L 7.> 3. 1 1 V\
Dayt Montgomery Co* . r.'ic Library "" f ,5 1971
f OCUMENT COLLECTION ;
AREA WAGE SURVEY he Rockford. Illinois, Metropolitan Area, M ay 1971
. ■ ■ EL . ’ ‘ >t * ■ - -i ■■ fffl < .? ' Bulletin 1685-79
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Region I Region II Region III Region IV 1603-A Federal Building 341 Ninth Ave., Rm. 1025 406 Penn Square Building Suite 540 Government Center New York, N.Y. 10001 1317 Filbert St. 1371 Peachtree St. NE. Boston, Mass. 02203 Phone: 971-5405 (Area Code 212) Philadelphia, Pa. 19107 Atlanta, Ga. 30309 Phone: 223-6761 (Area Code 617) Phone: 597-7796 (Area Code 215) Phone: 526-5418 (Area Code 404)
Region V Region VI Regions V II and V III Regions IX and X 219 South Dearborn St. 1100 Commerce St., Rm. 6B7 Federal Office Building 450 Golden Gate Ave. Chicago, III. 60604 Dallas, Tex. 75202 911 Walnut St., 10th Floor Box 36017 Phone: 353-7230 (Area Code 312) Phone: 749-3516 (Area Code 214) Kansas City, Mo. 64106 San Francisco, Calif. 94102 Phone: 374-2481 (Area Code 816) Phone: 556-4678 (Area Code 415) Regions V II and V III will be serviced by Kansas City. Regions IX and X will be serviced by San Francisco.
Digitized for FRASER http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis U.S. DEPARTMENT OF LABOR
J. D. Hodgson, Secretary
BUREAU OF LABOR STATISTICS Geoffrey H. Moore, Commissioner
AREA WAGE SURVEY The Rockford, Illinois, Metropolitan Area, M ay 1971
Bulletin 1685-79
September 1971
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P a ge
The Bureau of Labor Statistics program of annual Introduction ______1 occupational wage surveys in metropolitan areas is de W age tr e n d s fo r s e le c t e d o ccu p a tio n a l g ro u p s ______4 signed to provide data on occupational earnings, and estab lishment practices and supplementary wage provisions. It T a b le s : yields detailed data by selected industry division for each of the areas studied, for geographic regions, and for the 1. Establishments and workers within scope of survey and United States. A major consideration in the program is n u m b er stu died______3 the need for greater insight into (1) the movement of wages 2. Indexes of standard weekly salaries and straight-time by occupational category and skill level, and (2) the struc hourly earnings for selected occupational groups, and ture and level of wages among areas and industry divisions. percents of increase for selected periods ______5
At the end of each survey, an individual area bul A. Occupational earnings: letin presents the survey results. After completion of all A -l. Office occupations—men and women ______6 of the individual area bulletins for a round of surveys, two A-2. Professional and technical occupations—men and summary bulletins are issued. The first brings data for w om en ______8 each of the metropolitan areas studied into one bulletin. A-3. Office, professional, and technical occupations— The second presents information which has been projected men and women combined ______9 from individual metropolitan area data to relate to geo A - 4 . M a in ten a n ce and p o w e rp la n t o c c u p a t io n s ______10 graphic regions and the United States. A-5. Custodial and material movement occupations—______11
Ninety areas currently are included in the pro Appendix. Occupational descriptions ______13 gram. In each area, information on occupational earnings is collected annually and on establishment practices and supplementary wage provisions biennially.
This bulletin presents results of the survey in Rockford, 111., in May 1971. The Standard Metropolitan Statistical Area, as defined by the Bureau of the Budget through January 1968, consists of Boone and Winnebago Counties. This study was conducted by the Bureau's re gional office in Chicago, 111., under the general direction of Lois L. Orr, Assistant Regional Director for Operations. NOTE: Similar tabulations are available for other areas. (See inside back cover.)
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This area is 1 of 90 in which the U.S. Department of Labor's either (l) employment in the occupation is too small to provide enough Bureau of Labor Statistics conducts surveys of occupational earnings data to merit presentation, or (2) there is possibility of disclosure and related benefits on an areawide basis.1 of individual establishment data. Earnings data not shown separately for industry divisions are included in all industries combined data, This bulletin presents current occupational employment and where shown. Likewise, data are included in the overall classification earnings information obtained largely by mail from the establishments when a subclassification of secretaries or truckdrivers is not shown visited by Bureau field economists in the last previous survey for or information to subclassify is not available. occupations reported in that earlier study. Personal visits were made to nonrespondents and to those respondents reporting unusual changes Occupational employment and earnings data are shown for since the previous survey. full-time workers, i.e., those hired to work a regular weekly schedule in the given occupational classification. Earnings data exclude pre In each area, data are obtained from representative estab mium pay for overtime and for work on weekends, holidays, and lishments within six broad industry divisions: Manufacturing; trans late shifts. Nonproduction bonuses are excluded, but cost-of-living portation, communication, and other public utilities; wholesale trade; allowances and incentive earnings are included. Where weekly hours retail trade; finance, insurance, and real estate; and services. Major are reported, as for office clerical occupations, reference is to the industry groups excluded from these studies are government opera standard workweek (rounded to the nearest half hour) for which em tions and the construction and extractive industries. Establishments ployees receive their regular straight-time salaries (exclusive of pay having fewer than a prescribed number of workers are omitted because for overtime at regular and/or premium rates). Average weekly earn they tend to furnish insufficient employment in the occupations studied ings for these occupations have been rounded to the nearest half dollar. to warrant inclusion. Separate tabulations are provided for each of the broad industry divisions which meet publication criteria. These surveys measure the level of occupational earnings in These surveys are conducted on a sample basis because of an area at a particular time. Comparisons of individual occupational the unnecessary cost involved in surveying all establishments. To averages over time may not reflect expected wage changes. The obtain optimum accuracy at minimum cost, a greater proportion of averages for individual jobs are affected by changes in wages and large than of small establishments is studied. In combining the data, employment patterns. For example, proportions of workers employed however, all establishments are given their appropriate weight. Es by high- or low-wage firms may change or high-wage workers may timates based on the establishments studied are presented, therefore, advance to better jobs and be replaced by new workers at lower rates. as relating to all establishments in the industry grouping and area, Such shifts in employment could decrease an occupational average even except for those below the minimum size studied. though most establishments in an area increase wages during the year. Trends in earnings of occupational groups, shown in table 2, are better Occupations and Earnings indicators of wage trends than individual jobs within the groups. The occupations selected for study are common to a variety of manufacturing and nonmanufacturing industries, and are of the The averages presented reflect composite, areawide esti following types: (l) Office clerical; (2) professional and technical; mates. Industries and establishments differ in pay level and job (3) maintenance and powerplant; and (4) custodial and material move staffing and, thus, contribute differently to the estimates for each job. ment. Occupational classification is based on a uniform set of job The pay relationship obtainable from the averages may fail to reflect descriptions designed to take account of interestablishment variation accurately the wage spread or differential maintained among jobs in in duties within the same job. The occupations selected for study individual establishments. Similarly, differences in average pay levels are listed and described in the appendix. The earnings data following for men and women in any of the selected occupations should not be the job titles are for all industries combined. Earnings data for some assumed to reflect differences in pay treatment of the sexes within of the occupations listed and described, or for some industry divisions individual establishments. Other possible factors which may con within occupations, are not presented in the A-series tables, because tribute to differences in pay for men and women include: Differences in progression within established rate ranges, since only the actual 1 Included in the 90 areas are four studies conducted under contract with the New York State Department of Labor. These areas are Binghamton (New York portion only); Rochester (office occu rates paid incumbents are collected; and differences in specific duties pations only); Syracuse; and Utica—Rome. In addition, the Bureau conducts more limited area studies performed, although the workers are classified appropriately within in 77 areas at the request of the Wage and Hour Division of the U. S. Department of Labor. the same survey job description. Job descriptions used in classifying
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employees in these surveys are usually more generalized than those Establishment Practices and Supplementary Wage Provisions used in individual establishments and allow for minor differences among establishments in the specific duties performed. Tabulations on selected establishment practices and supple Occupational employment estimates represent the total in all mentary wage provisions (B-series tables) are not presented in this establishments within the scope of the study and not the number actu bulletin. Information for these tabulations is collected biennially. ally surveyed. Because of differences in occupational structure among These tabulations on minimum entrance salaries for inexperienced establishments, the estimates of occupational employment obtained from women office workers; shift differentials; scheduled weekly hours; the sample of establishments studied serve only to indicate the relative paid holidays; paid vacations; and health, insurance, and pension importance of the jobs studied. These differences in occupational plans are presented (in the B-series tables) in previous bulletins for structure do not affect materially the accuracy of the earnings data. this a re a .
Digitized for FRASER http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis Table 1. Establishments and workers within scope of survey and number studied in Rockford, III.,1 by m ajor industry division,2 May 1971
Number of establishments Minimum W orkers in establishments employment in establish- Within scope of study4 Industry division Within scope ments in scope Studied Studied of study3 of study Number Percent
All divisions______249 91 59.305 100 40,236
Manufacturing______50 135 48 47,284 80 33,896 Nonmanufacturing______" 114 43 12,021 20 6,340 Transportation, communication, and other public utilities 5______50 14 9 1,990 3 1,610 Wholesale trade 6______50 12 5 1, 168 2 608 Retail trade 6______50 58 15 6,454 11 2,634 Finance, insurance, and real estate 6______50 12 5 973 2 494 Services 6 7______50 18 9 1,436 2 994
1 The Rockford Standard Metropolitan Statistical Area, as defined by the Bureau of the Budget through January 1968, consists of Boone and Winnebago Counties. The "workers within scope of study" estimates shown in this table provide a reasonably accurate description of the size and composition of the labor force included in the survey. The estimates are not intended, however, to serve as a basis of comparison with other employment indexes for the area to measure employment trends or levels since (1) planning of wage surveys requires the use of establishment data compiled considerably in advance of the payroll period studied, and (2) small establishments are excluded from the scope of the survey. 2 The 1967 edition of the Standard Industrial Classification Manual was used in classifying establishments by industry division. 3 Includes all establishments with total employment at or above the minimum limitation. All outlets (within the area) of companies in such industries as trade, finance, auto repair service, and motion picture theaters are considered as 1 establishment. 4 Includes all workers in all establishments with total employment (within the area) at or above the minimum limitation. 5 Abbreviated to "public utilities" in the A-series tables. Taxicabs and services incidental to water transportation were excluded. 6 This industry division is represented in estimates for "all industries" and "nonmanufacturing" in the Series A tables. Separate presentation of data for this division is not made for one or more of the following reasons: (1) Employment in the division is too small to provide enough data to merit separate study, (2) the sample was not designed initially to permit separate presentation, (3) response was insufficient or inadequate to permit separate presentation, and (4) there is possibility of disclosure of individual establishment data. 7 Hotels and motels; laundries and other personal services; business services; automobile repair, rental, and parking; motion pictures; nonprofit membership organizations (excluding religious and charitable organizations); and engineering and architectural services.
Four-fifths of the workers within scope of the survey in the Rockford area were employed in manufacturing firms. The following presents the major industry groups and specific industries as a percent of all manufacturing:
Industry groups Specific industries
Transportation equipment —____ 25 Motor vehicles and Fabricated metal products - ____ 24 equipment------18 Machinery, except electrical___22 Cutlery, hand tools , and Instruments and related hardware------___ 13 i n 1 1 Food and kindred products _____ 5 M echanical measuring and control devices ______10 A ircraft and p a rts______7 Screw machine products, bolts, etc.------___ 7 General industrial m achinery------___ 5
This information is based on estimates of total employment derived from universe materials compiled prior to actual survey. Proportions in various industry divisions may differ from proportions based on the results of the survey as shown in table 1 above.
