documents. On occasion may also perform som e routine keypunch work. May train inexperienced keypunch operators.

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

MESSENGER

P erform s various routine duties such as running errands, operating m inor office machines such as sealers or m ailers , opening and distributing m ail, and other m inor c le r ica l work. Exclude positions that require operation of a m otor vehicle as a significant duty.

SECRETARY

Assigned as personal secretary , norm ally to one individual. Maintains a close and highly responsive relationship to the day-to-day work of the supervisor. W orks fairly independently receiving a minimum of detailed supervision and guidance. P erform s varied c le r ica l and secretaria l duties, usually including m ost of the follow ing:

a. R eceives telephone ca lls , personal ca lle rs , and incoming m ail, answers routine inquires, and routes technical inquiries to the proper persons;

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

c. Maintains the su perv isor 's calendar and makes appointments as instructed;d. Relays m essages from supervisor to subordinates;e. Reviews correspondence, m em orandum s, and reports prepared by others for the super­

v iso r 's signature to assure procedural and typographic accuracy;f. P erform s stenographic and typing work.

May also perform other c le r ica l and secretaria l tasks of com parable nature and difficulty. The work typically requires knowledge of o ffice routine and understanding of the organization, program s, and procedures related to the work of the supervisor.

SECRETARY— Continued

Exclusions

Not all positions that are titled "se cre ta ry " p ossess the above ch aracteristics . Exam ples of positions which are excluded from the definition are as follow s:

a. Positions which do not meet the "p erson a l" secreta ry concept described above;

b. Stenographers not fully trained in secreta ria l type duties;c. Stenographers serving as o ffice assistants to a group of p rofession al, technica l, or

m anagerial persons;d. Secretary positions in which the duties are either substantially m ore routine or sub­

stantially m ore com plex and responsible than those ch aracterized in the definition;

e. Assistant type positions which involve m ore difficult or m ore responsible technica l, administrative, supervisory, or specialized c le r ica l duties which are not typical o f secreta ria l work.

NOTE: The term "corporate o f f i c e r ," used in the level definitions follow ing, re fe rs to those o ffic ia ls who have a significant corporate-w ide policym aking role with regard to m ajor company activ ities. The title "v ice p residen t," though norm ally indicative o f this ro le , does not in all casesidentify such positions. V ice presidents whose prim ary responsibility is to act personally on individualcases or transactions (e .g ., approve or deny individual loan or cred it actions; adm inister individual trust accounts; directly supervise a c le r ica l staff) are not considered to be "corp ora te o f fic e r s " for purposes o f applying the following level definitions.

Class A1. Secretary to the chairman of the board or president o f a com pany that em ploys, in all,

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

company that em ploys, in all, over 5, 000 but few er than 25, 000 person s ; or

3. Secretary to the head, imm ediately below the corporate o ffice r leve l, of a m ajor segment or subsidiary of a company that em ploys, in all, over 25,000 person s .

C lass B

1. Secretary to the chairman of the board or president of a company that em ploys, in all, few er than 100 persons; or

2. Secretary to a corporate o fficer (other than the chairman of the board or president) of a company that em ploys, in all, over 100 but few er than 5, 000 person s ; or

3. Secretary to the head, imm ediately below the o ffice r level, over either a m ajor corp orate ­wide functional activity (e .g ., marketing, research , operations, industrial relations, e tc .) or a m ajor geographic or organizational segment (e .g ., a regional headquarters; a m ajor division) o f a company that em ploys, in all, over 5,000 but fewer than 25,000 em ployees; or

4. Secretary to the head of an individual plant, factory , etc. (or other equivalent level of o ffic ia l) that em ploys, in all, over 5,000 p erson s; or

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

Class C

1. Secretary to an executive or m anagerial person whose responsibility is not equivalent to one of the specific level situations in the definition for c la ss B, but whose organizational unit norm ally numbers at least several dozen em ployees and is usually divided into organizational segments which are often, in turn, further subdivided. In som e com panies, this level includes a wide range of organizational echelons; in others, only one or two; or

2. Secretary to the head of an individual plant, factory , etc. (or other equivalent level of offic ia l) that em ploys, in all, few er than 5,000 p erson s .

Class D

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

2. Secretary to a nonsupervisory staff sp ecia list, p rofession al em ployee, administrative o ffice r , or assistant, skilled technician or expert. (NOTE: Many com panies assign sten ograph ers/ rather than secretaries as described above, to this leve l o f supervisory or nonsupervisory w ork er.)

Prim ary duty is to take dictation using shorthand, and to transcribe the dictation. May also type from written copy. May operate from a stenographic pool. May occasionally transcribe from v o ice record ings (if p rim a ry duty is transcribing from record ings, see Transcribing-M achine O perator, General).

NOTE: This job is distinguished from that of a secretary in that a secreta ry norm ally works in a confidential relationship with only one m anager or executive and perform s m ore responsible and d iscretionary tasks as d escrib ed in the secreta ry job definition.

Stenographer. G eneralDictation involves a norm al routine vocabulary. May maintain files , keep sim ple re cord s ,

or p erform other rela tively routine c le r ica l tasks.

Stenographer. SeniorDictation involves a varied technica l or specialized vocabulary such as in legal brie fs or

reports on scien tific research . May also set up and maintain file s , keep record s, etc.

OR

P erform s stenographic duties requiring significantly greater independence and responsibility than stenographer, general, as evidenced by the following: W ork requires a high degree o f stenographic speed and accuracy; a thorough working knowledge o f general business and office procedure; and of the sp ec ific business operations, organization , p o lic ie s , p rocedures, files , w orkflow , etc. Uses this knowledge in perform ing stenographic duties and responsible c le r ica l tasks such as maintaining followup file s ; assem bling m aterial fo r reports , m em orandum s, and letters; composing simple letters from general instructions; reading and routing incom ing m ail; and answering routine questions, etc.

SWITCHBOARD OPERATOR

Operates a telephone sw itchboard o r console used with a private branch exchange (PBX) system to relay incom ing, outgoing, and in tra -system ca lls. May provide inform ation to ca lle rs , record and transm it m essages , keep record of calls placed and to ll charges. Besides operating a telephone switchboard or con so le , may also type or perform routine clerica l work (typing or routine c le r ica l w ork may occupy the m ajor portion o f the w orker's tim e, and is usually perform ed while at the sw itchboard or con sole ). Chief or lead operators in establishments employing m ore than one operator are excluded. F or an operator who also acts as a receptionist, see Switchboard O perator- Receptionist.

SWITCHBOARD OPERATOR-RECEPTIONIST

At a single-position telephone sw itchboard or console, acts both as an operator— see Switch­board O perator— and as a receptionist. R eceptionist's work involves such duties as greeting v is itors ; determ ining nature of v is ito r 's business and providing appropriate information; referring v isitor to appropriate person in the organization, o r contacting that person by telephone and arranging an appointment; keeping a log of v is ito rs .

PROFESSIONALCOMPUTER OPERATOR

M onitors and operates the control console of a digital computer to process data cccording to operating instructions, usually prepared by a program m er. Work includes m ost of the follow ing: Studies instructions to determ ine equipment setup and operations; loads equipment with required item s (tape ree ls , card s , etc .) ; switches necessary auxiliary equipment into c ircu it, and starts and operates com puter; makes adjustments to com puter to correct operating problem s and meet special conditions; reviews e r ro rs made during operation and determines cause or re fers problem to supervisor or program m er; and maintains operating record s. May test and assist in correcting program .

F or wage study purposes, com puter operators are cla ssified as follows:

C lass A . O perates independently, or under only general direction, a com puter running program s with m ost o f the following ch aracteristics : New program s are frequently tested andintroduced; scheduling requirem ents are o f c r it ica l importance to m inimize downtime; the program s are of com plex design so that identification of e rror source often requires a working knowledge of the total program , and alternate program s may not be available. May give direction and guidance to low er level operators.

