Augusta-Aiken, GA-SC National Compensation Survey February 1999 ________________________________________________________________________________________________ U.S. Department of Labor Alexis M. Herman, Secretary Bureau of Labor Statistics Katharine G. Abraham, Commissioner September 1999 Bulletin 3095-63
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Augusta-Aiken, GA-SC National Compensation Survey …Augusta-Aiken, GA-SC National Compensation Survey February 1999 _____ U.S. Department of Labor Alexis M. Herman, Secretary Bureau
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U.S. Department of LaborAlexis M. Herman, Secretary
Bureau of Labor StatisticsKatharine G. Abraham, Commissioner
September 1999
Bulletin 3095-63
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Preface
Data shown in this bulletin were collected as part of theBureau of Labor Statistics’ (BLS) National CompensationSurvey (NCS). The survey could not have been conductedwithout the cooperation of the many private firms and gov-ernment jurisdictions that provided pay data included inthis bulletin. The Bureau thanks these respondents for theircooperation.
Field economists of the Bureau of Labor Statistics col-lected and reviewed the survey data. The Office of Com-pensation and Working Conditions, in cooperation with theOffice of Field Operations and the Office of Technologyand Survey Processing in the BLS National Office, de-signed the survey, processed the data, and prepared thesurvey for publication.
For additional information regarding this survey, pleasecontact any BLS regional office at the address and tele-phone number listed on the inside back cover of this bulle-tin. You may also write to the Bureau of Labor Statisticsat: Division of Compensation Data Analysis and Planning,
2 Massachusetts Avenue, NE, Room 4175, Washington,DC 20212-0001, or call (202) 606-6199, or send e-mail [email protected].
The data contained in this bulletin are also available athttps://www.bls.gov/ocs/#data , the BLS Internet site.Data are in three formats: An ASCII file containing thepublished table formats; an ASCII file containing positionalcolumns of data for manipulation as a data base or spread-sheet; and a Portable Document Format (PDF) file con-taining the entire bulletin.
Results of earlier surveys of this area are also availablefrom BLS regional offices, the Division of CompensationData Analysis, or at the BLS Internet site.
Material in this bulletin is in the public domain and,with appropriate credit, may be reproduced without permis-sion. This information will be made available to sensoryimpaired individuals upon request. Voice phone: (202)606-7828; Federal Relay Service: 1-800-877-8339.
A-1. Hourly earnings for selected occupations, all workers, all industries ........................................... 2A-2. Hourly earnings for selected occupations, all workers, private industry and State and local government........................................................................................................... 4A-3. Hourly earnings for selected occupations, full-time and part-time workers, all industries ................................................................................................................................. 6A-4. Weekly and annual earnings and hours for selected occupations, full-time workers only, all industries ............................................................................................ 8
B-1. Mean hourly earnings by occupational group and levels, all industries, private industry, State and local government, full-time and part-time workers ............................ 10B-2. Mean hourly earnings for selected occupations and levels, all industries, private industry, State and local government, full-time and part-time workers ............................ 13
C-1. Mean hourly earnings by occupational group and selected characteristics, all industries ................................................................................................................................. 15C-2. Mean hourly earnings by occupational group and industry division, private industry, all workers ......................................................................................................... 16C-3. Mean hourly earnings by occupational group and establishment employment size, private industry, all workers ......................................................................................................... 17C-4. Number of workers represented by occupational group ............................................................... 18
Appendixes:
A. Technical Note................................................................................................................................. A-1 Table 1. Number of establishments studied and represented......................................................... A-5 Table 2. Relative standard errors................................................................................................... A-6 Table 3. Average work levels ........................................................................................................ A-8B. Occupational Classifications............................................................................................................ B-1C. Generic Leveling Criteria................................................................................................................. C-1D. Evaluating Your Firm’s Jobs ........................................................................................................... D-1E. A Guide for Users of Prior BLS Wage Surveys............................................................................... E-1
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Introduction
The tables in this bulletin summarize the NCS survey re-sults for the Augusta-Aiken, GA-SC metropolitan area.Tabulations provide information on earnings of workers ina variety of occupations and at a wide range of work levels.Also contained in this bulletin are information on the pro-gram, a technical note describing survey procedures, andseveral appendixes with detailed information on occupa-tional classifications and the generic leveling methodology.
NCS productsThe National Compensation Survey of the Bureau of LaborStatistics provides data on the occupational wages and em-ployee benefits for localities, broad geographic regions,and the Nation as a whole. The Employment Cost Index, aquarterly measure of the change in employer costs forwages and benefits, will be derived from the NCS. Anotherproduct, Employer Costs for Employee Compensation,measures employers’ average hourly costs for total com-pensation, that is, wages and benefits. Still another NCSproduct measures the incidence of benefit plans and theirprovisions. This bulletin is limited to data on occupationalwages and salaries.
About the tablesThe tables that follow present data on straight-time occu-pational earnings. Straight-time earnings include wagesand salaries, incentive pay, cost-of-living adjustments, andhazard pay. These earnings exclude premium pay forovertime, vacations, holidays, nonproduction bonuses, andtips. A total of 480 detailed occupations are used to de-scribe all occupations in the civilian nonfarm economy (ex-cluding the Federal Government and private households).