Digitized for FRASER http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis Wage Trends for Selected Occupational Groups
Presented in table 2 are indexes and percentages of change shows the percentage change. The index is the product of multiplying in average salaries of office clerical workers and industrial nurses, the base year relative (100) by the relative for the next succeeding and in average earnings of selected plant worker groups. The indexes year and continuing to multiply (compound) each year's relative by the are a measure of wages at a given time, expressed as a percent of previous year's index. wages during the base period. Subtracting 100 from the index yields the percentage change in wages from the base period to the date of For office clerical workers and industrial nurses, the wage the index. The percentages of change or increase relate to wage trends relate to regular weekly salaries for the normal workweek, changes between the indicated dates. Annual rates of increase, where exclusive of earnings for overtime. For plant worker groups, they shown, reflect the amount of increase for 12 months when the time measure changes in average straight-time hourly earnings, excluding period between surveys was other than 12 months. These computations premium pay for overtime and for work on weekends, holidays, and were based on the assumption that wages increased at a constant rate late shifts. The percentages are based on data for selected key occu between surveys. These estimates are measures of change in aver pations and include most of the numerically important jobs within ages for the area; they are not intended to measure average pay each group. changes in the establishments in the area. Limitations of Data Method of Computing The indexes and percentages of change, as measures of Each of the following key occupations within an occupational change in area averages, are influenced by: (l) general salary and group was assigned a constant weight based on its proportionate em wage changes, (2) merit or other increases in pay received by indi ployment in the occupational group: vidual workers while in the same job, and (3) changes in average wages due to changes in the labor force resulting from labor turn over, force expansions, force reductions, and changes in the propor Skilled maintenance (men): Office clerical (men and women): Office clerical (men and women)— tions of workers employed by establishments with different pay levels. Bookkeeping-machine Continued Carpenters operators, class B Secretaries Electricians Changes in the labor force can cause increases or decreases in the Cleiks, accounting, classes Stenographers, general Machinists occupational averages without actual wage changes. It is conceivable A and B Stenographers, senior Mechanics that even though all establishments in an area gave wage increases, Cleiks, file, classes Switchboard operators, classes Mechanics (automotive) average wages may have declined because lower-paying establishments A, B, and C A and B Painters entered the area or expanded their work forces. Similarly, wages Pipefitters Cleiks, order Tabulating-machine operators, may have remained relatively constant, yet the averages for an area Cleiks, payroll class B Tool and die makers Comptometer operators Typists, classes A and B may have risen considerably because higher-paying establishments Keypunch operators, classes Unskilled plant (men): entered the area. A and B Industrial nurses (men and women): Janitors, porters, and cleaners Office boys and girls Nurses, industrial (registered) Laborers, material handling The use of constant employment weights eliminates the effect of changes in the proportion of workers represented in each job in cluded in the data. The percentages of change reflect only changes The average (mean) earnings for each occupation were multi in average pay for straight-time hours. They are not influenced by plied by the occupational weight, and the products for all occupations changes in standard work schedules, as such, or by premium pay in the group were totaled. The aggregates for 2 consecutive years for overtime. Where necessary, data were adjusted to remove from were related by dividing the aggregate for the later year by the aggre the indexes and percentages of change any significant effect caused gate for the earlier year. The resultant relative, less 100 percent, by changes in the scope of the survey.
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Digitized for FRASER http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis Table 2. Indexes of standard weekly salaries and straight-time hourly earnings for selected occupational groups in Rockford, III., May 1970 and May 1971, and percents of increase for selected periods
All industries Manufacturing
Office Industrial Skilled Unskilled O ffice Indu strial Skilled Unskilled Period clerica l nurses maintenance plant clerica l nu r s e s maintenance plant (men and (men and trades w orkers (men and (men and trades workers women) women) (men) (men) women) women) (men) (men)
Indexes (Msiy 1967=100)
May 1970------119.0 123.1 123.9 126.2 119.1 123.1 124.2 122.7 May 1971______125.3 132.5 132.0 137.6 125.3 132.9 132.3 132.8
Indexes (May 1961=100)
May 1967------121.2 126.9 120.0 122.7 121.6 126.9 119.2 128.6 May 1971______151.8 168.2 158.2 168.8 152.3 168.8 157.5 170.7
Percents of increase
May 1960 to May 1961______1.6 1.2 3.7 3.4 1.7 1.2 3.7 3.2 May 1961 to April 1962: 11-month increase______3.0 6.0 2.2 .1 2.8 6.0 2.2 1.4 Annual rate of increase______3.3 6.6 2.4 .1 3.1 6.6 2.4 1.5 April 1962 to April 1963______1.9 2.8 1.7 3.6 1.8 2.8 1.5 3.4 April 1963 to April 1964------1.3 .5 2.4 3.2 1.3 .5 2.1 2.7 A pril 1964 to May 1965: 13-month increase ______2.2 2.7 2.9 3.8 2.4 2.2 2.7 4.6 Annual rate of increase______2.0 2.5 2.7 3.5 2.2 2.0 2.5 4.2
May 1965 to May 1966______6.9 5.3 3.6 2.6 6.7 5.9 3.5 4.7 May 1966 to May 1967______4.3 7.1 5.9 7.6 5.0 7.1 5.8 9.1 May 1967 to May 1968______5.4 7.5 9.9 8.9 5.7 7.5 10.4 6.8 May 1968 to May 1969______6.7 7.0 6.6 6.1 6.8 7.0 6.6 6.5 May 1969 to May 1970______5.8 7.0 1 5.8 9.2 5.5 7.0 1 5.5 7.9 May 1970 to May 1971______5.3 7.6 6.5 9.0 5.2 8.0 6.5 8.2
1 Revised estimate.
NOTE: Most previously published indexes for the Rockford area used May 1961 as the base period. They can be converted to the new base period by dividing them by the corresponding index numbers for May 1967 on the May 1961 base period as shown in the table. (The result should be m ultiplied by 100.)
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A. Occupational earnings
Table A-1. Office occupations—men and women
(Average straight-time weekly hours and earnings for selected occupations studied on an area basis by industry division, Rockford, 111., M a y 1971)
Weekly earnings * (standard) N u mb er of workers receiving straight-time weekly earnings of— % $ % $ s t t $ t S $ » $ $ $ * t $ $ $ Number Average 6 0 6 5 7 0 75 80 85 90 95 100 105 110 115 120 130 140 150 160 170 180 190 200 Sex, occupation, and industry division of weekly workers Mean 2 Median2 Middle range2 a n d (standard) u n d e r and 65 7 0 75 80 85 90 95 100 105 110 115 120 130 140 150 160 170 180 190 200 over
MEN $ $ $ $ CLERKS, ACCOUNTING, CLASS A ------35 4 0 . 0 165.00 162.50 143.50-191.50 1 3 8 5 2 4 2 9 i M A N U F A C T U R I N G ------3 4 4 0 . 0 165.50 164.00 143.50-191.50 1 3 8 4 2 4 2 9 i
WOMEN
BILLERS, MACHINE (BILLING M A C H I N E ) ------22 39.5 112.50 117.00 99.50-136.50 - 3 - - - - - 3 - 4 - 4 2 4 2 ---- -
BOOKKEEPING-MACHINE OPERATORS, _ C L A S S B ------4 2 4 0 . 0 8 4 . 0 0 8 4 . 5 0 74.00- 96.00 _ 10 4 8 5 4 8 3 M A N U F A C T U R I N G ------21 40.0 92.00 95.50 87.50- 99.00 -- - 4 1 1 4 8 3
C L E R K S , A C C O U N T I N G , C L A S S A ------1 0 6 3 9 . 5 125.50 121.00 111.00-137.50 - _-_ -_ 5 1 10 7 15 13 15 18 5 8 3 2 2 2 _ M A N U F A C T U R I N G ------71 3 9 . 5 124.50 122.00 107.50-136.50 ---- 5 1 10 4 7 7 7 18 3 2 3 - 2 2 - NONMANUFACTURING ------35 4 0 . 0 127.00 120.50 114.00-145.00 -- - - "*-- 3 8 6 8 2 6 - 2 - -
C L E R K S , A C C O U N T I N G , C L A S S B ------1 8 4 40.0 110.00 108.50 96.50-123.00 - -- 13 3 10 15 20 21 16 28 6 16 10 20 - 4 2 --_ MANUFACTURING ------9 5 3 9 . 5 106.50 107.00 97.50-114.00 ---- 2 4 11 14 13 11 21 4 9 6 ------NONMANUFACTURING ------8 9 4 0 . 0 113.50 111.50 93.00-141.00 --- 13 l 6 4 6 8 5 7 2 7 4 20 - 4 2 --- PUBLIC UTILITIES ------15 4 0 . 0 125.00 103.50 97.50-167.50 2 4 3 * - “* 4 2 - -
CLERKS, FILE, CLASS B ------32 40.0 103.00 102.50 88.00-114.00 - _- 4 3 2 3 3 3 2 6 - 4 _ 2 - - ____ M A N U F A C T U R I N G ------16 40.0 97.00 96.00 86.00-107.00 -- - i 3 1 3 3 1 2 - 2
C L E R K S , F I L E , C L A S S C ------22 39.5 78.50 77.50 69.00- 84.00 5 - 3 7 3 -- 2 1 --- l
CLERKS, ORDER ------56 40.0 98.50 97.00 90.50-107.00 -_ 2 2 3 6 12 9 6 7 4 2 1 i 1 -_ - ___ MANUFACTURING ------4 9 40.0 98.00 95.50 90.00-106.00 “ 2 2 3 5 12 9 4 3 4 2 1 i 1 “-
CLERKS, PAYROLL ------77 40.0 119.50 120.00 109.00-128.50 - _ - - _ 1 1 _ 6 14 10 7 22 9 5 2 ___ _ _ M A N U F A C T U R I N G ------70 40.0 118.50 1 1 8 . 0 0 109.00-126.00 “ 1 6 14 10 7 21 6 3 2 - ----
K E Y P U N C H O P E R A T O R S , C L A S S A ------120 40.0 108.00 1 0 7 . 5 0 101.00-115.50 ____ _ 7 10 9 25 20 18 14 12 4 _ 1 -____ M A N U F A C T U R I N G ------1 0 8 4 0 . 0 1 0 9 . 5 0 1 0 8 . 5 0 102.00-116.50 --- - 1 7 9 24 20 17 14 11 4 1 *“ - -
K E Y P U N C H O P E R A T O R S , C L A S S B ------7 8 4 0 . 0 1 0 1 . 0 0 1 0 0 . 0 0 89.50-107.00 _ - 1 1 5 14 9 9 16 11 6 -- _ 1 4 i _ - __ MANUFACTURING ------7 2 40.0 102.00 100.50 90.00-107.00 --- 1 4 13 9 8 16 9 6 1 4 i ----
O F F I C E G I R L S ------20 40.0 83.50 82.50 75.50- 93.50 __ 5 4 3 1 4 2 - i MANUFACTURING ------17 40.0 86.00 85.00 78.00- 94.50 *- 2 4 3 1 4 2 i
SECRETARIES ------4 4 8 40.0 129.00 127.00 112.50-143.50 ___ - - 2 8 27 22 37 32 43 86 64 39 42 22 10 9 3 2 M A N U F A C T U R I N G ------4 0 1 4 0 . 0 1 2 9 . 5 0 127.50 114.00-144.50 - - ~ - - 4 14 21 35 32 41 78 58 38 40 20 9 8 3 - NONMANUFACTURING ------4 7 40.0 121.50 120.00 97.50-134.00 ---- 2 4 13 1 2 - 2 8 6 1 2 2 i 1 - 2 PUBLIC UTILITIES ------15 4 0 . 0 1 2 8 . 5 0 126.50 110.00-152.50 - -- “ 3 1 * 6 1 - 2 * i 1 -