Operates one or a variety of m achines such as the tabulator, calcu lator, collator, interpreter, sorter, reproducing punch, etc. Excluded from this definition are working supervisors. A lso excluded are operators of electron ic digital com puters, even though they may also operate EAM equipment.

Positions are c la ssified into levels on the basis of the following definitions.Class A. P erform s com plete reporting and tabulating assignments including devising difficult

control panel w iring under general supervision. Assignm ents typically involve a variety of long .and com plex reports which often are irregu lar or nonrecurring, requiring som e planning o f the nature and sequencing of operations, and the use o f a variety of m achines. Is typically involved in training new operators in machine operations or training low er level operators in wiring from diagrams and in the operating sequences of long and com plex reports, Does not include positions in which wiring responsibility is lim ited to selection and insertion o f prew ired boards.

Class B . P erform s work according to established procedures and under specific instructions. Assignments typically involve com plete but routine and recurring reports or parts of larger and m ore com plex reports. Operates m ore difficult tabulating or e lectrica l accounting machines such as the tabulator and calcu lator, in addition to the sim pler machines used by class C operators. May be required to do som e wiring from diagram s. May train new em ployees in basic machine operations.

C lass C . Under sp ecific instructions, operates simple tabulating or e lectrica l accounting m achines such as the sorter, interpreter, reproducing punch, co lla tor , etc. Assignments typically involve portions of a work unit, fo r exam ple, individual sorting or collating runs, or repetitive operations. May perform simple wiring from diagram s, and do som e filing work.

TRANSCRIBINGrMACHINE OPERATOR, GENERAL

Prim ary duty is to transcribe dictation involving a norm al routine vocabulary from tran­scribing-m achine record s. May also type from written copy and do simple c le r ica l work. W orkers transcribing dictation involving a varied technical or specialized vocabulary such as legal briefs or reports on scien tific research are not included. A w orker who takes dictation in shorthand or by Stenotype or sim ilar machine is c la ssified as a stenographer.

TYPIST

Uses a typew riter to make cop ies of various m aterials or to make out b ills after calculations have been made by another person. May include typing of stencils, m ats, or sim ilar m aterials for use in duplicating p rocesses . May do c le r ica l work involving little special training, such as keeping simple re cord s , filing record s and reports, or sorting and distributing incoming mail.

Class A . P erform s one or m ore of the follow ing: Typing m aterial in final form when itinvolves combining m aterial from several sources; or responsibility for co r re c t spelling, syllabication, punctuation, e tc ., o f technical or unusual words or foreign language m aterial; or planning layout and typing of com plicated statistical tables to maintain uniform ity and balance in spacing. May type routine form letters, varying details to suit circum stances.

Class B . P erform s one or m ore of the follow ing: Copy typing from rough or clear drafts; or routine typing of form s, insurance po lic ies , etc; or setting up simple standard tabulations; or copying m ore com plex tables already set up and spaced properly.

AND TECHNICALCOMPUTER OPERATOR— Continued

Class B . Operates independently, or under only general d irection , a computer running program s with m ost of the following ch aracteristics : Most of the program s are established productionruns, typically run on a regularly recurring basis; there is little or no testing of new program s required; alternate program s are provided in case original program needs m ajor change or cannot be corrected within a reasonably tim e. In common e rro r situations, diagnoses cause and takes corrective action. This usually involves applying previously program m ed corrective steps, or using standard correction techniques.

OR

Operates under direct supervision a com puter running program s or segments of program s with the characteristics described for class A. May assist a higher level operator by independently perform ing less difficult tasks assigned, and perform ing difficult tasks following detailed instructions and with frequent review of operations perform ed.

Class C. W orks on routine program s under c lose supervision. Is expected to develop working knowledge of the com puter equipment used and ability to detect problem s involved in running routine, program s. Usually has received som e form al training in com puter operation. May assist higher level operator on com plex program s.

Converts statements o f business problem s, typically prepared by a system s analyst, into a sequence o f detailed instructions which are required to solve the problem s by automatic data processing equipment. W orking from charts or diagram s, the program m er develops the prec ise instructions which, when entered into the com puter system in coded language, cause the manipulation o f data to achieve desired results. W ork involves m ost o f the follow ing: Applies knowledge of com puter capabilities,mathem atics, log ic em ployed by com puters, and particu lar subject m atter involved to analyze charts and diagrams o f the problem to be program m ed; develops sequence of program steps; w rites detailed flow charts to show order in which data w ill be processed ; converts these charts to coded instructions for machine to follow ; tests and co rre c ts program s; prepares instructions fo r operating personnel duilng production run; analyzes, review s, and alters program s to increase operating e ffic ien cy or adapt to new requirem ents; maintains record s o f program development and revisions. (NOTE: W orkers perform ing both system s analysis and program m ing should be c la ssified as systems, analysts if this is the skill used to determ ine their pay.)

Does not include em ployees prim arily responsible for the management or supervision of other e lectronic data processing em ployees, or program m ers prim arily concerned with scien tific and /or engineering problem s.

F or wage study purposes, program m ers are cla ssified as follow s:

C lass A . W orks independently or under only general direction on com plex problem s which require com petence in all phases o f program m ing concepts and practices . Working from diagrams and charts which identify the nature of desired results, m ajor processing steps to be accom plished, and the relationships between various steps of the problem solving routine; plans the full range of programming actions needed to efficiently utilize the com puter system in . achieving desired end products.

At this level, program m ing is difficult because com puter equipment must be organized to produce several interrelated but diverse products from numerous and d iverse data elem ents. A wide variety and extensive number o f internal processing actions must occur. This requires such actions as development o f com mon operations which can be reused, establishment o f linkage points between operations, adjustments to data when program requirements exceed com puter storage capacity, and substantial manipulation and resequencing of data elements to form a highly integrated program .

May provide functional direction to low er level program m ers who are assigned to assist.

Class B . W orks independently or under only general direction on relatively simple program s, or on simple segments of com plex program s. Program s (or segm ents) usually p rocess inform ation to produce data in two or three varied sequences or form ats. Reports and listings are produced by refining, adapting, arraying, or making m inor additions to or deletions from input data which are readily available. While numerous record s may be processed , the data have been refined in prior actions so that the accuracy and sequencing of data can be tested by using a few routine checks. Typically, the program deals with routine record-keeping type operations.

OR

Works on com plex program s (as described for class A) under close direction of a higher level program m er or supervisor. May assist higher level program m er by independently perform ing less difficult tasks assigned, and perform ing m ore difficult tasks under fa irly c lose direction.

May guide or instruct low er level program m ers.

Class C. Makes practical applications of program m ing practices and concepts usually learned in form al training courses. Assignments are designed to develop com petence in the application of standard procedures to routine problem s. Receives c lose supervision on new aspects of assignm ents; and work is reviewed to verify its accuracy and conform ance with required procedures.

COMPUTER SYSTEMS ANALYST, BUSINESS

Analyzes business problem s to form ulate procedures for solving them by use o f electron ic data processing equipment. Develops a com plete description of all specifications needed to enable program m ers to prepare required digital com puter program s. Work involves m ost of the follow ing: Analyzes subject-m atter operations to be automated and identifies conditions and cr iter ia required to achieve satisfactory results; specifies number and types of record s , file s , and documents to be used; outlines actions to be perform ed by personnel and com puters in sufficient detail for presentation to management and for program m ing (typically this involves preparation of w ork and data flow charts); coordinates the development of test problem s and participates in tr ia l runs o f new and revised system s; and recomm ends equipment changes to obtain m ore effective overall operations. (NOTE: W orkersperform ing both system s analysis and programming should be c la ssified as system s analysts if this is the skill used to determine their pay.)