Table A-1 presents straight-time earnings for detailedoccupations. Data are not shown for any occupations ifthey would raise concerns about the confidentiality of thesurvey respondent or if the data are insufficient to supportreliable estimates. The earnings shown include the meanfor each occupation, as well as earnings for selected per-centiles in each occupation.
Table A-2 compares the type of data and details shownin table A-1 for the private industry and State and localgovernment sector.
Table A-3 compares the type of data and details shownin table A-1 for full-time and part-time workers. The defi-nitions of full-time and part-time workers are those used inthe surveyed establishments.
Table A-4 presents the weekly and annual straight-timeearnings for full-time employees in specific occupationsacross all industries. For the weekly and annual earnings,the mean and median earnings and the mean hours areshown. The mean hours reflect hours employees arescheduled to work, excluding overtime hours.
Table B-1 presents mean straight-time hourly earningsfor groups of occupations and for levels of job require-ments related to occupations in the group. Separate dataare also shown for private industry and government work-ers, and for full-time and part-time workers in all indus-tries. (See appendix C, Generic Leveling Criteria, for moreinformation on job ranking in this survey. Average worklevels for published occupation groups and their compo-nent occupations are presented in appendix table 3.)
Table B-2 also presents mean straight-time hourlyearnings, but for detailed occupations at several levels ofjob requirements for each detailed occupation.
Table C-1 presents mean straight-time hourly earningsfor occupation groups and selected occupation characteris-tics. The occupation characteristics include full-time andpart-time status, union and nonunion status, and time or in-centive pay status. Union workers’ wages are determinedthrough collective bargaining. Time workers’ wages arebased solely on hourly rate or salary. Incentive workers’wages are at least partially based on productivity paymentssuch as piece rates, commissions and production bonuses.
Table C-2 presents mean straight-time hourly earningsfor occupation groups and industry division of employers;these are limited to the private sector.
Table C-3 presents mean straight-time hourly earningsfor occupation groups and the employment size of employ-ers; these are also limited to the private sector.
Table C-4 presents the employment scope of this sur-vey. The occupation employment estimates shown relate toall employers in the area surveyed, not just the surveyedemployers.
Table A-1. Hourly earnings1 for selected occupations, all workers2, all industries,Augusta-Aiken, GA-SC, February 1999
Registered nurses ................................................ 19.78 14.70 16.62 19.40 21.98 25.53Teachers, college and university .............................. 25.27 14.62 18.84 22.22 30.71 43.39Teachers, except college and university .................. 20.96 13.11 17.00 21.03 26.48 28.99
Elementary school teachers ................................. 21.63 13.95 17.75 21.93 26.48 28.99Social scientists and urban planners ........................ – – – – – –Social, recreation, and religious workers .................. 14.74 11.38 12.82 14.49 17.16 18.05
Social workers ...................................................... 14.74 11.38 12.82 14.49 17.16 18.05Writers, authors, entertainers, athletes, and
Health service occupations ....................................... 7.14 5.48 5.90 6.80 8.14 9.06Nursing aides, orderlies and attendants ............... 7.11 5.47 5.90 6.80 8.08 9.06
Cleaning and building service occupations .............. 6.97 5.15 5.46 6.50 7.71 9.14Maids and housemen ........................................... 6.59 5.15 5.46 6.25 7.50 9.20Janitors and cleaners ........................................... 6.59 5.15 5.25 6.25 7.54 8.58
Personal service occupations ................................... 9.10 5.15 5.71 7.04 10.29 16.14
1 Earnings are the straight-time hourly wages or salaries paidto employees. They include incentive pay, cost-of-livingadjustments, and hazard pay. Excluded are premium pay forovertime, vacations, holidays, nonproduction bonuses, and tips. The mean is computed by totaling the pay of all workers anddividing by the number of workers, weighted by hours. The 10th,25th, 50th, 75th and 90th percentiles designate position in theearnings distribution. At the 50th percentile, the median, half ofthe workers receive the same as or more than the rate shown,and half receive the same as or less than the rate shown. At the25th percentile, one-fourth of the workers earn the same as orless than the rate shown. At the 75th percentile, one-fourth earnthe same as or more than the rate shown. The 10th and 90thpercentiles follow the same logic.
2 All workers include full-time and part-time workers.Employees are classified as working either a full-time or apart-time schedule based on the definition used by eachestablishment. Therefore, a worker with a 35-hour-per-weekschedule might be considered a full-time employee in one
establishment, but classified as part-time in another firm, where a40-hour week is the minimum full-time schedule.
3 A classification system including about 480 individualoccupations is used to cover all workers in the civilian economy.Individual occupations are classified into one of nine majoroccupational groups.
NOTE: Dashes indicate that no data were reported or that datadid not meet publication criteria. Overall occupational groups andoccupational levels may include data for categories not shownseparately. N.E.C. means "not elsewhere classified."
NOTE: Individual and average wage rates were collected in thisupdate survey. A procedure was put into place to "move" thepositional statistics where averages were collected. Thisprocedure compares current locality survey data–at the quotelevel–with the same quote from the prior survey. Individual ratesfrom the prior survey are moved by the average change in meanwages for the occupation.