SECRETARIES, CLASS A ------55 40.0 155.50 154.00 149.00-169.00 _ - - - - - _- 1 -- 1 3 3 8 20 7 6 5 1 _ M A N U F A C T U R I N G ------5 2 4 0 . 0 157.50 154.50 150.00-169.50 3 2 8 20 7 6 5 1 -
SECRETARIES, CLASS B ------1 0 9 4 0 . 0 137.50 135.00 125.00-152.00 _ - -- - _- 6 1 7 3 3 18 23 18 14 9 i 2 2 2 M A N U F A C T U R I N G ------9 9 4 0 . 0 1 3 7 . 5 0 1 3 7 . 5 0 125.50-152.00 - - - - 3 1 7 3 3 17 19 18 14 9 i 2 2
SECRETARIES, CLASS C ------17 7 4 0 . 0 125.00 124.00 112.50-134.50 --- _ - - 2 9 12 16 12 24 41 30 13 7 6 3 2 -- M A N U F A C T U R I N G ------157 40.0 124.00 123.50 113.00-134.00 ------2 3 12 15 12 23 37 29 12 5 4 2 i - NONMANUFACTURING ------20 40.0 129.00 128.00 99.50-154.50 6 1 ~ 1 4 1 1 2 2 1 i “ '* "
See footnotes at end of tables
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Table A-1. Office occupations—men and women -----C ontinued
(Average straight-time weekly hours and earnings for selected occupations studied on an area basis by industry division, Rockford, 111., M a y 1971)
Weekly earnings 1 N u m b e r of w o r k e r s receiving straight-time weekly earnings Df-- (standard) t $ $ $ * s * $ t S t * $ $ Number 6 0 6 5 7 0 75 8 0 8 5 9 0 95 1 0 0 1 0 5 no 1 1 5 1 2 0 1 3 0 1 4 0 1 5 0 1 6 0 1 7 0 1 8 0 1 9 0 2 0 0 Sex, occupation, and industry division of woikers M ean 2 M edian ^ M iddle range 2 a n d a n d (standard) u n d e r
6 5 7 0 75 8 0 85 9 0 9 5 1 0 0 1 0 5 no 1 1 5 1 2 0 1 3 0 1 4 0 1 5 0 1 6 0 1 7 0 1 8 0 1 9 0 2 0 0 o v e r
WOMEN - CONTINUED
SECRETARIES - CONTINUED $ $ $ $ SECRETARIES, CLASS D ------107 40.0 113.00 113.50 104.50-123.00 -- -- - 2 6 12 8 14 17 15 24 8 1 - M A N U F A C T U R I N G ------9 3 40.0 115.00 114.50 107.00-124.50 - ** 2 8 8 13 17 15 21 8 1 “ ** “
STENOGRAPHERS, GENERAL ------111 40.0 103.50 104.00 93.50-114.50 -- 1 8 8 5 9 16 12 13 13 10 6 8 1 1 - ---- manufacturing ------8 5 4 0 . 0 102.00 102.50 94.50-111.00 -- 1 2 5 5 9 15 12 13 11 6 2 4 -- - - - NONMANUFACTURING ------26 40.0 108.50 117.00 81.00-130.50 - * 6 3 ~ “ 1 - ~ 2 4 4 4 1 1 - “ “ “
STENOGRAPHERS, SENIOR ------121 40.0 115.50 110.50 102.50-124.50 _ _ -- 1 2 5 15 14 2 2 1 7 8 12 8 6 5 3 2 1 - - M A N U F A C T U R I N G ------100 40.0 113.50 110.00 103.00-120.50 --- - - 2 2 15 10 21 17 8 10 8 2 1 3 - 1 - NONMANUFACTURING ------21 40.0 126.50 125.00 102.00-154.00 - 1 “ 3 “ 4 1 “ 2 “ 4 4 2 “
SWITCHBOARD OPERATORS, CLASS A ----- 30 40.0 119.00 121.00 102.00-136.00 -- 1 1 2 1 1 4 3 - 1 8 1 2 4 1 ---- M A N U F A C T U R I N G ------25 40.0 116.00 121.00 102.00-129.00 “- 1 1 2 1 “ 4 3 8 1 1 2 1 *
SWITCHBOARD OPERATORS, CLASS B ----- 18 4 3 . 5 95.00 92.50 83.00-103.00 --- 2 5 2 1 3 2 --- 1 2 ------
SWITCHBOARD OPERATOR-RECEPTIONISTS- 9 9 4 0 . 0 1 0 4 . 0 0 1 0 2 . 5 0 88.50-114.00 - _ 1 3 13 11 9 8 10 4 19 5 6 2 6 2 ---- _ MANUFACTURING ------7 7 3 9 . 5 108.00 110.00 96.50-115.50 -- - 4 4 9 8 10 4 19 5 6 2 6 - -- - 2 2 *rU.U9 0 . 0 0 ti-r.UU 1
TRANSCRIBING-MACHINE OPERATORS, G E N E R A L ------9 2 4 0 . 0 1 0 5 . 5 0 9 5 . 0 0 91.00-123.00 - - 3 1 4 14 1 2 * 2 3 7 2 i 2 ---- - MANUFACTURING ------34 4 0 . 0 1 0 9 . 0 0 1 0 1 . 0 0 92.50-125.50 - - - 1 1 14 l 2 * 2 3 5 2 i 2 * ah n 97.00 97.00 89.50-106.00 10 10 27 £ 3 8 3 4/ 0n . 0n 9 8 . CO 9 7 . 5 0 13 27 A 92.00-105.50 2 '* 7 3 - 1 6 3 / n n an fZ j! 3 ' 0 0 0 6 * 0 0 9 5 * 5 0 5 5 on 89.00-104.00 13 17 11 6 6 5 3 71 4 0 . 0 8 0 . 0 0 7 8 . 0 0 75.50- 87.00 14 3 4 13 7
See footnotes at end of tables
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Table A-2. Professional and technical occupations—men and women
(Average straight-time weekly hours and earnings for selected occupations studied on an area basis by industry division, Rockford, 111., M a y 1971)
Weekly earnings 1 (standard) Nu mb er of workers receiving straight-time weekly earnings of— t t $ * S * t t % * S $ i $ t $ $ $ $ * N um ber A verage 1 1 5 1 2 0 12 5 1 3 0 1 3 5 1 4 0 1 4 5 1 5 0 1 5 5 1 6 0 1 6 5 1 7 0 1 8 0 1 9 0 2 0 0 2 1 0 2 2 0 2 3 0 2 4 0 Sex, occupation, and industry division of U n d e r workers Mean 2 Median 2 Middle range2 * a n d (standard) 1 1 0 u n d e r
1 1 5 1 2 0 1 2 5 13 0 1 3 5 1 4 0 1 4 5 . i s o 1 5 5 1 6 0 1 6 5 1 7 0 1 8 0 1 9 0 2 0 0 2 1 0 220 230 240 250
MEN
$ $ $ COMPUTER OPERATORS, CLASS A ------2 3 4 0 . 0 1 7 3 . 0 0 1 6 8 . 5 0 160.00-190.00 1 1 4 4 3 3 2 2 3 MANUFACTURING ------22 40.0 173.50 169.00 159.50-191.00 - "*** 1 1 4 3 3 3 2 2 3 “ *
COMPUTER OPERATORS, CLASS B ------34 40.0 132.00 131.00 122.50-142.00 2 1 3 6 4 8 1 3 2 1 - 1 2 MANUFACTURING ------31 40.0 134.00 1 3 2 . 0 0 124.00-143.50 3 6 4 8 1 3 2 1 “ 1 2
COMPUTER PROGRAMERS, _ BUSINESS, CLASS B ------40 40.0 181.50 178.50 168.50-196.00 i 3 9 9 6 5 3 3 1 MANUFACTURING ------37 40.0 183.00 1 8 0 . 0 0 169.50-197.50 i 3 6 9 6 5 3 3 1 “ ~
COMPUTER PROGRAMERS, ______BUSINESS, CLASS C ------25 40.0 143.50 150.00 124.00-154.50 _ _ 1 7 _ 1 _ 2 2 7 1 4 MANUFACTURING ------17 40.0 151.00 153.00 144.00-167.50 - 1 1 ~ 1 - 2 - 7 - 1 - 4 “
DRAFTSMEN, CLASS A ------1 6 7 4 0 . 0 1 7 8 . 5 0 176.50 165.00-186.00 ___ - 1 4 _ 11 3 4 2 0 21 3 3 33 11 6 9 1 7 3 MANUFACTURING ------155 40.0 176.50 174.50 164.00-184.00 - - - 1 4 “ 11 3 4 2 0 2 1 33 29 11 6 5 1 3 3
DRAFTSMEN, CLASS B ------160 40.0 157.00 155.50 142.00-169.00 _ - 4 9 8 14 13 14 16 19 11 15 16 8 7 3 2 1 _ MANUFACTURING ------1 6 0 4 0 . 0 1 5 7 . 0 0 1 5 5 . 5 0 142.00-169.00 - “ 4 9 8 14 13 14 16 19 11 15 16 8 7 3 2 1 “
DRAFTSMEN, CLASS C ------7 2 40.0 132.50 130.50 120.50-148.00 7 1 10 2 16 4 3 3 15 2 9 MANUFACTURING ------72 4 0 . 0 132.50 130.50 120.50-148.00 7 1 10 216 4 3 315 2 9
WOMEN
NURSES, INDUSTRIAL (REGISTERED) --- 6 2 3 9 . 5 1 4 1 . 5 0 136.50 127. 50-156.00 2 8 11 9 5 8 2 1 5 2 2 3 3 i MANUFACTURING ------61 39.5 141.50 136.00 127.50-155.50 2 8 11 9 5 8 2 1 5 1 2 3 3 i
See footnotes at end of tables.
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Table A-3. Office, professional, and technical occupations—men and women combined
(Average straight-time weekly hours and earnings for selected occupations studied on an area basis by industry division, Rockford, 111., M a y 1971)
Average Average Average Number Number Number Weekly Weekly Occupation and industry division of Weekly Weekly Occupation and industry division of Occupation and industry division of Weekly Weekly hours 1 earnings 1 worker, hours 1 earnings 1 hours 1 earnings 1 (standard) (standard) (standard) (standard) (standard) (standard)
OFFICE OCCUPATIONS OFFICE OCCUPATIONS - CONTINUED OFFICE OCCUPATIONS - CONTINUED $ $ BILLERS. MACHINE (BILLING $ S E C R E T A R I E S ------4 4 9 4 0 . 0 1 2 9 . 0 0 T Y P I S T S , C L A S S A ------96 4 0 . 0 9 7 . 0 0 M A C H I N E ) ------22 3 9 . 5 1 1 2 . 5 0 MANUFACTURING ------4 0 2 4 0 . 0 1 3 0 . 0 0 M A N U F A C T U R I N G ------83 40.0 98.00 NONMANUFACTURING --- 4 7 4 0 . 0 1 2 1 . 5 0 BOOKKEEPING-MACHINE OPERATORS, PUBLIC UTILITIES ■ 15 4 0 . 0 1 2 8 . 5 0 T Y P I S T S , C L A S S B ------1 6 3 4 0 . 0 8 9 . 0 0 C L A S S B ------4 2 4 0 . 0 8 4 . 0 0 M A N U F A C T U R I N G ------9 2 4 0 . 0 9 6 . 0 0 MANUFACTURING ------21 4 0 . 0 9 2 . 0 0 SECRETARIES, CLASS A 55 4 0 . 0 155.50 NONMANUFACTURING ------71 4 0 . 0 8 0 . 0 0 MANUFACTURING ------52 PROFESSIONAL AND TECHNICAL CLERKS, ACCOUNTING, CLASS A 14 1 3 9 . 5 1 3 5 . 0 0 OCCUPATIONS M A N U F A C T U R I N G ------1 0 5 3 9 . 5 1 3 8 . 0 0 SECRETARIES, CLASS B 1 0 9 4 0 . 0 1 3 7 . 5 0 NONMANUFACTURING ------36 4 0 . 0 1 2 7 . 5 0 MANUFACTURING ------9 9 4 0 . 0 1 3 7 . 5 0 C O M P U T E R O P E R A T O R S , C L A S S A ------2 6 4 0 . 0 1 7 0 . 5 0 manufacturing ------23 40.0 173.00 CLERKS, ACCOUNTING, CLASS B 1 9 3 4 0 . 0 1 1 0 . 5 0 SECRETARIES, CLASS C ------1 7 8 4 0 . 0 1 2 5 . 0 0 M A N U F A C T U R I N G ------1 0 2 3 9 . 5 1 0 7 . 5 0 M A N U F A C T U R I N G ------1 5 8 4 0 . 0 1 2 4 . 5 0 COMPUTER OPERATORS, CLASS 8 ------42 40.0 129.50 NONMANUFACTURING ------91 4 0 . 0 1 1 4 . 0 0 NONMANUFACTURING ------2 0 4 0 . 0 1 2 9 . 0 0 MANUFACTURING ------3 5 4 0 . 0 1 3 3 . 5 0 PUBLIC UTILITIES ------15 4 0 . 0 1 2 5 . 0 0 SECRETARIES, CLASS 0 1 0 7 4 0 . 0 1 1 3 . 0 0 COMPUTER PROGRAMERS, CLERKS, FILE, CLASS B 3 5 4 0 . 0 1 0 4 . 0 0 MANUFACTURING ------9 3 4 0 . 0 1 1 5 . 0 0 BUSINESS, CLASS A ------18 40.0 216.00 MANUFACTURING ------16 4 0 . 0 9 7 . 0 0 MANUFACTURING ------18 40.0 216.00 NONMANUFACTURING — 19 4 0 . 0 1 0 9 . 5 0 STENOGRAPHERS, GENERAL 1 1 1 4 0 . 0 1 0 3 . 5 0 PUBLIC UTILITIES 15 4 0 . 0 1 1 7 . 5 0 MANUFACTURING ------8 5 4 0 . 0 1 0 2 . 0 0 COMPUTER PROGRAMERS, ( NONMANUFACTURING --- 2 6 4 0 . 0 1 0 8 . 5 0 BUSINESS, CLASS B ------4 8 4 0 . 0 1 7 6 . 5 0 CLERKS, FILE, CLASS C 22 3 9 . 5 7 8 . 5 0 MANUFACTURING ------f------42 4 0 . 0 1 8 0 . 5 0 STENOGRAPHERS, SENIOR ------12 1 4 0 . 0 1 1 5 . 5 0 CLERKS, ORDER --- 56 4 0 . 0 9 8 . 5 0 M A N U F A C T U R I N G ------1 0 0 4 0 . 0 1 1 3 . 5 0 COMPUTER PROGRAMERS, MANUFACTURING 4 9 4 0 . 0 9 8 . 0 0 NONMANUFACTURING ------21 4 0 . 0 1 2 6 . 5 0 B U S I N E S S , C L A S S C ------35 40.0 141.50 M A N U F A C T U R I N G ------25 4 0 . 0 1 4 7 . 5 0 CLERKS, PAYROLL ■ 8 6 4 0 . 0 1 2 2 . 5 0 SWITCHBOARD OPERATORS, CLASS A ----- 3 0 4 0 . 0 1 1 9 . 0 0 MANUFACTURING 79 4 0 . 0 1 2 2 . 0 0 M A N U F A C T U R I N G ------25 4 0 . 0 1 1 6 . 0 0 D R A F T S M E N , C L A S S A ------168 40.0 178.50 M A N U F A C T U R I N G ------156 40.0 176.50 KEYPUNCH OPERATORS, CLASS A 1 2 0 4 0 . 0 1 0 8 . 0 0 switchboard o p e r a t o r s , c l a s s b 18 4 3 . 5 9 5 . 0 0 M A N U F A C T U R I N G ------10 8 4 0 . 0 1 0 9 . 5 0 d r a f t s m e n , c l a s s b ------163 40.0 156.50 SWITCHBOARD OPERATOR-RECEPTIONISTS- 99 4 0 . 0 1 0 4 . 0 0 M A N U F A C T U R I N G ------1 6 3 4 0 . 0 1 5 6 . 5 0 KEYPUNCH OPERATORS, CLASS B 78 4 0 . 0 1 0 1 . 0 0 M A N U F A C T U R I N G ------7 7 3 9 . 5 1 0 8 . 0 0 M A N U F A C T U R I N G ------72 4 0 . 0 1 0 2 . 0 0 NONMANUFACTURING ------22 4 0 . 0 9 0 . 0 0 D R A F T S M E N , C L A S S C ------77 40.0 132.00 M A N U F A C T U R I N G ------73 40.0 132.50 OFFICE BOYS AND GIRLS 3 0 4 0 . 0 8 5 . 0 0 TRANSCR1BING-MACHINE OPERATORS, MANUFACTURING ------23 4 0 . 0 8 6 . 5 0 G E N E R A L ------4 2 40.0 105.50 NURSES, INDUSTRIAL (REGISTERED) ---- 62 39.5 141.50 MANUFACTURING ------3 4 4 0 . 0 1 0 9 . 0 0 M A N U F A C T U R I N G ------6 1 3 9 . 5 1 4 1 . 5 0
See footnotes at end of tables.