Does not include em ployees prim arily responsible for the management or supervision of other electronic data processing em ployees, or system s analysts prim arily concerned with scien tific or engineering problem s.

F or wage study purposes, system s analysts are c la ss ified as follow s:

Class A. Works independently or under only general d irection on com plex problem s involving all phases o f system analysis. Problem s are com plex because o f d iverse sou rces o f input data and m ultiple-use requirements of output data. (F or .example, develops an integrated production scheduling, inventory control, cost analysis, and sales analysis re cord in which every item o f each type is automatically processed through the full system o f record s and appropriate followup actions are initiated by the com puter.) Confers with persons concerned to determ ine the data processin g problem s and advises subject-m atter personnel on the im plications o f new or rev ised system s of data processing operations. Makes recomm endations, if needed, for approval o f m ajor system s installations or changes and for obtaining equipment.

May provide functional direction to low er level system s analysts who are assigned to assist.

Class B. Works independently or under only general d irection on problem s that are relatively uncom plicated to analyze, plan, program , and operate. P rob lem s are o f lim ited com plexity because sources of input data are homogeneous and the output data are c lo se ly related. (F or exam ple, develops system s for maintaining depositor accounts in a bank, maintaining accounts receivable in a retail establishm ent, or maintaining inventory accounts in a manufacturing or w holesale establishm ent.) C onfers with persons concerned to determine the data p rocessin g problem s and advises sub ject- m atter personnel on the implications o f the data processing system s to be applied.

OR

W orks jon a segment of a com plex data processin g schem e or system , as described for c la ss A. W orks independently on routine assignments and rece ives instruction and guidance on com plex assignm ents. Work is reviewed for accuracy o f judgment, com pliance with instructions, and to insure proper alignment with the overall system.

Class C . Works under immediate supervision , carrying out analyses as assigned, usually of a single activity. Assignments are designed to develop and expand p ractica l experience in the application of procedures and skills required for system s analysis w ork. F or exam ple, may assist a higher leve l systems analyst by preparing the detailed specifications required by program m ers from inform ation developed by the higher level analyst.

DRAFTER

Class A. Plans the graphic presentation o f com plex item s having distinctive design features that differ significantly from established drafting precedents. W orks in c lose support with the design orig inator, and may recomm end minor design changes. Analyzes the effect of each change on the details of form , function, and positional relationships o f com ponents and parts. W orks with a minimum o f supervisory assistance. Completed w ork is review ed by design orig inator fo r consistency with prior engineering determinations. May either prepare draw ings, or d irect their preparation by low er level drafters.

Class B . P erform s nonroutine and com plex drafting assignm ents that require the application of m ost of the standardized drawing techniques regularly used. Duties typically involve such w ork as: P repares working drawings of subassem blies with irregu lar shapes, m ultiple functions, and p recise positional relationships between components; prepares architectural drawings fo r construction o f a building including detail drawings of foundations, w all section s, f loo r plans, and roof. Uses accepted form ulas and manuals in making necessary computations to determ ine quantities of m aterials to be used, load capacities, strengths, s tresses , etc. R eceives initial instructions, requirem ents, and advice from supervisor. Completed work is checked for technica l adequacy.

Class C. Prepares detail drawings of single units or parts for engineering, construction, manufacturing, or repair purposes. Types o f drawings prepared include isom etr ic projections (depicting three dimensions in accurate sca le ) and sectional view s to c la rify positioning o f components and convey needed information. Consolidates details from a num ber of sources and adjusts .or transposes scale as required. Suggested m ethods o f approach, applicable precedents, and advice on source m aterials are given with initial assignm ents. Instructions are less com plete when assignments recur. Work may be spot-checked during p rogress .

DRAFTER-TRACER

Copies plans and drawings prepared by others by placing tracing cloth or paper over drawings and tracing with pen or pencil. (Does not include tracing lim ited to plans prim arily consisting of straight lines and a large scale not requiring c lo se delineation.)

AND/OR

Prepares simple or repetitive drawings of easily v isualized item s. W ork is c lo se ly supervised during progress.

W orks on variou s types of e le ctron ic equipment and related devices by perform ing one or a com bination of the follow ing: Installing, m aintaining, repairing, overhauling, troubleshooting, m odifying, constructing, and testing. W ork requ ires p ractica l application of technical knowledge of e lectron ics p r in c ip les , ability to determ ine m alfunctions, and sk ill to put equipment in required operating condition.

The equipment— consisting of either many different kinds of circu its or m ultiple repetition of the sam e kind of c ircu it— in clu d es, but is not lim ited to , the following: (a) E lectron ic transm itting and receiv in g equipment (e .g ., radar, radio, te lev ision , telephone, sonar, navigational a ids), (b) digital and analog com pu ters , and (c ) industria l and m edica l m easuring and controlling equipment.

Th is c la ssifica tion excludes repairm en of such standard e lectron ic equipment as com m on office m achines and household radio and te lev is ion sets; production assem blers and tes te rs ; w ork ers whose p rim a ry duty is serv ic in g e le ctron ic test instruments; technicians who have adm inistrative or superv isory respon sib ility ; and d ra fte rs , des ign ers , and professional engineers.

P osition s are c la ss if ie d into leve ls on the basis of the following definitions.

C lass A . Applies advanced techn ica l knowledge to solve unusually com plex problem s ( i.e ., those that typ ica lly cannot be so lved so le ly by reference to m anufacturers' manuals or s im ilar docum ents) in w orking on e le ctron ic equipment. Exam ples o f such problem s include location and density o f c ir cu itry , e le ctro -m a g n etic radiation, isolating m alfunctions, and frequent engineering changes. W ork in volves: A detailed understanding of the interrelationships o f c ircu its ; exercisin gindependent judgment in p erform in g such tasks as making circu it analyses, calculating wave fo rm s , tracing relationships in signal flow ; and regularly using com plex test instruments' (e .g ., dual trace o s c il lo s co p e s , Q -m e te rs , deviation m e te rs , pulse generators).

W ork may be review ed by su perv isor (frequently an engineer o r designer) for general com pliance with accepted p ra ctice s . May provide technical guidance to low er leve l technicians.

C lass B . Applies com prehensive technica l knowledge to solve com plex problem s ( i.e ., those that typ ica lly can be solved so le ly by p roperly interpreting m anufacturers ' manuals or s im ilar docum ents) in working on e lectron ic equipment. W ork involves: A fam iliarity with the interrelation­ships o f c ircu its ; and judgment in determ ining w ork sequence and in selecting too ls and testing instrum ents, usually le s s com plex than those used by the c la ss A technician.

R eceives techn ica l guidance, as requ ired , from su perv isor o r higher lev e l technician, and w ork is review ed fo r sp ec ific com pliance with accepted pra ctices and w ork assignm ents. May provide techn ica l guidance to low er leve l technicians.

C lass C . Applies working techn ica l knowledge to p er fo rm sim ple or routine tasks in working on e lectron ic equipment, follow ing detailed instructions which cov er virtually all p rocedures. Work typ ica lly involves such tasks as: A ssisting higher leve l technicians by perform ing such activ ities asreplacing com ponents, w iring c ir cu its , and taking test readings; repairing sim ple e lectron ic equipment; and using too ls and com m on test instruments (e .g ., m ultim eters, audio signal generators, tube testers , o s c illo s co p e s ). Is not required to be fam iliar with the interrelationships o f circu its . This knowledge, how ever, may be acquired through assignm ents designed to in crea se com petence (including c la ssroom train ing) so that w ork er can advance to higher leve l technician.