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Table A-2. Hourly earnings1 for selected occupations, all workers2, private industry and State and local government,Augusta-Aiken, GA-SC, February 1999
Table A-2. Hourly earnings1 for selected occupations, all workers2, private industry and State and local government,Augusta-Aiken, GA-SC, February 1999 — Continued
Occupation3
Private industry State and local government
Mean
Percentiles
Mean
Percentiles
10 25 Median50 75 90 10 25 Median
50 75 90
Blue-collar occupations (-Continued)Machine operators, assemblers, and
inspectors (-Continued)Furnace, kiln, and oven operators,
Personal service occupations ................. 6.04 5.15 5.15 5.71 7.00 7.25 – – – – – –
1 Earnings are the straight-time hourly wages or salaries paid to employees. Theyinclude incentive pay, cost-of-living adjustments, and hazard pay. Excluded are premiumpay for overtime, vacations, holidays, nonproduction bonuses, and tips. The mean iscomputed by totaling the pay of all workers and dividing by the number of workers,weighted by hours. The 10th, 25th, 50th, 75th and 90th percentiles designate position inthe earnings distribution. At the 50th percentile, the median, half of the workers receivethe same as or more than the rate shown, and half receive the same as or less than therate shown. At the 25th percentile, one-fourth of the workers earn the same as or lessthan the rate shown. At the 75th percentile, one-fourth earn the same as or more thanthe rate shown. The 10th and 90th percentiles follow the same logic.
2 All workers include full-time and part-time workers. Employees are classified asworking either a full-time or a part-time schedule based on the definition used by eachestablishment. Therefore, a worker with a 35-hour-per-week schedule might beconsidered a full-time employee in one establishment, but classified as part-time in
another firm, where a 40-hour week is the minimum full-time schedule.3 A classification system including about 480 individual occupations is used to cover
all workers in the civilian economy. Individual occupations are classified into one of ninemajor occupational groups.
NOTE: Dashes indicate that no data were reported or that data did not meet publicationcriteria. Overall occupational groups and occupational levels may include data forcategories not shown separately. N.E.C. means "not elsewhere classified."
NOTE: Individual and average wage rates were collected in this update survey. Aprocedure was put into place to "move" the positional statistics where averages werecollected. This procedure compares current locality survey data–at the quote level–withthe same quote from the prior survey. Individual rates from the prior survey are moved bythe average change in mean wages for the occupation.
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Table A-3. Hourly earnings1 for selected occupations, full-time and part-time workers2, all industries, Augusta-Aiken, GA-SC,February 1999
Personal service occupations ................. 10.12 5.71 7.00 7.99 15.90 18.30 – – – – – –
1 Earnings are the straight-time hourly wages or salaries paid to employees. Theyinclude incentive pay, cost-of-living adjustments, and hazard pay. Excluded are premiumpay for overtime, vacations, holidays, nonproduction bonuses, and tips. The mean iscomputed by totaling the pay of all workers and dividing by the number of workers,weighted by hours. The 10th, 25th, 50th, 75th and 90th percentiles designate position inthe earnings distribution. At the 50th percentile, the median, half of the workers receivethe same as or more than the rate shown, and half receive the same as or less than therate shown. At the 25th percentile, one-fourth of the workers earn the same as or lessthan the rate shown. At the 75th percentile, one-fourth earn the same as or more thanthe rate shown. The 10th and 90th percentiles follow the same logic.
2 Employees are classified as working either a full-time or a part-time schedule basedon the definition used by each establishment. Therefore, a worker with a35-hour-per-week schedule might be considered a full-time employee in oneestablishment, but classified as part-time in another firm, where a 40-hour week is the
minimum full-time schedule.3 A classification system including about 480 individual occupations is used to cover
all workers in the civilian economy. Individual occupations are classified into one of ninemajor occupational groups.
NOTE: Dashes indicate that no data were reported or that data did not meet publicationcriteria. Overall occupational groups and occupational levels may include data forcategories not shown separately. N.E.C. means "not elsewhere classified."
NOTE: Individual and average wage rates were collected in this update survey. Aprocedure was put into place to "move" the positional statistics where averages werecollected. This procedure compares current locality survey data–at the quote level–withthe same quote from the prior survey. Individual rates from the prior survey are moved bythe average change in mean wages for the occupation.