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Table A-4. Maintenance and powerplant occupations
(Average straight-time hourly earnings for selected occupations studied on an area basis by industry division, Rockford, 111., M a y 1971)
Hourly earnings3 Number of workers receiving straight-time hourly earnings of—
t $ s t S % $ s * * t $ $ t $ t i * t S t S * Number 2.60 2.70 2.80 2.90 3.00 3.10 3.20 3.30 3.40 3 .50 3. 60 3.70 3.80 4. 00 4.20 4 .4 0 4 .60 4.80 5.00 5.20 5.40 5.60 5.80 Sex, occupation, and industry division workers Mean 2 Median2 Middle range 2 and under
2.70 2.80 2.90 3.00 3.10 3.20 3.30 3.40 3.50 3.60 3.70 3.80 4.00 4. 20 4 .40 4.60 4.80 5.00 5.20 5.40 5.60 5.80 over
MEN
$ $ $ $ CARPENTERS, MAINTENANCE ------34 3.9C 3.69 3.62- 4.23 ~ ~ ~ 1 2 2 1 13 1 4 1 4 2 1 -- 2 - - MANUFACTURING ------32 3.88 3.68 3.62- 4.08 ** * * 1 2 2 1 13 1 4 1 2 2 1 “ 2
ELECTRICIANSt MAINTENANCE ------228 4.54 4.70 4 .0 6 - 4.99 __--_ 2 - 2 10 3 12 13 7 39 16 8 17 49 8 11 31 - MANUFACTURING ------223 4 .53 4.69 4 .0 5 - 4.98 -- - * 2 * 2 10 3 12 13 7 39 16 6 17 49 8 9 30
ENGINEERS, STATIONARY ------32 4. 35 4.18 3 .8 8 - 4.62 _ - - _------1 5 5 7 4 2 4 --- - 4 MANUFACTURING ------31 4.37 4.18 3 .8 9 - 4.63 1 5 4 7 4 2 4 * * 4
FIREMEN, STATIONARY BOILER ------25 4.06 4.09 3 .5 3 - 4.48 _ - --_ - 2 3 - 6 1 - - 1 2 6 - -- 4 - _ MANUFACTURING ------25 4.06 4.09 3 .5 3 - 4.48 *-*- - 2 3 6 1 “ 1 2 6 - 4
HELPERS, MAINTENANCE TRADES ----- 39 3.28 3.34 3 .1 9 - 3.49 3 _ 2 1 2 2 4 14 2 4 4 1 MANUFACTURING ------37 3.28 3.34 3.18- 3.51 3 - 2 1 2 2 4 12 2 4 4 1
MACHINE-TOOL OPERATORS, TOCLRCCM 186 4.15 4.11 3 .8 6 - 4.53 _ -- - - 2 2 1 1 5 9 14 45 35 13 27 29 3 - _-_ MANUFACTURING ------186 4.15 4.11 3.86- 4.53 - ** 2 2 1 1 5 9 14 45 35 13 27 29 3 -“
MACHINISTS, MAINTENANCE ------190 4.12 4.12 3 .8 8 - 4.43 -- - - -_ - 1 10 3 16 9 23 64 16 26 18 4 __ - _ MANUFACTURING ------190 4.12 4.12 3.88- 4.43 ” “ ~ 1 10 3 16 9 23 64 16 26 18 4 “ * ~
MECHANICS, AUTOMOTIVE ______(MAINTENANCE) ------60 4.39 4.09 3.7 8 - 5.24 _ 1 1 1 1 3 10 7 8 4 1 7 14 2 MANUFACTURING ------23 4.69 5.25 3.99- 5.35 - ~ - 1 ~ 2 3 4 - 1 -- 12 - - - nonmanufacturing ------37 4.20 4.03 3 .7 4 - 5.08 - 1 1 -- - 1 ~ 3 8 4 4 4 - - 7 2 2 - - PUBLIC UTILITIES ------29 4 .39 4.33 3.7 7 - 5.14 2 ~ 8 " 4 4 “ * 7 2 2
MECHANICS, MAINTENANCE ------326 4.14 4.08 3.6 9 - 4.53 3 - - - _ 3 6 - 4 22 51 23 24 37 42 59 3 33 2 1 13 _ MANUFACTURING ------309 4.09 4.06 3.68- 4.51 --“ * 3 6 4 22 51 23 24 37 42 59 3 33 2 - -
_ - - -_ MILLWRIGHTS ------142 4.46 4.20 3.93- 5.07 - ---_ 1 - - 9 14 41 6 1 9 19 10 32 MANUFACTURING ------142 4.46 4.20 3.93- 5.07 - * 1 ~ 9 14 41 6 1 9 19 10 32 -
OILERS ------46 3.55 3.63 3.37- 3.75 i 2 1 _ - 1 2 7 5 - 16 - 11 MANUFACTURING ------46 3.55 3.63 3.37- 3.75 i 2 1 - ” 1 2 7 5 16 ~ 11
PAINTERS, MAINTENANCE ------19 3.96 3.69 3.61- 4.69 _ 2 -_-_ 1 1 -- 7 - 2 - - - 3 - _ 3 - - MANUFACTURING ------17 4.11 3.69 3.6 4 - 4.75 - “* 1 1 7 ” 2 “ 3 - 3 -
PIPEFITTERS, MAINTENANCE ------61 4.89 5.24 4 .4 5 - 5.33 1 5 5 4 10 --- 36 -- MANUFACTURING ------61 4.89 5.24 4 .4 5 - 5.33 1 5 5 4 10 * * “ 36 “ -
SHEET-METAL WORKERS, MAINTENANCE 15 4.21 4.09 3.8 7 - 4.53 6 3 i 4 - -- 1 -- MANUFACTURING ------15 4.21 4.09 3 .8 7 - 4.53 6 3 i 4 * “ 1
TOOL AND OIF MAKERS ------387 4.73 4.78 4.35- 5.16 _ -- -_ 6 1 7 2 3 7 17 8 19 52 19 56 73 24 9 32 52 MANUFACTURING ------387 4.73 4.78 4 .3 5 - 5.16 6 1 7 2 3 7 17 8 19 52 19 56 73 24 9 32 52
See footnotes at end of tables.
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Table A-5. Custodial and material movement occupations
(Average straight-time hourly earnings for selected occupations studied on an area basis by industry division, Rockford, 111., M a y 1971)
Hourly earnings3 N u m b e r of workers receiving straight-time hourly earnings of-— S $ $ $ $ * $ $ * t s * s i s s t $ SS % $ > Number eg o 1 . 6 0 1 . 7 0 1.80 1.90 2.00 2. 10 2 . 2 0 2 . 3 0 2 . A 0 2.60 2.80 3.00 3.20 3• A0 3.60 3. 80 A . 0 0 A . 20 4 . 4 0 A. 60 4 . 8 0 5 . 0 0 Sex, occupation, and industry division of workers Me an2 Median2 Middle range 2 and 1 - and under o o o CO o o 1.70 1.80 1.90 2 . 0 0 2 . 1 0 2.20 2.30 2. A0 2.50 2 .60 2.80 3 3 . 2 0 3.A0 3.60 3.80 A. 20 A. A0 A.60 5 . 0 0 over
MEN $ $ $ $ GUARDS AND WATCHMEN ------1 6 5 2 . 6 2 2 . 2 9 1 . 9 5 - 2 . 9 7 7 8 5 3 1 6 11 2 3 11 1 2 1 2 3 M A N U F A C T U R I N G ------8A 3.25 2.9A 2.77- A.31 “ “ ~ ” ~ 3 3 1 6 11 2 3 10 1 2 1 ~ “ 2 3 “
GUARDS f- CO * M A N U F A C T U R I N G ------6 A 3 . A 6 3 . 0 5 I 1 5 2 3 8 1 2 1 -- 23 ---
JANITORS, PORTERS, AND CLEANERS ---- A 8 0 3 . 1 5 3.13 2.86- 3.72 _ 4 4 12 2 A 5 A 1 8 13 A 0 A 8 1 0 8 57 12 5A 30 52 A --- M A N U F A C T U R I N G ------A01 3.28 3.20 3.00- 3.77 - 4 - 3 1 2 - 1 8 5 36 A 1 102 53 7 53 29 52 A --- NONMANUFACTURING ------79 2 . A 6 2 . 2 3 2 . 0 3 - 2 . 9 7 - - A 9 23 3 4 * - 8 A 7 6 4 5 1 1 -*-- PUBLIC UTILITIES ------20 3 . 0 5 2 . 9 9 2 . 9 2 - 3 . A A * i * ~ 3 7 3 5 1 “* *
L A B O R E R S , M A T E R I A L H A N D L I N G ------536 3.A1 3.26 2 . 8 5 - 3 . 8 6 __ - ___ 3 2 _ 4 11 A 29 26 181 2 9 7 17 66 - - 4 5 A M A N U F A C T U R I N G ------A 7 A 3 . 2 2 3.2A 2.79- 3.39 -----“ 3 2 - 4 1 1 A 2 9 26 1 8 1 2 9 6 16 6A * *
ORDER FILLERS ------12A 3.11 3.12 2 . 6 7 - 3 . A 9 _------12 6 8 16 8 32 9 5 13 5 10 --- - M A N U F A C T U R I N G ------11 2 3 . 0 7 3.11 2.63- 3.30 - - “ 12 6 8 16 8 2 8 9 5 5 5 10 _
PACKERS, SHIPPING ------2 2 A 3.07 3.05 2.76- 3.50 ____ 12 -- - 4 13 38 15 6 4 12 3 6 22 8 -- -- M A N U F A C T U R I N G ------22 A 3 . 0 7 3 . 0 5 2 . 7 6 - 3 . 5 0 ---- 12 - - - 4 13 38 15 6 4 12 36 22 8 * “
R E C E I V I N G C L E R K S ------55 3 . A 5 3 . 3 9 3 . 1 8 - 3 . 5 8 1 16 11 16 4 2 1 2 2 - - M A N U F A C T U R I N G ------50 3.A2 3.35 3.17- 3.5A 1 16 11 16 1 1 2 2 -
SHIPPING CLERKS ------18 3.36 3. 15 3 . 0 3 - 3 . 8 3 2 - 1 6 4 - i 1 - - 2 - 1 M A N U F A C T U R I N G ------16 3 . A 6 3 . 2 A 3 . 0 5 - 3 . 8 8 1 6 A “ i 1 2 1
SHIPPING AND RECEIVING CLERKS ------71 3.51 3.A8 3.29- 3.88 _____ - __- 3 _ 4 18 22 i 22 1 - - - M A N U F A C T U R I N G ------56 3 . 5 8 3.53 3.35- 3.91 4 14 1A 1 22 1 *
TRUCKDRIVERS ------3 0 7 3 . 9 0 3 . 8 9 3 . A 6 - A . 2 9 3 ___ 5 - _ 6 2 2 6 3 9 25 5 8 22 29 19 4 4 -- 7 A M A N U F A C T U R I N G ------1 3 6 3 . 7 2 3 . 6 3 3 . A 5 - A . 23 ------6 --- 1 4 16 A 0 8 1A 3 4 4 - - - - NONMANUFACTURING ------171 A.05 A.13 3 . 4 9 - 4 . 9 0 3 5 2 2 6 2 5 9 18 1A 15 16 7 A PUBLIC UTILITIES ------7A A . 89 A . 92 4 . 8 6 - 4 . 9 6 7 A
TRUCKDRIVERS, LIGHT (UNDER 1 - 1 / 2 T O N S ) ------2 9 2 . 9 8 3 . 2 9 2 . 0 9 - 3 . 5 3 3 --- 5 ------2 4 3 7 4 - 1 - ---
TRUCKDRIVERS, MEDIUM (1-1/2 TO ______AND INCLUDING A TONS) ------1 3 3 3 . 5 9 3.53 3.3A— 3.81 _ 6 2 2 6 1 5 20 A 1 17 6 2 ii IA M A N U F A C T U R I N G ------72 3 . 5 0 3 . 5 3 3 . 3 A - 3 . 6 6 ------6 -- - i 2 1A 28 8 - 2 n - - - - NONMANUFACTURING ------61 3 . 7 0 3. 58 3.3A- 3.98 “ “” 2 2 6 ~ 3 6 13 9 6 “ ~ ~ 1A
TRUCKDRIVERS, HEAVY (OVER A TONS, T R A I L E R T Y P E ) ------107 A.53 A.83 4.24- 4.92 i 3 i 9 - 33 -- 6 0
TRUCKERS, POWER (FORKLIFT) ------A 7 0 3.63 3.50 3.26- A.12 2 35 17 31 103 61 32 13 1 6 7 -- - 7 2 M A N U F A C T U R I N G ------A 6 A 3 . 6 1 3 . A 9 3 . 2 5 - A . 12 2 35 17 31 103 61 32 13 167 1 2
WOMEN
JANITORS, PORTERS, AND CLEANERS ---- 5 2 2 . 5 5 2 . 5 8 2 . 1 3 - 2 . 9 3 i 7 3 i 4 8 3 3 12 4 5 1 M A N U F A C T U R I N G ------A 2 2 . 7 1 2 . 8 2 2 . 3 6 - 3 . 0 1 - 2 - i 3 - 8 * 3 3 12 4 5 “ 1 ~ ”
PACKERS, SHIPPING ------1 A 2 2 . 8 3 2 . 8 5 2 . 7 A - 2 . 9 6 ____ 4 2 _ 2 7 8 30 6 7 15 _- - 7 ----- M A N U F A C T U R I N G ------1A2 2.83 2.85 2.7A- 2.96 ---- 4 2 " 2 7 8 30 6 7 15 * 7 ~ ~
See footnotes at end of tables.