R eceives technica l guidance, as required, from su perv isor or higher leve l technician. Work is typ ica lly spot checked, but is given detailed review when new or advanced assignments are involved.

NURSE, INDUSTRIAL (R egistered )A reg istered nurse who gives nursing serv ice under general m edica l direction to i ll or in jured

em ployees or other persons who becom e i l l or suffer an accident on the prem ises o f a factory or other establishm ent. Duties involve a com bination o f the follow ing: Giving fir s t aid to the i ll or in jured; attending to subsequent dressing of em p loyees ' in ju ries ; keeping record s o f patients treated; preparing accideiit reports fo r com pensation or other purposes; assisting in physical examinations and health evaluations o f applicants and em ployees; and planning and carryin g out program s involving health education, accident prevention, evaluation o f plant environm ent, or other activ ities affecting the health, w elfare , and safety of all personnel. Nursing supervisors or head nurses in establishm ents employing m ore than one nurse are excluded.

MAINTENANCE AND POWERPLANT

BOILER TENDER

F ire s stationary b o ile r s to furnish the establishm ent in which em ployed with heat, pow er, o r steam . F eeds fuels to f ire by hand or operates a m echanical stoker, gas, or oil burner; and checks w ater and safety va lves. May clean , o il, or assist in repairing bo ile rroom equipment.

CA RPEN TE R, MAINTENANCE

P erform s the carpentry duties n ecessa ry to construct and maintain in good repair building w oodw ork and equipment such as b in s, c r ib s , counters, benches, partitions, doors , f lo o r s , s ta irs , ca s in gs , and tr im m ade of w ood in an establishm ent. W ork involves m ost of the follow ing: Planningand laying out o f w ork from blueprints, draw ings, m odels, or verbal instructions; using a variety of ca rp en ter 's handtools, portable pow er to o ls , and standard m easuring instruments; making standard shop com putations relating to dim ensions of w ork ; and selecting m aterials necessary fo r the w ork. In gen era l, the w ork of the m aintenance carpenter requires rounded training and experience usually acquired through a form al apprenticeship or equivalent training and experience.

ELECTRICIAN , MAINTENANCE

P erform s a variety o f e le ctr ica l trade functions such as the installation, m aintenance, or repair o f equipment fo r the generation , distribution, or utilization o f e le ctr ic energy in an establishm ent. W ork involves m ost of the follow ing: Installing or repairing any of a variety of e le ctr ica l equipmentsuch as gen erators, tra n s fo rm ers , sw itchboards, con tro llers , c ircu it b reakers, m otors , heating units, conduit system s, o r other tran sm iss ion equipment; working from blueprints, drawings, layouts, or other specifica tion s; locating and diagnosing trouble in the e le ctr ica l system or equipment; working standard com putations relating to load requirem ents o f w iring or e lectrica l equipment; and using a variety of e le ctr ic ia n 's handtools and m easuring and testing instruments. In general, the w ork of the maintenance e le ctr ic ia n requ ires rounded training and experience usually acquired through a form al apprenticeship or equivalent train ing and experience.

ENGINEER, STATIONARY

Operates and maintains and m ay also supervise the operation of stationary engines and equipment (m echanical or e le c tr ica l) to supply the establishm ent in which em ployed with pow er, heat, re fr igera tion , or a ir-condition in g. W ork involves: Operating and maintaining equipment such assteam engines, a ir co m p re sso rs , gen erators , m otors , turbines, ventilating and refrigeratin g equipment, steam b o ile rs and b o ile r - fe d w ater pum ps; making equipment repairs; and keeping a record of operation o f m ach inery , tem perature, and fuel consum ption. May also supervise these operations. Head or ch ie f engineers in establishm ents em ploying m ore than one engineer are excluded.

H ELPER, MAINTENANCE TRADES

A ssists one or m ore w ork ers in the skilled m aintenance trad es , by perform ing specific or general duties of le s se r sk ill, such as keeping a w orker supplied with m aterials and too ls ; cleaning working area, m achine, and equipment; assisting journeym an by holding m aterials or too ls ; and perform ing other unskilled tasks as directed by journeym an. The kind o f w ork the helper is perm itted to p er form varies from trade to trade: In som e trades the helper is confined to supplying, lifting,and holding m aterials and to o ls , and cleaning working areas; and in others he is perm itted to perform specia lized machine operations, or parts o f a trade that are also perform ed by w orkers on a fu ll-tim e basis .

M ACHINE-TOOL OPERATOR, TOOLROOM

S pecia lizes in operating one or m ore than one type of m achine too l (e .g ., j ig b orer , grinding m achine, engine lathe, m illing m achine) to machine m etal fo r use in making or maintaining jig s , fix tures, cutting to o ls , gauges, or m etal dies or m olds used in shaping or form ing m etal or nonm etallic m ateria l (e .g ., p lastic , p laster , rubber, g lass). W ork typically in volves : Planning and perform ingdifficu lt machining operations which require com plicated setups or a high degree of accuracy; setting up m achine too l or too ls (e .g ., install cutting too ls and adjust guides, stops, working tables, and other controls to handle the size of stock to be m achined; determ ine proper feeds, speeds, tooling, and operation sequence o r se lect those p rescr ib ed in drawings, b lueprints, or layouts); using a variety of p rec is ion m easuring instrum ents; making n ecessa ry adjustments during machining operation to achieve requisite dim ensions to very c lo se to leran ces. May be required to se lect proper coolants and cutting and lubricating o ils , to recogn ize when too ls need dressin g, and to dress too ls . In general, the work o f a m ach in e-tool operator, too lroom , at the sk ill level ca lled fo r in this classification requires extensive knowledge o f m achine-shop and too lroom p ractice usually acquired through considerable on -th e -job training and experience.

F or c ross-in d u stry wage study purposes, this c la ssifica tion does not include m achine-tool operators , too lroom , em ployed in too l-an d -d ie jobbing shops.

MACHINIST, MAINTENANCE

P rodu ces replacem ent parts and new parts in making repairs o f m etal parts o f m echanical equipment operated in an establishm ent. W ork involves m ost o f the follow ingi interpreting written instructions and specification s; planning and laying out o f w ork ; using a variety of m achinist's handtools and p rec is ion m easuring instrum ents; setting up and operating standard machine too ls ; shaping of m etal

parts to close to lera n ces ; making standard shop computations relating to dim ensions o£ w ork , tooling, feeds, and speeds o f m achining; knowledge o f the working p roperties of the com m on m etals; selecting standard m ateria ls , parts , and equipment required fo r this w ork; and fitting and assem bling parts into m echanical equipment. In general, the m achinist’ s w ork norm ally requires a rounded training in m achine-shop practice usually acquired through a form al apprenticeship or equivalent training and experience.

MECHANIC, AUTOMOTIVE (Maintenance)

Repairs autom obiles, buses, m otortrucks, and tra ctors o f an establishm ent. W ork involves m ost of the follow ing: Examining automotive equipment to diagnose source of trouble; d isassem blingequipment and perform ing repairs that involve the use of such handtools as w ren ch es, gauges, d r ills , or specialized equipment in d isassem bling or fitting parts; replacing broken or defective parts from stock; grinding and adjusting va lves; reassem bling and installing the various assem blies in the veh icle and making n ecessary adjustm ents; and aligning w heels, adjusting brakes and lights, or tightening body bolts. In general, the w ork of the automotive m echanic requires rounded training and experience usually acquired through a form ed apprenticeship or equivalent training and experience.

This c la ssification does not include m echanics who repair cu stom ers ' veh icles in automobile repair shops.