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Table A-4. Weekly and annual earnings1 and hours for selected occupations, full-time workers only2, all industries,Augusta-Aiken, GA-SC, February 1999
Registered nurses ................................................ 39.2 763 743 2,029 39,488 38,646Teachers, college and university .............................. 39.7 1,002 889 1,619 40,905 33,881Teachers, except college and university .................. 38.8 836 826 1,488 32,059 32,105
Elementary school teachers ................................. 38.6 835 842 1,466 31,717 31,977Social scientists and urban planners ........................ – – – – – –Social, recreation, and religious workers .................. 40.0 589 580 2,080 30,649 30,135
Social workers ...................................................... 40.0 589 580 2,080 30,649 30,135Writers, authors, entertainers, athletes, and
Table A-4. Weekly and annual earnings1 and hours for selected occupations, full-time workers only2, all industries,Augusta-Aiken, GA-SC, February 1999 — Continued
Occupation3
All industries
Meanweeklyhours4
Weekly earnings Meanannualhours
Annual earnings
Mean Median Mean Median
Blue-collar occupations (-Continued)Handlers, equipment cleaners, helpers, and laborers
Service occupations ........................................................... 39.4 353 314 2,018 18,081 16,162Protective service occupations ................................. 40.6 420 406 2,092 21,680 21,103Food service occupations ......................................... 37.5 249 260 1,832 12,165 12,771Health service occupations ....................................... 39.2 283 270 2,040 14,696 14,040
Nursing aides, orderlies and attendants ............... 39.2 282 270 2,039 14,653 14,040Cleaning and building service occupations .............. 38.7 291 297 1,990 14,962 15,356
Maids and housemen ........................................... 36.8 244 236 1,915 12,702 12,285Janitors and cleaners ........................................... 40.0 299 297 2,037 15,232 15,459
Personal service occupations ................................... 37.9 384 314 1,971 19,943 16,340
1 Earnings are the straight-time wages or salaries paid to employees. Theyinclude incentive pay, cost-of-living adjustments, and hazard pay. Excluded arepremium pay for overtime, vacations, holidays, nonproduction bonuses, and tips. The mean is computed by totaling the pay of all workers and dividing by thenumber of workers, weighted by hours. The median designatesposition--one-half of the workers receive the same as or more, and one-halfreceive the same as or less than the rate shown.
2 Employees are classified as working either a full-time or a part-timeschedule based on the definition used by each establishment. Therefore, aworker with a 35-hour-per-week schedule might be considered a full-timeemployee in one establishment, but classified as part-time in another firm, wherea 40-hour week is the minimum full-time schedule.
3 A classification system including about 480 individual occupations is usedto cover all workers in the civilian economy. Individual occupations are classifiedinto one of nine major occupational groups.
4 Mean weekly hours are the hours an employee is scheduled to work in aweek, exclusive of overtime.
NOTE: Dashes indicate that no data were reported or that data did not meetpublication criteria. Overall occupational groups and occupational levels mayinclude data for categories not shown separately. N.E.C. means "not elsewhereclassified."
NOTE: Individual and average wage rates were collected in this update survey. A procedure was put into place to "move" the positional statistics where averageswere collected. This procedure compares current locality survey data–at thequote level–with the same quote from the prior survey. Individual rates from theprior survey are moved by the average change in mean wages for theoccupation.
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Table B-1. Mean hourly earnings1 by occupational group and levels2, all industries, private industry,State and local government, full-time and part-time workers, Augusta-Aiken, GA-SC, February 1999
Level 9 .............................................................. 23.67 23.67 – 23.70 –Teachers, college and university .............................. 25.27 – – 25.27 –Teachers, except college and university .................. 20.96 – 21.65 21.55 –
Table B-1. Mean hourly earnings1 by occupational group and levels2, all industries, private industry,State and local government, full-time and part-time workers, Augusta-Aiken, GA-SC, February 1999 —Continued
Table B-1. Mean hourly earnings1 by occupational group and levels2, all industries, private industry,State and local government, full-time and part-time workers, Augusta-Aiken, GA-SC, February 1999 —Continued
Occupational group3 and level
All workers 4 All industries
All indus-tries
Privateindustry
State andlocal
govern-ment
Full-timeworkers
Part-timeworkers
Service occupations (-Continued)Health service occupations ..................................... $7.14 $6.79 – $7.20 $6.56
Level 2 .............................................................. 6.56 6.55 – 6.52 6.79Cleaning and building service occupations ............ 6.97 6.69 $7.49 7.52 5.65
1 Earnings are the straight-time hourly wages or salaries paid toemployees. They include incentive pay, cost-of-living adjustments,and hazard pay. Excluded are premium pay for overtime, vacations,holidays, nonproduction bonuses, and tips. The mean is computedby totaling the pay of all workers and dividing by the number ofworkers, weighted by hours.
2 Each occupation for which wage data are collected in anestablishment is evaluated based on 10 factors, including knowledge,complexity, work environment, etc. Points are assigned based on theoccupation’s ranking within each factor. The points are summed todetermine the overall level of the occupation. See technical note formore information.
3 A classification system including about 480 individualoccupations is used to cover all workers in the civilian economy.Individual occupations are classified into one of nine majoroccupational groups.
4 All workers include full-time and part-time workers. Employeesare classified as working either a full-time or a part-time schedule
based on the definition used by each establishment. Therefore, aworker with a 35-hour-per-week schedule might be considered afull-time employee in one establishment, but classified as part-time inanother firm, where a 40-hour week is the minimum full-timeschedule.
NOTE: Dashes indicate that no data were reported or that data didnot meet publication criteria. Overall occupational groups andoccupational levels may include data for categories not shownseparately. N.E.C. means "not elsewhere classified."
NOTE: Individual and average wage rates were collected in thisupdate survey. A procedure was put into place to "move" thepositional statistics where averages were collected. This procedurecompares current locality survey data–at the quote level–with thesame quote from the prior survey. Individual rates from the priorsurvey are moved by the average change in mean wages for theoccupation.