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Footnotes
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 than the rate shown; half receive less than the rate shown. The middle range is defined by 2 rates of pay; a fourth of the workers earn less than the lower of these rates and a fourth earn more than the higher rate. 3 Excludes premium pay for overtime and for work on weekends, holidays, and late shifts.
Digitized for FRASER http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis Appendix. Occupational Descriptions
The primary purpose of preparing job descriptions for the Bureau's wage surveys is to assist its field staff in classifying into appropriate occupations workers who are employed under a variety of payroll titles and different work arrangements from establishment to establishment and from area to area. This permits the grouping of occupational wage rates representing comparable job content. Because of this emphasis on interestablishment and interarea comparability of occupational content, the Bureau's job descriptions m a y differ significantly from those in use in individual establishments or those prepared for other purposes. In applying these job descriptions, the Bureau's field economists are instructed to exclude working supervisors; apprentices; learners; beginners; trainees; and handicapped, part-time, temporary, and probationary workers.
OFFICE
BILLER, MACHINE CLERK, FILE
Prepares statements, bills, and invoices on a machine other than an ordinary or electro- Class A . In an established filing system containing a number of varied subject matter matic typewriter. M a y also keep records as to billings or shipping charges or perform other files, classifies and indexes file material such as correspondence, reports, technical docu clerical work incidental to billing operations. For wage study purposes, billers, machine, are ments, etc. M a y also file this material. M a y keep records of various types in conjunction classified by type of machine, as follows: with the files. M a y lead a small group of lower level file clerks.
Biller, machine (billing machine). Uses a special billing machine (Moon Hopkins, Elliott Fisher, Burroughs, etc., which are combination typing and adding machines) to prepare bills Class B . Sorts, codes, and files unclassified material by simple (subject matter) head and invoices from customers' purchase orders, internally prepared orders, shipping m e m o ings or partly classified material by finer subheadings. Prepares simple related index and randums, etc. Usually involves application of predetermined discounts and shipping charges, cross-reference aids. As requested, locates clearly identified material in files and forwards and entry of necessary extensions, which m a y or m a y not be computed on the billing machine, material. May perform related clerical tasks required to maintain and service files. and totals which are automatically accumulated by machine. The operation usually involves a large number of carbon copies of the bill being prepared and is often done on a fanfold m a c h i n e . Class C . Performs routine filing of material that has already been classified or which is easily classified in a simple serial classification system (e.g., alphabetical, chronological, Biller, machine (bookkeeping machine). Uses a bookkeeping machine (Sundstrand, Elliott or numerical). As requested, locates readily available material in files and forwards m a Fisher, Remington Rand, etc., which m a y or m a y not have typewriter keyboard) to prepare terial; and m a y fill out withdrawal charge. Performs simple clerical and manual tasks re customers' bills as part of the accounts receivable operation. Generally involves t,he simulta quired to maintain and service files. neous entry of figures on customers' ledger record. The machine automatically accumulates figures on a number of vertical columns and computes, and usually prints automatically the debit or credit balances. Does not involve a knowledge of bookkeeping. Works from uniform CLERK, ORDER and standard types of sales and credit slips. Receives customers' orders for material or merchandise by mail, phone, or personally. Duties involve any combination of the following: Quoting prices to customers; making out an order BOOKKEEPING-MACHINE OPERATOR sheet listing the items to malce up the order; checking prices and quantities of items on order sheet; and distributing order sheets to respective departments to be filled. M a y check with credit Operates a bookkeeping machine (Remington Rand, Elliott Fisher, Sundstrand, Burroughs, department to determine credit rating of customer, ackfibwledge receipt of orders from customers, National Cash Register, with or without a typewriter keyboard) to keep a record of business follow up orders to see that they have been filled, keep file of orders received, and check shipping transactions. invoices with original orders.
Class A. Keeps a set of records requiring a knowledge of and experience in basic bookkeeping principles, and familiarity with the structure of the particular accounting system CLERK, PAYROLL used. Determines proper records and ^distribution of debit and credit items to be used in each phase of the work. Ma y prepare consolidated reports, balance sheets, and other records Computes wages of company employees and enters the necessary data on the payroll b y h a n d . sheets. Duties involve: Calculating workers' earnings based on time or production records; and posting calculated data on payroll sheet, showing information such as worker's name, working Class B. Keeps a record of one or more phases or sections of a set of records usually days, time, rate, deductions for insurance, and total wages due. Ma y make out paychecks and requiring little knowledge of basic bookkeeping. Phases or sections include accounts payable, assist paymaster in making up and distributing pay envelopes. M a y use a calculating machine. payroll, customers' accounts (not including a simple type of billing described under biller, machine), cost distribution, expense distribution, inventory control, etc. M a y check or assist in preparation of trial balances and prepare control sheets for the accounting department. COMPTOMETER OPERATOR
CLERK. ACCOUNTING Primary duty is to operate a Comptometer to perform mathematical computations. This job is not to be confused with that of statistical or other type of clerk, which m a y involve fre Class A. Under general direction of a bookkeeper or accountant, has responsibility for quent use of a Comptometer but, in which, use of this machine is incidental to performance of keeping one or more sections of a complete set of books or records relating to one phase other duties. of an establishment's business transactions. Wo rk involves posting and balancing subsidiary ledger or ledgers such as accounts receivable or accounts payable; examining and coding invoices or vouchers with proper accounting distribution; and requires judgment and experi KEYPUNCH OPERATOR ence in making proper assignations and allocations. M a y assist in preparing, adjusting, and closing journal entries; and m a y direct class B accounting clerks. Class A . Operates a numerical and/or alphabetical or combination keypunch machine to Class B. Under supervision, performs one or more routine accounting operations such transcribe data from various source documents to keypunch tabulating cards. Performs same as posting simple journal vouchers or accounts payable vouchers, entering vouchers in tasks as lower level keypunch operator but, in addition, work requires application of coding voucher registers; reconciling bank accounts; and posting subsidiary ledgers controlled by skills and the making of some determinations, for example, locates on the source document general ledgers, or posting simple cost accounting data. This job does not require a knowl the items to be punched; extracts information from several documents; and searches for and edge of accounting and bookkeeping principles but is found in offices in which the m o r e routine interprets information on the document to determine information to be punched. M a y train accounting work is subdivided on a functional basis am on g several workers. inexperienced operators.
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KEYPUNCH OPERATOR— Continued SECRETARY— Continued
Class B. Under close supervision or following * specific procedures or instructions, d. Secretary to the head of an individual plant, factory, etc. (or other equivalent level transcribes data from source documents to punched cards. Operates a numerical and/or of official) that employs, in all, over 5, 000 persons; or alphabetical or combination keypunch machine to keypunch tabulating cards. M a y verify cards. Working from various standardized source documents, follows specified sequences which have e. Secretary to the head of a large and important organizational segment (e.g., a middle been coded or prescribed in detail and require little or no selecting, coding, or interpreting management supervisor of an organizational segment often involving as many as several of data to be punched. Problems arising from erroneous items or codes, missing information, hundred persons) of a company that employs, in all, over 25, 000 persons. etc., are referred to supervisor. C l a s s C
OFFICE BOY OR GIRL a. Secretary to an executive or managerial person whose responsibility is not equivalent to one of the specific level situations in the definition for class B, but wh os e subordinate staff Performs various routine duties such as running errands, operating minor office m a normally numbers at least several dozen employees and is usually divided into organizational chines such as sealers or mailers, opening and distributing mail, and other minor clerical work. segments which are often, in turn, further subdivided. In so me companies, this level includes a wide range of organizational echelons; in others, only one or two; or
SECRETARY b. Secretary to the head of an individual plant, factory, etc. (or other equivalent level of official) that employs, in all, fewer than 5, 000 persons. Assigned as personal secretary, normally to one individual. Maintains a close and highly responsive relationship to the day-to-day work activities of the supervisor. Works fairly inde C l a s s D pendently receiving a mi n i m u m of detailed supervision and guidance. Performs varied clerical and secretarial duties, usually including most of the following: (a) Receives telephone calls, a. Secretary to the supervisor or head of a small organizational unit (e.g., fewer than personal callers, and incoming mail, answers routine inquiries, and routes the technical inquiries about 25 or 30 persons); o £ to the proper persons; (b) establishes, maintains, and revises the supervisor's files; (c) maintains the supervisor's calendar and makes appointments as instructed; (d) relays messages from super b. Secretary to a nonsupervisory staff specialist, professional employee, administra visor to subordinates; (e) reviews correspondence, me mo randums, and reports prepared by others tive officer, or assistant, skilled technician or expert. (NOTE; Many companies assign for the supervisor's signature to assure procedural and typographic accuracy; and (f) performs stenographers, rather than secretaries as described above, to this level of supervisory or stenographic and typing work. nonsupervisory worker.)