MECHANIC, MAINTENANCE

Repairs m achinery or m echanical equipment of an establishm ent. W ork involves m ost o f the follow ing: Examining m achines and m echanical equipment to diagnose source of trouble; dismantling or partly dismantling m achines and perform ing repairs that m ainly involve the use o f handtools in scraping and fitting parts; replacing broken or defective parts with item s obtained from stock; ordering the production of a replacem ent part by a machine shop or sending of the m achine to a m achine shop for m ajor repairs ; preparing written specifications for m ajor repairs o r for the production of parts ordered from machine shops; reassem bling m achines; and making all n ecessa ry adjustments for operation. In general, the w ork of a m aintenance m echanic requires rounded training and experience usually acquired through a form al apprenticeship or equivalent training and experience. Excluded from this c lassification are w ork ers whose prim ary duties involve setting up or adjusting m achines.

MILLWRIGHT

Installs new m achines or heavy equipment, and dism antles and installs m achines or heavy equipment when changes in the plant layout are required. W ork involves m ost of the follow ing: Planning and laying out of the w ork; interpreting blueprints or other specification s; using a variety of handtools and rigging; making standard shop computations relating to s tre sse s , strength of m ateria ls , and centers of gravity; aligning and balancing of equipment; selecting standard to o ls , equipment, and parts to be used; and installing and maintaining in good order pow er transm ission equipment such as drives and speed reducers. In general, the m illw right's w ork norm ally requ ires a rounded training and experience in the trade acquired through a form al apprenticeship or equivalent training and experience.

Paints and redecorates w alls, w oodw ork, and fixtures o f an establishm ent. W ork involves the follow ing: Knowledge of surface pecu liarities and types o f paint required fo r different application's;preparing surface for painting by rem oving old fin ish or by placing putty or f il le r in nail holes and in terstices ; and applying paint with spray gun or brush. May m ix c o lo r s , o ils , white lead , and other paint ingredients to obtain proper co lo r or con sisten cy . In genera l, the w ork of the m aintenance painter requires rounded training and experience usually acquired through a form a l apprenticeship or equivalent training and experience.

PIPEFITTER, MAINTENANCEInstalls or repairs w ater, steam , gas, or other types of pipe and pipefittings in an estab lish ­

ment. W ork involves m ost of the follow ing: Laying out o f w ork and m easuring to loca te position ofpipe from drawings or other written specifica tion s; cutting various s izes o f pipe to c o r re c t lengths with ch ise l and hammer or oxyacetylene to rch or pipe-cutting m achines; threading pipe with stocks and d ies; bending pipe by hand-driven or p ow er-driven m achines; assem bling pipe with couplings and fastening pipe to hangers; making standard shop com putations relating to p ressu res , flow , and size of pipe required; and making standard tests to determ ine whether fin ished pipes m eet specifica tion s. In general, the work of the maintenance p ipefitter requ ires rounded training and experience usually acquired through a form al apprenticeship or equivalent training and experience. W orkers p r im a rily engaged in installing and repairing building sanitation or heating system s are excluded .

SH EET-M ETAL WORKER, MAINTENANCEF abricates, installs, amd maintains in good repair the sh eet-m eta l equipment and fixtures (such

as machine guards, grease pans, shelves, lo ck e rs , tanks, ven tila tors, chutes, ducts, m etal roofing) of an establishm ent. W ork involves m ost o f the fo llow ing: Planning and laying out all types o f sheet-m etal maintenance work from blueprints, m od els , or other specifica tion s ; setting up and operating all available types of sheet-m etal working m achines; using a variety o f handtools in cutting, bending, form ing, shaping, fitting, and assem bling; and installing sheet-m eta l a rtic les as required. In general, the w ork of the maintenance sheet-m etal w ork er requ ires rounded training and experience usually acquired through a form al apprenticeship or equivalent training and experience.

TOOL AND DIE MAKER

Constructs and repairs j ig s , fix tu res, cutting to o ls , gauges, or m etal dies o r m olds used inshaping or forming m etal or n on -m eta llic m ateria l (e .g ., p lastic , p laster , rubber, g lass). W orktypically involves: Planning and laying out w ork accord in g to m od els , blueprints, draw ings, or otherwritten or oral specifications; understanding the w orking p roperties of com m on m etals and alloys; selecting appropriate m ateria ls , too ls , and p ro ce sse s required to com plete task; making n ecessa ry shop computation; setting up and operating various m achine too ls and related equipment; using various too l and die m aker's handtools and p recis ion m easuring instrum ents; w orking to very c lo se to leran ces; heat-treating m etal parts and finished too ls and dies to achieve required qualities; fitting andassem bling parts to p rescribed to leran ces and allow ances. In genera l, too l and die m ak er 's w orkrequires rounded training in m achine-shop and too lroom p ractice usually acquired through form al apprenticeship or equivalent training and experien ce .

F or cross-in du stry wage study p u rposes, this c la ssifica tion does not include too l and die m akers who (1) are em ployed in too l and die jobbing shops or (2) produce forging dies (die sinkers).

CUSTODIAL AND MATERIAL MOVEMENT

GUARD AND WATCHMEN

Guard. P erform s routine police duties, either at fixed post or on tour, maintaining o rd er, using arm s or fo rce w here n ecessary . Includes gatemen who are stationed at gate and check on identity of em ployees and other persons entering.

Watchman. Makes rounds of p rem ises period ica lly in protecting property against f ir e , theft, and illega l entry.

JANITOR, PORTER, OR CLEANER

Cleans and keeps in an orderly condition factory w orking areas and w ashroom s, or prem ises o f an o ffice , apartment house, or com m ercia l or other establishm ent. Duties involve a com bination of the follow ing: Sweeping, mopping or scrubbing, and polishing f lo o rs ; rem oving ch ips, trash , and otherrefuse; dusting equipment, furniture, o r fixtures; polishing m etal fixtures or trim m ings; providing supplies and m inor m aintenance serv ices ; and cleaning lavatories , show ers, and restroom s. W orkers who specia lize in window washing are excluded.

LABORER, MATERIAL HANDLING

A w orker em ployed in a w arehouse, manufacturing plant, s tore , or other establishm ent whose duties involve one or m ore of the follow ing: Loading and unloading various m ateria ls and m erchandiseon or from freight ca rs , trucks, or other transporting d ev ices ; unpacking, shelving, or placing m aterials or m erchandise in proper storage location ; and transporting m ateria ls or m erchandise by handtruck, car , o r w heelbarrow . Longshorem en, who load and unload ships are excluded .

ORDER FILLER

F ills shipping or transfer orders fo r fin ished goods from stored m erchandise in accordance with specifications on sales slips, cu stom ers ' o rd e rs , or other instructions. M ay, in addition to filling orders and indicating item s filled or om itted, keep re cord s o f outgoing o rd e rs , requisition additional stock or report short supplies to su p erv isor , and p erfo rm other related duties.

PACKER, SHIPPING

Prepares finished products for shipment or storage by placing them in shipping containers, the sp ecific operations perform ed being dependent upon the type, s ize , and num ber of units to b'e packed, the type of container em ployed, and m ethod o f shipment. W ork requ ires the placing of item s in shipping containers and may involve one o r m ore o f the follow ing: Knowledge o f variou s item s of

stock in ord er to v er ify content; se lection o f appropriate type and size of container; inserting en closu res in container; using e x ce ls io r or other m aterial to prevent breakage or damage; closing and sealing container; and applying labels o r entering identifying data on container. P ack ers who also make wooden boxes or cra tes are excluded .

SHIPPING AND RECEIVING CLERK

P repa res m erch andise fo r shipm ent, or receives and is responsible for incom ing shipments o f m erch andise or other m ateria ls . Shipping w ork involves: A knowledge of shipping proced u res ,p ra ct ice s , routes, available m eans o f transportation , and rates; and preparing record s of the goods shipped, making up b ills of lading, posting weight and shipping charges, and keeping a file of shipping re co rd s . May d irect or a ssist in preparing the m erchandise fo r shipment. Receiving w ork in volves : V erify ing o r d irecting others in verify ing the correctn ess of shipments against b ills o f lading, in vo ices , or other re cord s ; checking fo r shortages and rejecting damaged goods; routing m erchandise or m ateria ls to proper departm ents; and maintaining necessary record s and files .