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Table B-2. Mean hourly earnings1 for selected occupations and levels2, all industries, privateindustry, State and local government, full-time and part-time workers, Augusta-Aiken, GA-SC,February 1999
Occupation3 and level
All workers4 All industries
All indus-tries
Privateindustry
State andlocal
govern-ment
Full-timeworkers
Part-timeworkers
White-collar occupations:Professional specialty and technical occupations:
Table B-2. Mean hourly earnings1 for selected occupations and levels2, all industries, privateindustry, State and local government, full-time and part-time workers, Augusta-Aiken, GA-SC,February 1999 — Continued
Occupation3 and level
All workers4 All industries
All indus-tries
Privateindustry
State andlocal
govern-ment
Full-timeworkers
Part-timeworkers
Blue-collar occupations: (-Continued)Transportation and material moving occupations:
1 Earnings are the straight-time hourly wages or salaries paid toemployees. They include incentive pay, cost-of-living adjustments,and hazard pay. Excluded are premium pay for overtime, vacations,holidays, nonproduction bonuses, and tips. The mean is computedby totaling the pay of all workers and dividing by the number ofworkers, weighted by hours.
2 Each occupation for which wage data are collected in anestablishment is evaluated based on 10 factors, including knowledge,complexity, work environment, etc. Points are assigned based on theoccupation’s ranking within each factor. The points are summed todetermine the overall level of the occupation. See technical note formore information.
3 A classification system including about 480 individualoccupations is used to cover all workers in the civilian economy.Individual occupations are classified into one of nine majoroccupational groups.
4 All workers include full-time and part-time workers. Employeesare classified as working either a full-time or a part-time schedule
based on the definition used by each establishment. Therefore, aworker with a 35-hour-per-week schedule might be considered afull-time employee in one establishment, but classified as part-time inanother firm, where a 40-hour week is the minimum full-timeschedule.
NOTE: Dashes indicate that no data were reported or that data didnot meet publication criteria. Overall occupational groups andoccupational levels may include data for categories not shownseparately. N.E.C. means "not elsewhere classified."
NOTE: Individual and average wage rates were collected in thisupdate survey. A procedure was put into place to "move" thepositional statistics where averages were collected. This procedurecompares current locality survey data–at the quote level–with thesame quote from the prior survey. Individual rates from the priorsurvey are moved by the average change in mean wages for theoccupation.
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Table C-1. Mean hourly earnings1 by occupational group and selected characteristics, all industries,Augusta-Aiken, GA-SC, February 1999
Service occupations ........................................................... 8.96 6.00 – 8.35 8.35 –
1 Earnings are the straight-time hourly wages or salaries paid toemployees. They include incentive pay, cost-of-living adjustments, andhazard pay. Excluded are premium pay for overtime, vacations, holidays,nonproduction bonuses, and tips. The mean is computed by totaling the payof all workers and dividing by the number of workers, weighted by hours.
2 A classification system including about 480 individual occupations isused to cover all workers in the civilian economy. Individual occupations areclassified into one of nine major occupational groups.
3 Employees are classified as working either a full-time or a part-timeschedule based on the definition used by each establishment. Therefore, aworker with a 35-hour-per-week schedule might be considered a full-timeemployee in one establishment, but classified as part-time in another firm,where a 40-hour week is the minimum full-time schedule.
4 Union workers are those whose wages are determined throughcollective bargaining.
5 Time workers’ wages are based solely on an hourly rate or salary;
incentive workers are those whose wages are at least partially based onproductivity payments such as piece rates, commissions, and productionbonuses.
NOTE: Dashes indicate that no data were reported or that data did not meetpublication criteria. Overall occupational groups and occupational levels mayinclude data for categories not shown separately. N.E.C. means "notelsewhere classified."
NOTE: Individual and average wage rates were collected in this updatesurvey. A procedure was put into place to "move" the positional statisticswhere averages were collected. This procedure compares current localitysurvey data–at the quote level–with the same quote from the prior survey. Individual rates from the prior survey are moved by the average change inmean wages for the occupation.
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Table C-2. Mean hourly earnings1 by occupational group and industry division, private industry, all workers2, Augusta-Aiken,GA-SC, February 1999
1 Earnings are the straight-time hourly wages or salaries paid to employees. Theyinclude incentive pay, cost-of-living adjustments, and hazard pay. Excluded are premiumpay for overtime, vacations, holidays, nonproduction bonuses, and tips. The mean iscomputed by totaling the pay of all workers and dividing by the number of workers,weighted by hours.
2 All workers include full-time and part-time workers. Employees are classified asworking either a full-time or a part-time schedule based on the definition used by eachestablishment. Therefore, a worker with a 35-hour-per-week schedule might beconsidered a full-time employee in one establishment, but classified as part-time inanother firm, where a 40-hour week is the minimum full-time schedule.
3 A classification system including about 480 individual occupations is used to coverall workers in the civilian economy. Individual occupations are classified into one of ninemajor occupational groups.
4 Goods-producing industries include mining, construction, and manufacturing.5 Service-producing industries include transportation and public utilities; wholesale
and retail trade; finance, insurance, and real estate; and services.