M a y also perform other clerical and secretarial tasks of comparable nature and difficulty. The work typically requires knowledge of office routine and understanding of the organization, STENOGRAPHER, GENERAL programs, and procedures related to the work of the supervisor. Primary duty is to take dictation involving a normal routine vocabulary from one or mo re E x c l u s i o n s persons either in shorthand or by Stenotype or similar machine; and transcribe dictation. M a y also type from written copy. M a y maintain files, keep simple records, or perform other relatively Not all positions that are titled "secretary" possess the above characteristics. Examples routine clerical tasks. M a y operate from a stenographic pool. Does not include transcribing- of positions which are excluded from the definition are as follows: (a) Positions which do not meet machine work. (See transcribing-machine operator.) the "personal" secretary concept described above; (b) stenographers not fully trained in secretarial type duties; (c) stenographers serving as office assistants to a group of professional, technical, or managerial persons; (d) secretary positions in which the duties are either substantially more STENOGRAPHER, SENIOR routine or substantially mo r e complex and responsible than those characterized in the definition; apd (e) assistant type positions which involve m o r e difficult or m o r e responsible technical, admin Primary duty is to take dictation involving a varied technical or specialized vocabulary istrative, supervisory, or specialized clerical duties which are not typical of secretarial work. such as in legal briefs or reports on scientific research from one or m o r e persons either in short hand or by Stenotype or similar machine; and transcribe dictation. M a y also type from written NO TE : The term "corporate officer," used in the level definitions following, refers to copy. Ma y also set up and maintain files, keep records, etc. those officials who have a significant corporate-wide policymaking role with regard to major company activities. The title "vice president," though normally indicative of this role, does not OR in all cases identify such positions. Vice presidents whose primary responsibility is to act per sonally on individual cases or transactions (e.g., approve or deny individual loan or credit actions; Performs stenographic duties requiring significantly greater independence and responsi administer individual trust accounts; directly supervise a clerical staff) are not considered to be bility than stenographers, general as evidenced by the following: Work requires high degree of "corporate officers" for purposes of applying the following level definitions. stenographic speed and accuracy; and a thorough working knowledge of general business and office procedures and of the specific business operations, organization, policies, procedures, files, C l a s s A workflow, etc. Uses this knowledge in performing stenographic duties and responsible clerical tasks such as, maintaining followup files; assembling material for reports, me m o r a n d u m s , letters, a. Secretary to the chairman of the board or president of a company that employs, in etc.; composing simple letters from general instructions; reading and routing incoming mail; and all, over 100 but fewer than 5,000 persons; or answering routine questions, etc. Does not include transcribing-machine work. b. Secretary to a corporate officer (other than the chairman of the board or president) of a company that employs, in all, over 5, 000 but fewer than 25, 000 persons; mr SWITCHBOARD OPERATOR c. Secretary to the head (immediately below the corporate officer level) of a major segment or subsidiary of a company that employs, in all, over 25, 000 persons. Class A . Operates a single- or multiple-position telephone switchboard handling incoming, outgoing, intraplant or office calls. Performs full telephone information service or handles C l a s s B complex calls, such as conference, collect, overseas, or similar calls, either in addition to doing routine work as described for switchboard operator, class B, or as a full-time a. Secretary to the chairman of the board or president of a company that employs, in assignment. ("Full" telephone information service occurs when the establishment has varied all, f e w e r t h a n 1 0 0 p e r s o n s ; o r functions that are not readily understandable for telephone information purposes, e.g., because of overlapping or interrelated functions, and consequently present frequent problems as to b. Secretary to a corporate officer (other than the chairman of the board or president) which extensions are appropriate for calls.) of a company that employs, in all, over 100 but fewer than 5,000 persons; or Class B . Operates a single- or multiple-position telephone switchboard handling incoming, c. Secretary to the head (immediately below the officer level) over either a major outgoing, intraplant or office calls. M a y handle routine long distance calls and record tolls. corporate-wide functional activity (e.g., marketing, research, operations, industrial rela- M a y perform limited telephone information service. ("Limited" telephone information service tions, etc.) or*a major geographic or organizational segment (e.g., a regional headquarters; occurs if the functions of the establishment serviced are readily understandable for telephone a major division) of a company that employs, in all, over 5,000 but fewer than 25,000 information purposes, or if the requests are routine, e.g., giving extension numbers when employees; or specific names are furnished, or if complex calls are referred to another operator.)
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SWITCHBOARD OPERATOR-RECEPTIONIST TABULATING-MACHINE OPERATOR--- Continued
In addition to performing duties of operator on a single-position or monitor-type switch Class C. Operates simple tabulating or electrical accounting machines such as the board, acts as receptionist and may also type or perform routine clerical work as part of regular sorter, reproducing punch, collator, etc., with specific instructions. May include simple duties. This typing or clerical work may take the major part of this worker’s time while at wiring from diagrams and some filing work. The work typically involves portions of a work switchboard. unit, for example, individual sorting or collating runs or repetitive operations.
TRANSCRIBING-MACHINE OPERATOR, GENERAL TABULATING-MACHINE OPERATOR Primary duty is to transcribe dictation involving a normal routine vocabulary from transcribing-machine records. May also type from written copy and do simple clerical work. Class A. Operates a variety of tabulating or electrical accounting machines, typically Workers transcribing dictation involving a varied technical or specialized vocabulary such as legal including such machines as the tabulator, calculator, interpreter, collator, arid others. briefs or reports on scientific research are not included. A worker who takes dictation in short Performs complete reporting assignments without close supervision, and performs difficult hand or by Stenotype or similar machine is classified as a stenographer, general. wiring as required. The complete reporting and tabulating assignments typically involve a variety of long and complex reports which often are of irregular or nonrecurring type re TYPIST quiring some planning and sequencing of steps to be taken. As a more experienced operator, is typically involved in training new operators in machine operations, or partially trained Uses a typewriter to make copies of various material or to make out bills after calcula operators in wiring from diagrams and operating sequences of long and complex reports. tions have been made by another person. May include typing of stencils, mats, or similar mate Does not include working supervisors performing tabu'lating-machine operations and day-to- rials for use in duplicating processes. May do clerical work involving little special training, such day supervision of the work and production of a group of tabulating-machine operators. as keeping simple records, filing records and reports, or sorting and distributing incoming mail.
Class A. Performs one or more of the following: Typing material in final form when it Class B. Operates more difficult tabulating or electrical accounting machines such as the involves combining material from several sources or responsibility for correct spelling, tabulator and calculator, in addition to the sorter, reproducer, and collator. This work is syllabication, punctuation, etc., of technical or unusual words or foreign language material; performed under specific instructions and may include the performance of some wiring from and planning layout and typing of complicated statistical tables to maintain uniformity and diagrams. The work typically involves, for example, tabulations involving a repetitive balance in spacing. May type routine form letters varying details to suit circumstances. accounting exercise, a complete but small tabulating study, or parts of a longer and more com plex report. Such reports and studies are usually of a recurring nature where the pro Class B. Performs one or more of the following: Copy typing from rough or clear drafts; cedures are well established. May also include the training of new employees in the basic routine typing of forms, insurance policies, etc.; and setting up simple standard tabulations, operation of the machine. or copying more complex tables already setup and spaced properly.
PROFESSIONAL AND TECHNICAL
COMPUTER OPERATOR COMPUTER PROGRAMER, BUSINESS
Monitors and operates the control console of a digital computer to process data according Converts statements of business problems, typically prepared by a systems analyst, into to operating instructions, usually prepared by a programer. Work includes most of the following; a sequence of detailed instructions which are required to solve the problems by automatic data Studies instructions to determine equipment setup and operations; loads equipment with required processing equipment. Working from charts or diagrams, the programer develops the precise items (tape reels, cards, etc.); switches necessary auxiliary equipment into circuit, and starts instructions which, when entered into the computer system in coded language, cause the manipu and operates computer; makes adjustments to computer to correct operating problems and meet lation of data to achieve desired results. Work involves most of the following: Applies knowledge special conditions; reviews errors made during operation and determines cause or refers problem of computer capabilities, mathematics, logic employed by computers, and particular subject matter to supervisor or programer; and maintains operating records. May test and assist in correcting involved to analyze charts and diagrams of the problem to be programed. Develops sequence program. of program steps, writes detailed flow charts to show order in which data will be processed; converts these charts to coded instructions for machine to follow; tests and corrects programs; For wage study purposes, computer operators are classified as follows: prepares instructions for operating personnel during production run; analyzes, reviews, and alters programs to increase operating efficiency or adapt to new requirements; maintains records of Class A. Operates independently, or under only general direction, a computer running program development and revisions. (NOTE: Workers performing both systems analysis and pro programs with most of the following characteristics: New programs are frequently tested and graming should be classified as systems analysts if this is the skill used to determine their pay.) introduced; scheduling requirements are of critical importance to minimize downtime; the programs are of complex design so that identification of error source often requires a working Does not include employees primarily responsible for the management or supervision of knowledge of the total program, and alternate programs may not be available. May give other electronic data processing (EDP) employees, or programers primarily concerned with direction and guidance to lower level operators. scientific and/or engineering problems.
Class B. Operates independently, or under only general direction, a computer running For wage study purposes, programers are classified as follows: programs with most of the following characteristics: Most of the programs are established production runs, typically run on a regularly recurring basis; there is little or no testing Class A. Works independently or under only general direction on complex problems which of new programs required; alternate programs are provided in case original program needs require competence in all phases of programing concepts and practices. Working from dia major change or cannot be corrected within a reasonable time. In common error situations, grams and charts which identify the nature of desired results, major processing steps to be diagnoses cause and takes corrective action. This usually involves applying previously pro accomplished, and the relationships between various steps of the problem solving routine; gramed corrective steps, or using standard correction techniques. plans the full range of programing actions needed to efficiently utilize the computer system in achieving desired end products. OR
Operates under direct supervisions computer running programs or segments of programs At this level, programing is difficult because computer equipment must be organized to with the characteristics described for class A. May assist a higher level operator by inde produce several interrelated but diverse products from numerous and diverse data elements. pendently performing less difficult tasks assigned, and performing difficult tasks following A wide variety and extensive number of internal processing actions must occur. This requires detailed instructions and with frequent review of operations performed. such actions as development of common operations which can be reused, establishment of linkage points between operations, adjustments to data when program requirements exceed Class C. Works on routine programs under close supervision. Is expected to develop computer storage capacity, and substantial manipulation and resequencing of data elements working knowledge of the computer equipment used and ability to detect problems involved in to form a highly integrated program. running routine programs. Usually has received some formal training in computer operation. May assist higher level operator on complex programs. May provide functional direction to lower level programers who are assigned to assist.
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COMPUTER PROGRAMER, BUSINESS— Continued COMPUTER SYSTEMS ANALYST, BUSINESS— Continued
Class B. Works independently or under only general direction on relatively simple maintaining accounts receivable in a retail establishment, or maintaining inventory accounts programs, or on simple segments of complex programs. Programs (or segments) usually in a manufacturing or. wholesale establishment.) Confers with persons concerned to determine process information to produce data in two or three varied sequences or formats. Reports the data processing problem s and advises subject-m atter personnel on the implications of the and listings are produced by refining, adapting, arraying, or making minor additions to or data processing systems to be applied. deletions from input data which are readily available. While numerous records may be OR p rocessed, 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 Works on a segment of a complex data processing scheme or system, as described for routine record-keeping type operations. class A. Works independently on routine assignments and receives instruction and guidance on complex assignments. Work is reviewed for accuracy of judgment, compliance with in OR structions, and to insure proper alinement with the overall system. Class C. Works under immediate supervision, carrying out analyses as assigned, usually Works on complex programs (as described for class A) under close direction of a higher of a single activity. Assignments are designed to develop and expand practical experience level programer or supervisor. May assist higher level programer by independently per forming less difficult tasks assigned, and performing more difficult tasks under fairly close in the application of procedures and skills required for systems analysis work. For example, direction. may assist a higher level systems analyst by preparing the detailed specifications required by programers from information developed by the higher level analyst. May guide or instruct lower level programers. DRAFTSMAN Class C. Makes practical applications of programing practices and concepts usually Class A. Plans the graphic presentation of complex items having distinctive design learned in formal training courses. Assignments are designed to develop competence in the features that differ significantly from established drafting precedents. Works in close sup application of standard procedures to routine problems. Receives close supervision on new port with the design originator, and may recommend minor design changes. Analyzes the aspects of assignments; and work is reviewed to verify its accuracy and conformance with effect of each change on the details of form, function, and positional relationships of com required procedures. ponents and parts. Works with a minimum of supervisory assistance. Completed work is reviewed by design originator for consistency with prior engineering determinations. May either prepare drawings, or direct their preparation by lower level draftsmen. COMPUTER SYSTEMS ANALYST, BUSINESS Class B. P erform s nonroutine and com plex drafting assignments that require the appli cation of most of the standardized drawing techniques regularly used. Duties typically in Analyzes business problems to formulate procedures for solving them by use of electronic volve such work as: Prepares working drawings of subassemblies with irregular shapes, data processing equipment. Develops a complete description of all specifications needed to enable multiple functions, and precise positional relationships between components; prepares archi programers to prepare required digital computer programs. Work involves most of the following: tectural drawings for construction of a building including detail drawings of foundations, wall Analyzes subject-matter operations to be automated and identifies conditions and criteria required sections, floor plans, and roof. Uses accepted formulas and manuals in making necessary to achieve satisfactory results; specifies number and types of records, files, and documents to computations to determine quantities of materials to be used, load capacities, strengths, be used; outlines actions to be performed by personnel and computers in sufficient detail for presentation to management and for programing (typically this involves preparation of work and stresses, etc. Receives initial instructions, requirements, and advice from supervisor. Completed work is checked for technical adequacy. data flow charts); coordinates the development of test problem s and participates in trial runs of new and revised systems; and recommends equipment changes to obtain more effective overall Class C. Prepares detail drawings of single units or parts for engineering, construction, operations. (NOTE: Workers performing both systems analysis and programing should be clas manufacturing, or repair purposes. Types of drawings prepared include isometric projections sified as systems analysts if this is the skill used to determine their pay.) (depicting three diminsions in accurate scale) and sectional views to clarify positioning of components and convey needed information. Consolidates details from a number of sources Does not include employees primarily responsible for the management or supervision of and adjusts or transposes scale as required. Suggested methods of approach, applicable other electronic data processing (EDP) employees, or systems analysts primarily concerned with precedents, and advice on source materials are given with initial assignments. Instructions scientific or engineering problems. are less complete when assignments recur. Work may be spot-checked during progress.