F o r wage study pu rp oses , w ork ers are c la ssified as follow s:

R eceiving c lerk Shipping c lerkShipping and receiv in g c lerk

TRUCKDRIVER

D rives a truck within a city or industria l area to transport m aterials, m erchandise, equipment, or men between various types o f establishm ents such as: Manufacturing plants, freight depots,w arehouses, w holesale and reta il establishm ents, or between retail establishm ents and cu stom ers ' houses or p laces of business. May a lso load or unload truck with or without h e lpers, make m inor m echanical rep a irs , and keep truck in good working order. D river-sa lesm en and ov er -th e -roa d drivers are excluded.

F or wage study pu rposes, tru ck drivers are c la ssified by size and type of equipment, as follow s: (T ra cto r -tra ile r should be rated on the basis o f tra ile r capacity .)

T ru ckd river (com bination of s izes lis ted separately)T ru ck d river, light (under IV2 tons)T ru ck d river, m edium ( 1 V2 to and including 4 tons)T ru ck d river, heavy (over 4 tons, tra ile r type)T ru ck d river, heavy (over 4 tons, other than tra ile r type)

TRUCKER, POWER

O perates a manually con trolled gasolin e- or e le ctr ic -p ow ered truck or tra ctor to transport goods and m ateria ls of all kinds about a w arehouse, m anufacturing plant, or other establishm ent.

F or wage study purposes, w ork ers are c la ss ified by type o f truck, as follow s:

T ru ck er, pow er (fork lift)T ru ck er, pow er (other than fork lift)

WAREHOUSEMAN

As d irected , p erform s a variety of w arehousing duties which require an understanding of the establishm ent's storage plan. W ork involves m ost o f the follow ing: V erifying m aterials (orm erch andise) against receiv ing docum ents, noting and reporting discrep ancies and obvious damages; routing m aterials to p rescr ib ed storage loca tions; storing, stacking, or palletizing m aterials in accordance with p rescr ib ed storage m ethods; rearranging and taking inventory of stored m aterials; examining stored m aterials and reporting deterioration and damage; rem oving m aterial from storage and preparing it fo r shipment. May operate hand or pow er trucks in perform ing warehousing duties.

Exclude w ork ers whose prim ary duties involve shipping and receiving w ork (see shipping and receiv ing c lerk and packer, shipping), order filling (see ord er f il le r ) , or operating pow er trucks (see tru ck er, pow er).

Available On Request

The follow ing areas are surveyed period ica lly fo r use in adm inistering the S erv ice Contract Act the BLS regional o ffices shown on the back cover.

A lam ogordo—Las C ru ces , N. Mex.Alaska Albany, Ga.Albuquerque, N. Mex.A lexandria, La.Alpena, Standish and Tawas City, M ich.Ann A rbor, M ich.Atlantic City, N.J.Augusta, Ga.—S.C.B a kersfie ld , Calif.Baton Rouge, La.Battle C reek , M ich.Beaumont—P ort Arthur— Orange, Tex.B iloxi—G ulfport and P ascagoula , M iss.B irm ingham , Ala.B oise City, Idaho B rem erton , Wash.B ridgeport, Norwalk and Stam ford, Conn.Brunsw ick, Ga.Burlington, Vt.—N.Y.Cape Cod, M ass.Cedar Rapids, Iowa Champaign—Urbana, 111.Charleston, S.C.Charlotte—G astonia, N.C.Cheyenne, Wyo.C lark sv ille , Tenn. and H opkinsville, Ky.C olorado Springs, Colo.Colum bia, S.C.Colum bus, Ga.—Ala.Colum bus, M iss.Crane, Ind.D ecatur, 111.Des M oines, Iowa Dothan, Ala.Duluth—Superior, Minn.—W is.El P aso , Tex.Eugene—Springfield, Oreg.F a yettev ille , N.C.Fitchburg—L eom inster, M ass.F ort Smith, Ark.—Okla.F rede rick—H agerstown, Md.—C ham bersburg,

Pa.—M artinsburg, W. Va.Gadsden—Anniston, Ala.G oldsboro , N.C.Grand Island—H astings, Nebr.Great F a lls , Mont.GuamH arrisburg—Lebanon, Pa.Huntington—Ashland, W. Va.—Ky.—Ohio K noxville , T enn.L aredo, Tex.Las Vegas, Nev.Little Rock—North Little Rock, Ark.

of 1965. Copies of public releases are or w ill be available at no cos t while supplies last from any of

Lim a, Ohio Logansport—Peru, Ind.Lorain—E lyria , OhioLow er Eastern Shore, Md.—Va.—Del.Lynchburg, Va.M acon, Ga.M adison, W is.M ansfield, OhioM arquette, Escanaba, Sault Ste. M arie , M ich. McAllen—Pharr—Edinburg and B row nsville—

Harlingen—San Benito, Tex.M edford-K lam ath Falls—Grants P a ss , O reg. M eridian, M iss.M iddlesex, Monmouth, and Ocean C o s ., N.J. M obile, Ala. and P en sacola , Fla.M ontgom ery, Ala.Nashville—Davidson, Tenn.New Bern—Jacksonville, N.C.North DakotaNorwich—Groton—New London, Conn.Orlando, Fla.Qxnard-Simi Valley—Ventura, Calif.Panama City, Fla.P eoria , 111.Phoenix, A riz.Pine B luff, Ark.Portsm outh, N.H.—Me.—M ass.Pueblo, Colo.Puerto R ico Reno, Nev.Richland—K ennew ick-W alia Walla—

Pendleton, Wash.—Oreg.R iverside—San B ernardino-O ntario, Calif. Salina, Kans.Sandusky, OhioSanta Barbara-Santa M arie—

L om poc, Calif.Savannah, Ga.Selma, Ala.Sherman— Denison, Tex.Shreveport, La.Sioux F a lls , S. Dak.Spokane, Wash.Springfield, 111.Springfield-Chicopee—H olyoke, Mas s.—Conn. Stockton, Calif.Tacom a, Wash.Tampa—St. P etersburg, Fla.Topeka, Kans.Tucson, A riz .V a lle jo -F a irfie ld -N a pa, Calif.W aco and Killeen—T em ple , Tex.W aterloo—Cedar F a lls , Iowa West Texas Plains

Reports for the following surveys conducted in the p r io r year but since discontinued are also available:

Grand F orks, N. Dak. Sacram ento, C a lif*San Angelo, Tex ** W ilmington, D el.-N .J .-M d .*

Abilene, T ex .** B illings, M ont.* Corpus C h risti, T e x * F resn o , C a lif.*

* Expanded to an area wage survey in f is ca l year 1975. See inside back cover.** Included in W est Texas Plains.

The fourteenth annual report on sa laries fo r accountants, auditors, ch ie f accountguits, attorneys, job analysts, d irectors of personnel, buyers, ch em ists , eng ineers, engineering techn icians, draftsm en, and c le r ica l em ployees is available. O rder as BLS Bulletin 1804, National Survey o f P ro fess ion a l, Adm inistrative, Technical, and C lerica l Pay, M arch 1973, $ 1.05 a copy, from any of the BLS regional sa les o ffices shown on the back cov e r , or from the Superintendent o f D ocuments, U.S. G overnment Printing O ffice , Washington, D.C. 20402.