NOTE: Dashes indicate that no data were reported or that data did not meet publicationcriteria. Overall occupational groups and occupational levels may include data forcategories not shown separately. N.E.C. means "not elsewhere classified."
NOTE: Individual and average wage rates were collected in this update survey. Aprocedure was put into place to "move" the positional statistics where averages werecollected. This procedure compares current locality survey data–at the quote level–withthe same quote from the prior survey. Individual rates from the prior survey are moved bythe average change in mean wages for the occupation.
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Table C-3. Mean hourly earnings1 by occupational group and establishment employment size, privateindustry, all workers2, Augusta-Aiken, GA-SC, February 1999
Blue-collar occupations ..................................................... 12.68 9.62 13.14 11.29 15.06Precision production, craft, and repair occupations .......... 16.68 12.51 17.35 14.68 20.81Machine operators, assemblers, and inspectors .............. 12.03 8.95 12.44 10.73 13.92Transportation and material moving occupations ............. 12.74 8.20 13.51 9.98 17.23Handlers, equipment cleaners, helpers, and laborers ..... 8.78 7.73 8.96 8.13 9.88
Service occupations ........................................................... 6.43 6.23 6.53 6.24 –
1 Earnings are the straight-time hourly wages or salaries paid toemployees. They include incentive pay, cost-of-living adjustments,and hazard pay. Excluded are premium pay for overtime, vacations,holidays, nonproduction bonuses, and tips. The mean is computedby totaling the pay of all workers and dividing by the number ofworkers, weighted by hours.
2 All workers include full-time and part-time workers. Employeesare classified as working either a full-time or a part-time schedulebased on the definition used by each establishment. Therefore, aworker with a 35-hour-per-week schedule might be considered afull-time employee in one establishment, but classified as part-time inanother firm, where a 40-hour week is the minimum full-timeschedule.
3 A classification system including about 480 individualoccupations is used to cover all workers in the civilian economy.
Individual occupations are classified into one of nine majoroccupational groups.
NOTE: Dashes indicate that no data were reported or that data didnot meet publication criteria. Overall occupational groups andoccupational levels may include data for categories not shownseparately. N.E.C. means "not elsewhere classified."
NOTE: Individual and average wage rates were collected in thisupdate survey. A procedure was put into place to "move" thepositional statistics where averages were collected. This procedurecompares current locality survey data–at the quote level–with thesame quote from the prior survey. Individual rates from the priorsurvey are moved by the average change in mean wages for theoccupation.
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Table C-4. Number of workers1 represented by occupational group, Augusta-Aiken,GA-SC, February 1999
Professional specialty and technical occupations ............ 26,685 16,907 9,778Professional specialty occupations ............................... 20,412 11,943 8,469Technical occupations .................................................. 6,273 4,964 1,309
Executive, administrative, and managerial occupations ... 7,289 5,908 1,381Sales occupations ............................................................ 7,237 7,237 –Administrative support including clerical occupations ...... 15,010 10,985 4,025
Blue-collar occupations ..................................................... 31,267 28,659 2,608Precision production, craft, and repair occupations .......... 8,184 7,711 –Machine operators, assemblers, and inspectors .............. 11,788 11,788 –Transportation and material moving occupations ............. 3,520 2,666 –Handlers, equipment cleaners, helpers, and laborers ..... 7,773 6,493 –
Service occupations ........................................................... 21,133 12,987 8,146
1 Both full-time and part-time workers were included inthe survey. Employees are classified as working either afull-time or a part-time schedule based on the definitionused by each establishment. Therefore, a worker with a35-hour-per-week schedule might be considered a full-timeemployee in one establishment, but classified as part-timein another establishment, where a 40-hour week is theminimum full-time schedule.
2 A classification system including about 480 individualoccupations is used to cover all workers in the civilianeconomy. Individual occupations are classified into one ofnine major occupational groups.
NOTE: Dashes indicate that no data were reported or thatdata did not meet publication criteria. Overall occupationalgroups and occupational levels may include data forcategories not shown separately. N.E.C. means "notelsewhere classified."
NOTE: Individual and average wage rates were collected inthis update survey. A procedure was put into place to"move" the positional statistics where averages werecollected. This procedure compares current locality surveydata–at the quote level–with the same quote from the priorsurvey. Individual rates from the prior survey are moved bythe average change in mean wages for the occupation.
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Appendix A: Technical Note
This section provides basic information on the proceduresand concepts used to produce the data contained in thisbulletin. It is divided into three parts: Planning for the sur-vey; data collection; and processing and analyzing the data.Although this section answers some questions commonlyasked by data users, it is not a comprehensive descriptionof all the steps required to produce the data.
Planning for the survey
The overall design of the survey includes questions ofscope, frame, and sample selection.
Survey scopeThis survey covered establishments employing 50 workersor more in goods-producing industries (mining, construc-tion and manufacturing); service-producing industries(transportation, communications, electric, gas, and sanitaryservices; wholesale trade; retail trade; finance, insurance,and real estate; and services industries); and State and localgovernments. Agriculture, private households, and the Fed-eral Government were excluded from the scope of the sur-vey. For purposes of this survey an establishment was aneconomic unit which produces goods or services, a centraladministrative office, or an auxiliary unit providing supportservices to a company. For private industries in this sur-vey, the establishment was usually at a single physical lo-cation. For State and local governments, an establishmentwas defined as all locations of a government entity.