For wage study purposes, systems analysts are classified as follows: DRAFTSMAN-TRACER
Class A. Works independently or under only general direction on complex problems Copies plans and drawings prepared by others by placing tracing cloth or paper over involving all phases of systems analysis. Problems are complex because of diverse sources drawings and tracing with pen or pencil. (Does not include tracing limited to plans primarily of input data and m ultiple-use requirements of output data. (For example, develops an inte consisting of straight lines and a large scale not requiring close delineation.) grated production scheduling, inventory control, cost analysis, and sales analysis record in and/or which every item of each type is automatically processed through the full system of records and appropriate followup actions are initiated by the computer.) Confers with persons con Prepares simple or repetitive drawings of easily visualized items. Work is closely supervised cerned to determine the data processing problems and advises subject-matter personnel on during progress. the implications of new or revised systems Of data processing operations. Makes recom mendations, if needed, for approval of major systems installations or changes and for NURSE, INDUSTRIAL (Registered) obtaining equipment. A registered nurse who gives nursing service under general medical direction to ill or May provide functional direction to lower level systems analysts who are assigned to injured employees or other persons who become ill or suffer an accident on the premises of a assist. factory or other establishment. Duties involve a combination of the following: Giving first aid to the ill or injured; attending to subsequent dressing of employees' injuries; keeping records Class B. Works independently or under only general direction on problems that are of patients treated; preparing accident reports for compensation or other purposes; assisting in relatively uncomplicated to analyze, plan, program, and operate. Problems are of limited physical examinations and health evaluations of applicants and em ployees; and planning and ca rry com plexity because sources of input data are homogeneous and the output data are closely ing out programs involving health education, accident prevention, evaluation of plant environment, related. (For example, develops systems for maintaining depositor accounts in a bank, or other activities affecting the health, welfare, and safety of all personnel.
MAINTENANCE AND POWERPLANT
CARPENTER, MAINTENANCE CARPENTER, MAINTENANCE— Continued
Performs the carpentry duties necessary to construct and maintain in good repair building of carpenter's handtools, portable power tools, and standard measuring instruments; making woodwork and equipment such as bins, cribs, counters, benches, partitions, doors, floors, stairs, standard shop computations relating to dimensions of work; and selecting materials necessary casings, and trim made of wood in an establishment. Work involves most of the following: Planning for the work. In general, the work of the maintenance carpenter requires rounded training and and laying out of work from blueprints, drawings, models, or verbal instructions using a variety experience usually acquired through a formal apprenticeship or equivalent training and experience.
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ELECTRICIAN, MAINTENANCE MECHANIC, AUTOMOTIVE (Maintenance)— Continued
Performs a variety of electrical trade functions such as the installation, maintenance, the various assemblies in the vehicle and making necessary adjustments; and alining wheels, or repair of equipment for the generation, distribution, or utilization of electric energy in an adjusting brakes and lights, or tightening body bolts. In general, the work of the automotive establishment. Work involves most of the following: Installing or repairing any of a variety of mechanic requires rounded training and experience usually acquired through a formal appren electrical equipment such as generators, transformers, switchboards, controllers, circuit break ticeship or equivalent training and experience. ers, motors, heating units, conduit systems, or other transmission equipment; working from blueprints, drawings, layouts, or other specifications; locating and diagnosing trouble in the MECHANIC, MAINTENANCE electrical system or equipment; working standard computations relating to load requirements of wiring or electrical equipment; and using a variety of electrician's handtools and measuring and Repairs machinery or mechanical equipment of an establishment. Work involves most testing instruments. In general, the work of the maintenance electrician requires rounded train of the following: Examining machines and mechanical equipment to diagnose source of trouble; ing and experience usually acquired through a formal apprenticeship or equivalent training and dismantling or partly dismantling machines and performing repairs that mainly involve the use experience. of handtools in scraping and fitting parts; replacing broken or defective parts with items obtained from stock; ordering the production of a replacement part by a machine shop or sending of the ENGINEER, STATIONARY machine to a machine shop for major repairs; preparing written specifications for major repairs or for the production of parts ordered from machine shop; reassembling machines; and making Operates and maintains and may also supervise the operation of stationary engines and all necessary adjustments for operation. In general, the work of a maintenance mechanic re equipment (mechanical or electrical) to supply the establishment in which employed with power, quires rounded training and experience usually acquired through a formal apprenticeship or heat, refrigeration, or air-conditioning. Work involves: Operating and maintaining equipment equivalent training and experience. Excluded from this classification are workers whose primary such as steam engines, air compressors, generators, motors, turbines, ventilating and refrig duties involve setting up or adjusting machines. erating equipment, steam boilers and boiler-fed water pumps; making equipment repairs; and keeping a record of operation of machinery, temperature, and fuel consumption. May also su MILLWRIGHT pervise these operations. Head or chief engineers in establishments employing more than one engineer are excluded. Installs new machines or heavy equipment, and dismantles and installs machines or heavy equipment when changes in the plant layout are required. Work involves most of the fol FIREMAN, STATIONARY BOILER lowing: Planning and laying out of the work; interpreting blueprints or other specifications; using a variety of handtools and rigging; making standard shop computations relating to stresses, Fires stationary boilers to furnish the establishment in which employed with heat, power, strength of materials, and centers of gravity; alining and balancing of equipment; selecting stand or steam. Feeds fuels to fire by hand or operates a mechanical stoker, or gas or oil burner; ard tools, equipment, and parts to be used; and installing and maintaining in good order power and checks water and safety valves. May clean, oil, or assist in repairing boilerroom equipment. transmission equipment such as drives and speed reducers. In general, the millwright's work normally requires a rounded training and experience in the trade acquired through a formal HELPER, MAINTENANCE TRADES apprenticeship or equivalent training and experience.
Assists one or more workers in the skilled maintenance trades, by performing specific OILER or general duties of lesser skill, such as keeping a worker supplied with materials and tools; cleaning .working area, machine, and equipment; assisting journeyman by holding materials or Lubricates, with oil or grease, the moving parts or wearing surfaces of mechanical tools; and performing other unskilled tasks as directed by journeyman. The kind of work the equipment of an establishment. helper is permitted to perform varies from trade to trade: In some trades the helper is con fined to supplying, lifting, and holding m aterials and tools and cleaning working areas; and in PAINTER, MAINTENANCE others he is permitted to perform specialized machine operations, or parts of a trade that are Paints and redecorates walls, woodwork, and fixtures of an establishment. Work in also performed by workers on a full-time basis. volves the following: Knowledge of surface peculiarities and types of paint required for different applications; preparing surface for painting by removing old finish or by placing putty or filler MACHINE-TOOL OPERATOR, TOOLROOM in nail holes and interstices; and applying paint with spray gun or brush. May m ix colors, oils, white lead, and other paint ingredients to obtain proper color or consistency. In general, the Specializes in the operation of one or more types of machine tools, such as jig borers, work of the maintenance painter requires rounded training and experience usually acquired through cylindrical or surface grinders, engine lathes, or milling machines, in the construction of a formal apprenticeship or equivalent training and experience. machine-shop tools, gages, jigs, fixtures, or dies. Work involves most of the following: Plan ning and performing difficult machining operations; processing items requiring complicated setups PIPEFITTER, MAINTENANCE or a high degree of accuracy; using a variety of precision measuring instruments; selecting feeds, speeds, tooling, and operation sequence; and making necessary adjustments during operation to Installs or repairs water, steam, gas, or other types of pipe and pipefittings in an achieve requisite tolerances or dimensions. May be required to recognize when tools need dress establishment. Work involves most of the following: Laying out of work and measuring to lo ing, to dress tools, and to select proper coolants and cutting and lubricating oils. For cross cate position of pipe from drawings or other written specifications; cutting various sizes of pipe industry wage study purposes, machine-tool operators, toolroom, in tool and die jobbing shops to correct lengths with chisel and hammer or oxyacetylene torch or pipe-cutting machine; thread are excluded from this classification. ing pipe with stocks and dies; bending pipe by hand-driven or power-driven machines; assembling pipe with couplings and fastening pipe to hangers; making standard shop computations relating MACHINIST, MAINTENANCE to pressures, flow, and size of pipe required; and making standard tests to determine whether finished pipes meet specifications. In general, the work of the maintenance pipefitter requires Produces replacement parts and new parts in making repairs of metal parts of mechan rounded training and experience usually acquired through a formal apprenticeship or equivalent ical equipment operated in an establishment. Work involves most of the following: Interpreting training and experience. Workers primarily engaged in installing and repairing building sanita written instructions and specifications; planning and laying out of work; using a variety of ma tion or heating systems are excluded. chinist's handtools and precision measuring instruments; setting up and operating standard machine tools; shaping of metal parts to close tolerances; making standard shop computations relating to PLUMBER, MAINTENANCE dimensions of work, tooling, feeds, and speeds of machining; knowledge of the working properties of the common metals; selecting standard materials, parts, and equipment required for his work; Keeps the plumbing system of an establishment in good order. Work involves: Knowledge and fitting and assembling parts into mechanical equipment. In general, the m achinist's work of sanitary codes regarding installation of vents and traps in plumbing system; installing or re normally requires a rounded training in machine-shop practice usually acquired through a formal pairing pipes and fixtures; and opening clogged drains with a plunger or plumber's snake. In apprenticeship or equivalent training and experience. general, the work of the maintenance plumber requires rounded training and experience usually acquired through a formal apprenticeship or equivalent training and experience. MECHANIC, AUTOMOTIVE (Maintenance) SHEET-METAL WORKER, MAINTENANCE Repairs automobiles, buses, motortrucks, and tractors of an establishment. Work in F abricates, installs, and maintains in good repair the sheet-metal equipment and fix volves most of the following: Examining automotive equipment to diagnose source of trouble; tures (such as machine guards, grease pans, shelves, lockers, tanks, ventilators, chutes, ducts, disassembling equipment and performing repairs that involve the use of such handtools as metal roofing) of an establishment. Work involves most of the following: Planning and laying wrenches, gages, drills, or specialized equipment in disassembling or fitting parts; replacing out all types of sheet-metal maintenance work from blueprints, models, or other specifications; broken or defective parts from stock; grinding and adjusting valves; reassembling and installing setting up and operating all available types of sheet-metal working machines; using a variety of
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SHEET-METAL WORKER, MAINTENANCE— Continued TOOL AND DIE MAKER— Continued
handtools in cutting, bending, forming, shaping, fitting, and assembling; and installing sheet- using a variety of tool and die maker's handtools and precision measuring instruments; under metal articles as required. In general, the work of the maintenance sheet-metal worker requires standing of the working properties of common metals and alloys; setting up and operating of rounded training and experience usually acquired through a formal apprenticeship or equivalent machine tools and related equipment; making necessary shop computations relating to dimensions training and experience. of work, speeds, feeds, and tooling of machines; heat-treating of metal parts during fabrication as well as of finished tools and dies to achieve required qualities; working to close tolerances; TOOL AND DIE MAKER fitting and assembling of parts to prescribed tolerances and allowances; and selecting appropriate m aterials, tools, and processes. In general, the tool and die m aker's work requires a rounded (Die maker; jig maker; tool maker; fixture maker; gage maker) training in machine-shop and toolroom practice usually acquired through a formal apprenticeship or equivalent training and experience. Constructs and repairs machine-shop tools, gages, jigs, fixtures or dies for forgings, punching, and other metal-forming work. Work involves most of the following: Planning and For cross-industry wage study purposes, tool and die makers in tool and die jobbing laying out of work from models, blueprints, drawings, or other oral and written specifications; shops are excluded from this classification.
CUSTODIAL AND MATERIAL MOVEMENT
GUARD AND WATCHMAN SHIPPING AND RECEIVING CLERK
Guard. Performs routine police duties, either at fixed post or on tour, maintaining Prepares merchandise for shipment, or receives and is responsible for incoming ship order, using arms or force where necessary. Includes gatemen who are stationed at gate ments of merchandise or other materials. Shipping work involves: A knowledge of shipping and check on identity of em ployees and other persons entering. procedures, practices, routes, available means of transportation, and rate; and preparing rec ords of the goods shipped, making up bills of lading, posting weight and shipping charges, and Watchman. Makes rounds of premises periodically in protecting property against fire, keeping a file of shipping records. May direct or assist in preparing the merchandise for ship theft, and illegal entry. ment. Receiving work involves: Verifying or directing others in verifying the correctness of shipments against bills of lading, invoices, or other records; checking for shortages and rejecting JANITOR, PORTER, OR CLEANER damaged goods; routing merchandise or materials to proper departments; and maintaining neces sary records and files. (Sweeper; charwoman; janitress) For wage study purposes, workers are classified as follows: Cleans and keeps in an orderly condition factory working areas and washroom s, or premises of an office, apartment house, or commercial or other establishment. Duties involve a combination of the following: Sweeping, mopping or scrubbing, and polishing floors; removing Receiving clerk chips, trash, and other refuse; dusting equipment, furniture, or fixtures; polishing metal fixtures Shipping clerk or trimmings; providing supplies and minor maintenance services; and cleaning lavatories, show Shipping and receiving clerk ers, and restrooms. Workers who specialize in window washing are excluded.