Area Wage SurveysA list o f the latest available bulletins or bulletin supplements is presented below . A d irectory of area wage studies including m ore lim ited studies conducted at the request of the Employment

Standards Adm inistration of the Department of Labor is available on request. Bulletins may be purchased from any of the BLS regional o ffices shown on the back cov er . Bulletin supplements may be obtained without cos t , where indicated , from BLS regional o ffices .

Bulletin numberA rea and p r ice *

Akron, Ohio, D ec. 1974--------------------------------------------------------------------------------------------------- Suppl. F reeAlbany—Schenectady-T roy, N .Y ., Sept. 1974--------------- ------------------------------------------ -------Suppl. FreeAlbuquerque, N. M ex., M ar. 1974 2________________________________________________ ___Suppl. F reeAllentown-Bethlehem —Easton, Pa.—N .J., May 1974 2 ------------------------------------------------- ..S u p p l. F reeAnaheim—Sant a Ana—Garden G rove, C a lif., Oct. 1974 1______________________________ _ 1850-9, 85 centsAtlanta, G a., May 1975 1-------------------------------------------------------------------------------------------------- 1850-25, $1.00Austin, T ex ., D ec. 1974-------------------------------------------------- . . .S u p p l. F reeB a ltim ore, M d., Aug. 1974------------------------------------------------------------------------------------- . . . ___Suppl. F reeBeaumont—Port Arthur—O range, T ex ., May 1974 2 -------------------------------------------------------- Suppl. F reeB illin gs, M ont., July 1974 1------------ ------------------------------------------------------------------------------- 1850-6, 75 centsBinghamton, N .Y .-P a ., July 1974-----------------------------------------------------------------------------------Suppl. F reeBirm ingham , A la ., M ar. 1975---------------------------------------------------------------------------------------- Suppl. FreeB oise City, Idaho, Nov. 1973 2 ------------------------------------------ ---------------------------------------------Suppl. F reeB oston , M ass., Aug. 1974-----------------------------------------------------------------------------------------------Suppl. F reeBuffalo, N .Y ., Oct. 1974________________________________________________________________ .S u pp l. F reeBurlington, V t., D ec. 1973 2 ------------------------------------------------------------------------------------------- Suppl. FreeCanton, Ohio, May 1975------------------------------------------------------------------------------------------ --------Suppl. F reeC harleston , W. V a ., M ar. 19 74 2 __________________________________________________ .S u p p l. F reeC h arlotte, N .C ., Jan. 1974 2 ----------------------------------------------------------- Suppl. F reeChattanooga, T en n .-G a., Sept. 1974___________________________________________________ Suppl. FreeC h icago, 111., May 1974 1 --------------------------------------- ----------- --------------------------------------------- 1795-27, $ 1.10Cincinnati, Ohio- Ky. - Ind., Feb. 1975------------------------------------------------------------------- -------- Suppl. F reeCleveland, Ohio, Sept. 1974 1____________ ___________________ ___________________________ 1850-17, $1 .00C olum bus, Ohio, Oct. 1974---------------- -------------------------------------- -------------------------------------- Suppl. F reeCorpus C h risti, T ex ., July 1974 1 _____________________________________________________ _ 1850-3, 75 centsDallas, T ex ., Oct. 1973 2 -------------------------------------------------------------------------------------------------Suppl. FreeDallas—Fort W orth, T ex ., Oct. 1974___________________________________________________ .S u p p l. F reeDavenport— Rock Isla n d -M olin e , Iow a -Ill., Feb. 1975---------------------------------------------- . . . Suppl. F reeDayton, Ohio, D ec. 1974 1 ----------------------------------------------------------------------------------- ------------ 1850-14, 80 centsDaytona Beach, F la ., Aug. 1974 1 --------------------------------------------------------------------------------- - 1850-1, 75 centsDenver, C o lo ., Dec. 1973 2---------------------------------------------------------------------------------------------- Suppl. FreeDenver— B oulder, C o lo ., Dec. 1974 1____________________________ __________________ ____ 1850-15, 85 centsDes M oines, Iowa, May 1974 2 _________________________________________________________ Suppl. F reeD etroit, M ich., Mar. 1975----------------------------------------------------------------------------------------------- 1850-22, 85 centsDurham, N .C ., Dec. 1973 2---------------------------------------------------------------------------------------------- 1795-9, 65 centsFort Laude rdale-H ollyw ood and West Palm Beach—Boca Raton, F la ., Apr. 1975 *— 1850-26, 80 centsFort W orth, T e x ., Oct. 1973 2__________________________________________________________ Suppl. FreeF resn o , C a li f .1 3--------------------------------------------------------------------------------------------------------------G ain esv ille , F la ., Sept. 1974 1 _________________________________________________________ 1850-1 1, 75 centsG reen Bay, W is., July 1974--------------------------------------------------------------------------------------------- Suppl. FreeG reen sb oro—W inston-Salem —High Point, N .C ., Aug. 1974 1------------------------------------------ 1850-2, 80 centsG reen v ille , S .C ., May 19 74____________________________________________________________ Suppl. F reeH artford, Conn., Mar. 1975 1___________________________________________________________ 1850-28, 80 centsHouston, T ex ., Apr. 1975___________ _________ -________________________________________ Suppl. F reeH untsville, A la., Feb. 1975—------------------------------------------------------------------------------- ----------Suppl. FreeIndianapolis, Ind., Oct. 1974____________________________________________________________Suppl. FreeJackson, M iss ., Jan. 1974 1_________________________________________ _______________ . . . . 1795-12, 65 centsJacksonville , F la ., Dec. 1974___________________________________________ ___________ ___Suppl. FreeKansas City, M o.-K an s., Sept. 1974.._____________________________________________—..— Suppl, FreeLawrence—Have rhill, M ass.—N.H ., June 1974 2_________________________________________Suppl. FreeLexington—F ayette , K y., Nov. 19 74__________________________ _________________________ Suppl. FreeLittle Rock—North Little R ock , A rk ., July 1973 2_____________________________________Suppl. F reeLos Angeles—Long Beach, C a lif., Oct. 1974------------------------------------------------------------------- .S u pp l. F reeLos A n geles-L ong Beach and Anaheim—Santa Ana—Garden

G rove, C a lif., Oct. 19 73 2 ----------------------------- — Suppl. F reeL ou isv ille , Ky.—Ind., Nov. 1974 1---------------------------------- -------------------------------------- -— -— 1850-12, 80 centsLubbock, T ex ., Mar. 1974 2___—-------------------------------------------------------------------------------------Suppl. F reeManche s te r , N .H ., July 1973 2 _________________________________________________________Suppl. FreeMelbourne—T itusville—C ocoa , F la ., Aug. 1974 1 -------- -----------—------------------------------------ 1850-5, 75 cents

Bulletin numberA rea and price *

M em phis, Tenn.—Ark.—M iss ., Nov. 1974------- --------------------- ---------- ------------------------------- Suppl. FreeM iam i, F la ., Oct. 1 97 4™ ----------------------------------------------------------------------------------------------- Suppl. FreeMidland and O dessa, T ex ., Jan. 1974 2 ------------------------------------- — -------------------------------Suppl. FreeM ilwaukee, W is., A p r. 1975 1-------------------- — — ------------------------------— -------------------------- 1850-21, 85 centsM inneapolis—St. Paul, Minn.—W is., Jan. 1975 1------------------------------------------------------------- 1850-20, $ 1.05Muskegon—Muskegon Heights, M ich ., June 19742 ---------------— ----------------- ------- -----------Suppl. FreeNassau—Suffolk, N .Y .1 3--------------------- —------------—------------------------------------------------------------Newark, N .J., Jan. 1975 1 ______________________________________________________________ 1850-18, $ 1.00Newark and J ersey City, N .J .. Jan. 1974 2 -------------------------------------------------- —------------- Suppl. FreeNew Haven, Conn., Jan. 1974 ------------------------------------ --------- ---------------------------------------- Suppl. FreeNew O rleans, L a ., Jan. 1975----------------------------------------------------------------------------------------- Suppl. FreeNew Y ork , N .Y .-N .J . 1 3---------------------------------------------------------------------------------------------------New Y ork and Nassau—Suffolk, N .Y ., Apr. 1974 2----------------—-------—-----------------------------Suppl. FreeNorfolk—V irgin ia Beach—Portsm outh, V a .-N .C . 3 ---------------------------------------------------------Norfolk—V irgin ia B ea ch -P orts mouth and Newport News—