The Augusta-Aiken, GA-SC, Metropolitan StatisticalArea includes Columbia, McDuffie, and Richmond Coun-ties, GA; and Aiken and Edgefield Counties, SC
Sampling frameThe list of establishments from which the survey samplewas selected (sampling frame) was developed from Stateunemployment insurance reports. Due to the volatility ofindustries within the private sector, sampling frames weredeveloped using the most recent month of reference avail-able at the time the sample was selected. The samplingframe was reviewed prior to the survey and, when neces-sary, missing establishments were added, out-of-businessand out-of-scope establishments were removed, and ad-dresses, employment levels, industry classification, andother information were updated.
Sample designThe sample for this survey area was selected using a two
stage stratified design with probability proportional to em-ployment sampling at each stage. The first stage of sampleselection was a probability sample of establishments. Thesample of establishments was drawn by first stratifying thesampling frame by industry and ownership. The number ofsample establishments allocated to each stratum is ap-proximately proportional to the stratum employment. Eachsampled establishment is selected within a stratum with aprobability proportional to its employment. Use of thistechnique means that the larger an establishment’s em-ployment, the greater its chance of selection. Weights wereapplied to each establishment when the data were tabulatedso that it represents similar units (by industry and employ-ment size) in the economy which were not selected forcollection. See appendix table 1 for a count of establish-ments in the survey by employment size. The second stageof sample selection, detailed below, was a probability sam-ple of occupations within a sampled establishment.
Data collection
The collection of data from survey respondents requireddetailed procedures. Collection was the responsibility ofthe field economists, working out of the Regional Office,who visited each establishment surveyed. Other contactmethods, such as mail and telephone, were used to follow-up and update data.
Occupational selection and classificationIdentification of the occupations for which wage data wereto be collected was a multi-step process:
1. Probability-proportional-to-size selection of estab-lishment jobs.
2. Classification of jobs into occupations based on theCensus of Population system.
3. Characterization of jobs as full-time v. part-time,union v. nonunion, and time v. incentive.
4. Determination of the level of work of each job.
For each occupation, wage data were collected for thoseworkers who met all the criteria identified in the last threesteps. Special procedures were developed for jobs forwhich a correct classification or level could not be deter-mined.
In step one, the jobs to be sampled were selected at eachestablishment by the BLS field economist during a personalvisit. A complete list of employees was used for sampling,
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with each selected worker representing a job within the es-tablishment.
As with the selection of establishments, the selection ofa job was based on probability proportional to its size inthe establishment. The greater the number of peopleworking in a job in the establishment, the greater its chanceof selection.
The number of jobs collected in each establishment wasbased on an establishment’s employment size as shown inthe following schedule:
Number of employees Number of selected jobs50-99 8
100-249 10250-999 12
1000-2,499 162,500+ 20
The second step of the process entailed classifying theselected jobs into occupations based on their duties. TheNational Compensation Survey occupational classificationsystem is based on the 1990 Census of Population. A se-lected job may fall into any one of about 480 occupationalclassifications, from accountant to wood lathe operator. Incases where a job’s duties overlapped two or more censusclassification codes, the duties used to set the wage levelwere used to classify the job. Classification by primaryduties was the fallback.
Each occupational classification is an element of abroader classification known as a major occupational group(MOG). Occupations can fall into any of the followingMOGs:
· Professional specialty and technical· Executive, administrative, and managerial· Sales· Administrative support including clerical· Precision production, craft, and repair· Machine operators, assemblers, and inspectors· Transportation and material moving· Handlers, equipment cleaners, helpers, and laborers· Service occupations
Appendix B contains a complete list of all individualoccupations, classified by the MOG to which they belong.In step three, certain other job characteristics of the chosenworker were identified. First, the worker was identified asholding either a full-time or part-time job, based on the es-tablishment’s definition of those terms. Then the workerwas classified as having a time versus incentive job, de-pending on whether any part of pay was directly based onthe actual production of the worker, rather than solely onhours worked. Finally, the worker was identified as beingin a union job or a nonunion job. See the “Definition ofTerms” section on the following page for more detail.
Generic leveling through point factor analysisIn the last step before wage data were collected, the worklevel of each selected job was determined using a “genericleveling” process. Generic leveling ranks and compares alloccupations randomly selected in an establishment usingthe same criteria. This is a major departure from themethod used in the past in the Bureau’s OccupationalCompensation Surveys which studied specifically definedoccupations with leveling definitions unique to each occu-pation.
For this survey, the level of each occupation in an es-tablishment was determined by an analysis of each of 10leveling factors. Nine of these factors are drawn from theU.S. Government Office of Personnel Management’s Fac-tor Evaluation System, which is the underlying structure forevaluation of General Schedule Federal employees. Thetenth factor, supervisory duties, attempts to account for theeffect of supervisory duties. It is considered experimental.The 10 factors are:
· Knowledge· Supervision received· Guidelines· Complexity· Scope and effect· Personal contacts· Purpose of contacts· Physical demands· Work environment· Supervisory duties
Each factor contains a number of levels and each levelhas an associated written description and point value. Thenumber and range of points differ among the factors. Foreach factor, an occupation was assigned a level based onwhich written description best matched the job. Withineach occupation, the points for 9 factors (supervisory dutieswas excluded) were recorded and totaled. The total deter-mines the overall level of the occupation. Appendix table 3presents average work levels for published occupationalgroups and selected occupations. A description of the lev-els for each factor is shown in appendix C.