LABORER, MATERIAL HANDLING TRUCKDRIVER (Loader and unloader; handler and stacker; shelver; trucker; stockman or stock helper; ware Drives a truck within a city or industrial area to transport materials, merchandise, houseman or warehouse helper) equipment, or men between various types of establishments such as: Manufacturing plants, freight depots, warehouses, wholesale and retail establishments, or between retail establishments and A worker employed in a warehouse, manufacturing plant, store, or other establishment customers' houses or places of business. May also load or unload truck with or without helpers, whose duties involve one or more of the following: Loading and unloading various materials and make minor mechanical repairs, and keep truck in good working order. Driver-salesmen and merchandise on or from freight cars, trucks, or other transporting devices; unpacking, shelving, over-the-road drivers are excluded. or placing materials or merchandise in proper storage location; and transporting materials or merchandise by handtruck, car, or wheelbarrow. Longshoremen, who load and unload ships are For wage study purposes, truckdrivers are classified by size and type of equipment, excluded. as follows: (Tractor-trailer should be rated on the basis of trailer capacity.)
ORDER FILLER Truckdriver (combination of sizes listed separately) (Order picker; stock selector; warehouse stockman) Truckdriver, light (under 1 Vz tons) Truckdriver, medium (IV2 to and including 4 tons) Fills shipping or transfer orders for finished goods from stored merchandise in accord Truckdriver, heavy (over 4 tons, trailer type) ance with specifications on sales slips, customers' orders, or other instructions. May, inaddition Truckdriver, heavy (over 4 tons, other than trailer type) to filling orders and indicating items filled or omitted, keep records of outgoing orders, requi sition additional stock or report short supplies to supervisor, and perform other related duties. TRUCKER, POWER PACKER, SHIPPING Operates a manually controlled gasoline- or electric-powered truck or tractor to Prepares finished products for shipment or storage by placing them in shipping con transport goods and materials of all kinds about a warehouse, manufacturing plant, or other tainers, the specific operations performed being dependent upon the type, size, and number of establishment. units to be packed, the type of container employed, and method of shipment. Work requires the placing of items in shipping containers and may involve one or more of the following: Knowl edge of various items of stock in order to verify content; selection of appropriate type and size For wage study purposes, workers are classified by type of truck, as follows: of container; inserting enclosures in container; using excelsior or other material to prevent breakage or damage; closing and sealing container; and applying labels or entering identifying Trucker, power (forklift) data on container. Packers who also make wooden boxes or crates are excluded. Trucker, power (other than forklift)
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The following areas are surveyed periodically for use in administering the Service Contract Act of 1965. Copies of public release available at no cost while supplies last from any of the BLS regional offices shown on the inside front cover.
Abilene, Tex. Knoxville, Tenn. A laska Laredo, Tex. Albany, Ga. Las Vegas, Nev. Alexandria, La. Lexington, Ky. Alpena, Standish, and Tawas City, Mich. Lower Eastern Shore, Md.-Va. Amarillo, Tex. Lynchburg, Va. Ann Arbor, Mich. M acon, Ga. Asheville, N.C. Madison, Wis. Atlantic City, N.J. Marquette, Escanaba, Sault Ste. Marie, Mich, Augusta, Ga.—S.C. Meridian, Miss. Austin, Tex. Middlesex, Monmouth, Ocean and Somerset Bakersfield, Calif. C o s., N.J. Baton Rouge, La. Mobile, Ala., and Pensacola, Fla. Billings, Mont. Montgomery, Ala. Biloxi, Gulfport, and Pascagoula, Miss. Nashville, Tenn. Bridgeport, Norwalk, and Stamford, Conn. New London—Groton—Norwich, Conn. Charleston, S.C. Northeastern Maine Cheyenne, Wyo. Ogden, Utah Clarksville, Tenn., and Hopkinsville, Ky. Orlando, Fla. Colorado Springs, Colo. Oxnard—Ventura, Calif. Columbia, S.C. Panama City, Fla. Columbus, Ga.—Ala. Pine Bluff, Ark. C rane, Ind. Portsmouth, N.H.—Maine—Mass. Decatur, 111. Pueblo, Colo. Dothan, Ala. Reno, Nev. Duluth—Superior, Minn.—Wis. Sacramento, Calif. Durham, N.C. Salina, Kans. El Paso, Tex. Salinas—Monterey, Calif. Eugene, Oreg. Santa Barbara, Calif. F a rg o—Moorhead, N. Dak.—Minn. Shreveport, La. Fayetteville, N.C. Springfield—Chicopee—Holyoke, Mass.—Conn. Fitchburg—Leominster, Mass. Stockton, Calif. Fort Smith, Ark.—Okla. Tacoma, Wash. Frederick—Hagerstown, Md.-Pa.-W. Va. Topeka, Kans. Great Falls, Mont. Tucson, Ariz. Greensboro—Winston Salem—High Point, N.C. Valdosta, Ga. Harrisburg, Pa. Vallejo—Napa, Calif. Hartford, Conn. Wichita Falls, Tex. Huntsville, Ala. Wilmington, Del.—N.J.—Md.
The eleventh annual report on salaries for accountants, auditors, chief accountants, attorneys, job analysts, directors of personnel, buyers, chemists, engineers, engineering technicians, draftsmen, and clerical employees. Order as BLS Bulletin 1693, National Survey of Professional, Administrative, Technical, and Clerical Pay, June 1970, $1.00 a copy, from the Superintendent of Documents, U.S. Government Printing Office, Washington, D.C., 20402, or any of its regional sales offices.
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A list of the latest available bulletins is presented below. A directory of area wage studies including more limited studies conducted at the request of the Wage and Hour Division of the Department of Labor is available on request. Bulletins may be purchased from the Superintendent of Documents, U.S. Government Printing Office, Washington, D.C., 20402, or from any of the BLS regional sales offices shown on the inside front cover.
Bulletin number Bulletin number Area and price A rea and p rice
Akron, Ohio, July 1970______1660-88, 30 cents Muskegon—Muskegon Heights, Mich.,June 19701______1660-85, 35 cents Albany-Schenectady—T roy, N.Y., Mar. 1971 1______1685-54, 35 cents Newark and Jersey City, N.J., Jan. 1971------1685-47, 40 cents A lbuquerque, N. M e x ., M ar. 1971______1685-58, 30 cents New Haven, Conn., Jan. 197 1______1685-35, 30 cents Allentown—Bethlehem—Easton, Pa.—N.J., May 1971__ 1685-75, 30 cents New O rleans, La., Jan. 1971 1______1685-36, 40 cents Atlanta, Ga., May 1971______1685-69, 40 cents New York, N.Y., Apr. 1970 1______1660-89, 75 cents Baltimore, Md., Aug. 1970 1------1685- 1 8, 50 cents Norfolk—Portsmouth and Newport News— B eau m on trP ort Arthui—Orange, T ex ., M ay 1971 1------1685-68, 35 cents Hampton, V a ., Jan. 1971 1 ------1685-46, 35 cents Binghamton, N.Y., July 1970 ______1685-6, 30 cents Oklahoma City, Okla., July 1970______1685-5, 30 cents B irm ingham , A la., M ar. 1971 1______1685-63, 40 cents Omaha, Nebr.-Iowa, Sept. 1970 1 ______1685- 14, 35 cents Boise City, Idaho, Nov. 1970 1 ______1685-21, 35 cents Pater son—Clifton—Passaic, N.J., June1970 1______1660-87, 45 cents Boston, Mass., Aug. 1970 1 ______1685- 1 1, 50 cents Philadelphia, Pa.—N.J., Nov. 1970______1685-34, 50 cents Buffalo, N .Y ., Oct. 1970 1------1685-43, 50 cents Phoenix, Ariz., Mar. 19701______1660-70, 35cents Burlington, Vt., M ar. 1971 1------1685-59, 35 cents Pittsburgh, P a., Jan. 1971 1______1685-49, 50cents Canton, Ohio, May 1971______1685-71, 30 cents Portland, Maine, Nov. 1970------1685- 19, 30cents Charleston, W. Va., Mar. 197 1------1685-57, 30 cents Portland, Oreg.-Wash., May 1970 1______1660-77, 40cents Charlotte, N .C ., Jan. 1971------1685-48, 30 cents Providence—Pawtucket—Warwick, R.I.—Mass., Chattanooga, Tenn.—Ga., Sept. 1970 1______1685-10, 35 cents M ay 1970______1660-72, 30cents Chicago, 111., June 1970______1660-90, 60 cents Raleigh, N.C., Aug. 1970 1______1685- 12, 35cents Cincinnati, O hio—Ky.—Ind., Feb. 1971 1------1685-53, 45 cents Richmond, Va., Mar. 1971______1685-62, 30cents C leveland, Ohio, Sept. 1970 1------1685-28, 50 cents Rochester, N.Y. (office occupations only), C olum bus, O hio, Oct. 1970 1------1685-33, 40 cents Aug. 1970______1685-7, 30cents Dallas, Tex., Oct. 1970 1 ------1685-22, 50 cents Rockford, 111., May 1971______1685-79, 30cents Davenport—Rock Island—Moline , Iowa—111., St. L ouis, M o.—111., M ar. 1971 1______1685-65, 50cents F eb. 197 1------1685-51, 30 cents Salt Lake City, Utah, Nov. 1970 1______1685-26, 35cents Dayton, Ohio, Dec. 1970 1------1685-45, 40 cents San Antonio, Tex., May 1970______1660-71, 30cents D enver, C olo., D ec. 1970 ------1685-41, 35 cents San Bernardino—River side—Ontario, Calif., Des Moines, Iowa, May 1971------1685-70, 30 cents D ec. 1970 1------1685-42, 40cents D etroit, M ich ., Feb. 1971 1------1685-77, 50 cents San D iego, C alif., Nov. 1970------1685-20, 30cents Fort Worth, Tex., Oct. 1970 1------1685-25, 35 cents San Francisco—Oakland, Calif., Oct. 1970------1685-23, 40cents Green Bay, Wis., July 1970 1------1685-4, 35 cents San Jose, Calif., Aug. 1970------1685-13, 30cents G reen ville, S.C ., M ay 1971 1------1685-78, 35 cents Savannah, Ga., M ay 1971------1685-72, 30cents Houston, T ex ., A pr. 1971 1------1685-67, 50 cents Scranton, Pa., July 1970 1______1685-3, 35cents Indianapolis, Ind., Oct. 1970 1______1685-31, 40 cents Seattle—Everett, Wash., Jan. 197 1 1______1685-52, 35cents Jackson, Miss., Jan. 197 1 1______1685-39, 35 cents Sioux Falls, S. Dak., Dec. 1970 1------1685-38, 35cents Jack sonville, F la., D ec. 1970 1------1685-37, 35 cents South Bend, Ind., M ar. 1971------1685-61, 30cents Kansas City, Mo.-Kans., Sept. 1970 1------1685-16, 45 cents Spokane, Wash., June 1970 1______1660-86, 35cents Lawrence—Haverhill, Mass.—N.H., June 1970 1------1660-82, 35 cents S yracu se, N .Y ., July 1970------1685-8, 30 cents Little Rock—North Little Rock, Ark., July 1970 1------1685-1, 35 cents Tampa—St. Petersburg, Fla., Nov. 1970------1685- 17, 30cents Los Angeles—Long Beach and Anaheim—Santa Anar— T oledo, Ohicm M ich., A pr. 1971 1______1685-74, 40cents Garden Grove, Calif., Mar. 1971 1------1685-66, 50 cents Trenton, N.J., Sept. 1970 1______1685- 15, 35cents L ou isville, Ky.—Ind., Nov. 1970------1685-27, 30 cents Utica^Rome, N.Y., July 1970______1685-9, 30cents Lubbock, T ex., M ar. 197 1------1685-60, 30 cents Washington, D.C.—Md.—Va., Apr. 1971------1685-56, 40cents Manchester, N.H., July 1970 1------1685-2, 35 cents Waterbury, Conn., Mar. 1971------1685-55, 30cents M em phis, Tenn.—Ark ., Nov. 1970------1685-30, 30 cents Waterloo, Iowa, Nov. 1970 1------1685-32, 35cents Miami, Fla., Nov. 1970 1______1685-29, 40 cents Wichita, Kans., Apr. 1971______1685-64, 30cents Midland and Odessa, Tex., Jan. 1971------1685-40, 30 cents Worcester, Mass., May 1971______1685-73, 30cents M ilw aukee, W is., M ay 1971------1685-76, 35 cents York, Pa., Feb. 1971______1685-50, 30cents Minneapolis—St. Paul, Minn., Jan. 1971------1685-44, 40 cents Youngstown—Warren, Ohio, Nov. 1970______1685-24, 30cents
Digitized for FRASER Data on establishment practices and supplementary wage provisions are also presented. http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis U.S. DEPARTMENT OF LABOR BUREAU OF LABOR STATISTICS WASHINGTON. D.C. 20212
OFFICIAL BUSINESS PENALTY FOR PRIVATE USE, $300 POSTAGE AND FEES PAID U.S. DEPARTMENT OF LABOR r~ i FIRST CLASS MAIL
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