Hampton, V a ., Jan. 1974--------------------------------------------------------------------- -— --------------------Suppl. FreeNortheast Pennsylvania, Aug. 1974 1----------------------------------------------------------------------------- 1850-8, 80 centsOklahoma City, O kla ., Aug. 1974 1 —-----------— ------------------------------------- ------------------------- 1850-7, 80 centsOmaha, N ebr.—Iowa, Oct. 1974 1______ — ------------------------------------------------ —------------------ 1850-10, 80 centsPaterson—Clifton—P a ssa ic , N.J., June 1974-------------------------------------------- ---------------------Suppl. FreePhiladelphia, Pa.—N .J., Nov. 1974— — --------------------------------------------------------------------------Suppl. FreePhoenix, A r iz ., June 1974 2------- --------------------------------------------------------—------- ------------------ Suppl. FreePittsburgh, P a ., Jan. 1975 ------------------------------------------- -------- -------------- —---------------------- Suppl. FreePortland, Maine, Nov. 1974______________________________________ -— ---------------------------- Suppl. FreePortland, O reg.—W ash., May 1974 1 — -------------------------------------------- —-------- ------------------ 1795-26, 85 centsPoughkeepsie, N .Y .1 3----------------------------------------------------------- —------—------------------------------Poughkeepsie—Kingston—Newburgh, N .Y ., June 1974---------------------------------------------------Suppl. FreeProvidence—W arwick—Pawtucket, R.I.—M ass., June 1975 ------------------------------------------- 1850-27, 75 centsRaleigh, N .C ., D ec. 1973* 2 -------- ----------------------------------------------------------------------------------- 1795-7, 65 centsRaleigh—Durham, N .C ., Feb. 1975_____ —----------------------------------------— ——----------------Suppl. FreeRichm ond, V a ., Mar. 1974 1 — —----------- —--------—--------------------- — -----. . . . . . — — ------------ 1795-25, 80 centsR iverside—San Bernardino—Ontario, C a lif., D ec. 1973 2 -------— ----------------------------------Suppl. FreeR ockford , 111., June 19742 — —-------------------------------------------------------------- ------- ----------------- Suppl. FreeSt. Lou is, M o.—111., M ar. 1975-----------------------------------------------.------------ ------— ----------------- Suppl. FreeSacram ento, C a lif., D ec. 1974 1 _______________________________________________________ 1850-19, 80 centsSaginaw, M ich ., Nov. 1974 1 ---------------------------------------------------------------------------- -------------- 1850-16, 75 centsSalt Lake City—Ogden, Utah, Nov. 1974------------------------------------ ------------------ _ ------------- Suppl. FreeSan Antonio, T ex ., May 1975--------------------------------------------------------- ------------ — . . . ------------ 1850-23, 65 centsSan D iego, C a lif., Nov. 1974 1__________________________________________________________ 1850-13, 80 centsSan F ra n cisco—Oakland, C a lif., M ar. 1974------------------------------------- -— ------------ -----------Suppl. FreeSan J ose , C a lif., M ar. 1974____________________________________________________________ Suppl. FreeSavannah, G a., May 1974 2 --------------------------------------------------------------------------------------------- Suppl. FreeScranton, P a ., July 1973 1 2----------------- —----------------------------------- -— ------------------------------- 1795^3, 55 centsSeattle—E verett, W ash., Jan. 1975-------- —-------------------------- — -------------------------------------- Suppl. FreeSioux F a lls , S. Dak., D ec. 1973 2 ----------------------------------- --------------------------------------------Suppl. FreeSouth Bend, Ind., M ar. 1975______ ...------------------------------------- --------------------------------------- Suppl. FreeSpokane, W ash., June 19 74 2 ---------------------- ,-------------------------- ---------------------------------------- .S u pp l. FreeSyracuse, N .Y ., July 1974 1_____________________________ ______________________________ 1850-4, 80 centsT amp a—St. P etersbu rg , F la ., Aug. 19 73 2------------------------------------------------------ ----------------Suppl. FreeT oledo, Ohio—M ich ., Apr. 1974_____________________________ ——______________________ Suppl. FreeTrenton, N .J., Sept. 1974_______________________________________________________________ Suppl. FreeWashington, D .C .-M d .-V a ., M ar. 1974----------------------------- ---------------------------------------------Suppl. FreeW aterbury, Conn., Mar. 1974 2 _____________________________ _________ _____ __________Suppl. FreeW aterloo, Iowa, Nov. 1973 1 2 ----------------------------------------------------------------------------------------- 1795-5, 60 centsW estchester County, N.Y 3______ _____—_____-_________________ ____ ______ _____________W ichita, K ans., Apr. 1975-------------- ------------------------------------------------------------------------------- Suppl. FreeW orcester , M ass., May 1975 1------------------------------------------------------------------ — ----------------- 1850-24, 80 centsY ork , P a ., Feb. 1974___________________________________________________________________ Suppl. FreeYoungstown—W arren, Ohio, Nov. 1973 2 -------—---------------------------------------------------------------Suppl. Free

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

U .S . D E P A R T M E N T O F L A B O R B U R E A U O F LA B O R S T A T IS T IC S W A S H IN G TO N , D.C. 20212

O F F IC IA L B U S IN E S S P E N A L TY FO R P R IV A TE U S E $300

B U R E A URegion I1603 J F K Federal Building Government Center Boston, Mass. 02203 Phone:2 23-6 761 (Area Code 61 7)

ConnecticutMaineMassachusetts New Hampshire Rhode Island Vermont

Region V9th Floor, 230 S. Dearborn St.Chicago, III. 606 04Phone:3 53-188 0 (Area Code 312)

IllinoisIndianaMichiganMinnesotaOhioWisconsin

T H IR D C L A S S M A IL

P O S T A G E A N D F E E S P A I D

U.S. DEPARTMENT OF LABOR

L A B - 4 4 1

O F L A B O R S T A T IS T IC S R E G IO N A L O FFIC E SRegion II Suite 3400 1515 Broadway New York, N .Y . 10036 Phone: 9 71-5405 (Area Code 21 2)

New Jersey New York Puerto Rico Virgin Islands

Region III P.O. Box 13309 Philadelphia, Pa. 19101 Phone:5 97-1154 (Area Code 215)

DelawareDistrict of ColumbiaMarylandPennsylvaniaVirginiaWest Virginia

Region IV Suite 5401371 Peachtree St. N.E.Atlanta, Ga. 30309Phone: 526-5418 (Area Code 404)

Alabama Florida Georgia Kentucky Mississippi North Carolina South Carolina Tennessee

Region V I Second Floor555 Griffin Square Building Dallas, Tex. 75202 Phone:749-3516 (Area Code 214)

Regions V II and V III Federal Office Building 911 Walnut S t , 15th Floor Kansas City, Mo. 64106 Phone: 374-2481 (Area Code 816)

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

Arkansas V II V III IX XLouisiana Iowa Colorado Arizona AlaskaNew Mexico Kansas Montana California IdahoOklahoma Missouri North Dakota Hawaii OregonTexas Nebraska South Dakota

UtahWyoming

Nevada Washington