Tabulations of levels of work for occupations in thesurvey follow the Federal Government’s white-collar Gen-eral Schedule. Point ranges for each of the 15 levels areshown in appendix D. It also includes an example of a lev-eled job and a guide to help data users evaluate jobs in theirfirm.
Wage data collected in prior surveys using the new ge-neric leveling method were evaluated by BLS researchersusing regression techniques. For each of the major occu-pational groups, wages were compared to the 10 genericlevel factors (and levels within those factors). The analysisshowed that several of the generic level factors, most nota-bly knowledge and supervision received, had strong ex-planatory power for wages. That is, as the levels within agiven factor increased, the wages also increased. Detailedresearch continues in the area. The results of this researchwill be published by BLS in the future.
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Collection periodThe survey data were collected over several months. Foreach establishment in the survey, the data reflect the estab-lishment’s most recent information at the time of collection.The payroll reference month shown in the tables reflectsthe average date of this information for all sample units.
EarningsEarnings were defined as regular payments from the em-ployer to the employee as compensation for straight-timehourly work, or for any salaried work performed. The fol-lowing components were included as part of earnings:
· Incentive pay, including commissions, productionbonuses, and piece rates
· Cost-of-living allowances· Hazard pay· Payments of income deferred due to participation
in a salary reduction plan· Deadhead pay, defined as pay given to transporta-
tion workers returning in a vehicle without freightor passengers
The following forms of payments were not consideredpart of straight-time earnings:
· Shift differentials, defined as extra payment forworking a schedule that varies from the norm, suchas night or weekend work
· Premium pay for overtime, holidays, and weekends· Bonuses not directly tied to production (e.g.,
Christmas bonuses, profit-sharing bonuses)· Uniform and tool allowances· Free room and board· Payments made by third parties (e.g., tips, bonuses
given by manufacturers to department store sales-people, referral incentives in real estate)
· On-call pay
In order to calculate earnings for various time periods(hourly, weekly, and annual), data on work schedules werealso collected. For hourly workers, scheduled hoursworked per day and per week, exclusive of overtime, wererecorded. Annual weeks worked were determined. Becausesalaried workers, exempt from overtime provisions, oftenwork beyond the assigned work schedule, their typicalnumber of hours actually worked was collected.
Definition of terms
Full-time worker. Any employee that the employer consid-ers to be full time.
Incentive worker. Any employee whose earnings are tied,at least in part, to commissions, piece rates, production bo-nuses, or other incentives based on production or sales.
Level. A ranking of an occupation based on the require-
ments of the position. (See the description in the technicalnote and the example for more details on the leveling proc-ess.)
Nonunion worker. An employee in an occupation notmeeting the conditions for union coverage (see below).
Part-time worker. Any employee that the employer con-siders to be part-time.
Straight-time. Time worked at the standard rate of pay forthe job.
Time-based worker. Any employee whose earnings aretied to an hourly rate or salary, and not to a specific level ofproduction.
Union worker. Any employee is in a union occupationwhen all of the following conditions are met:
· A labor organization is recognized as the bargainingagent for all workers in the occupation
· Wage and salary rates are determined through collec-tive bargaining or negotiations
· Settlement terms, which must include earnings provi-sions and may include benefit provisions, are embod-ied in a signed mutually binding collective bargainingagreement
Processing and analyzing the data
Data were processed and analyzed at the Bureau’s NationalOffice following collection.
Weighting and nonresponseSample weights were calculated for each establishment andoccupation in the survey. These weights reflected the rela-tive size of the occupation within the establishment and ofthe establishment within the sample universe. Weightswere used to aggregate the individual establishments or oc-cupations into the various data series. Some of the estab-lishments surveyed could not supply or refused to supplyinformation. If data were not provided by a sample mem-ber, the weights of responding sample members in the sameor similar “cells” were adjusted to account for the missingdata. This technique assumes that the mean value of thenonrespondents equals the mean value of the respondents atsome detailed “cell” level. Responding and nonrespondingestablishments were classified into these cells according toindustry and employment size. Responding and nonre-sponding occupations within responding establishmentswere classified into cells that were additionally defined bymajor occupation group and job level.
Establishments that were determined to be out of busi-ness or outside the scope of the survey had their weightschanged to zero. If only partial data were given by a sam-ple establishment or occupation, or data were missing, the
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response was treated as a refusal.
Survey responseEstablish-
ments Total in sample 206Responding 161Out of business or not in survey scope 12Unable or refused to pro- vide data 33
Some surveys may have a high nonresponse rate for theall industries or private industry iterations. Such instancesare noted in the bulletin table footnotes.
EstimationThe wage series in the tables are computed by combiningthe wages for individual establishment/occupations. Beforebeing combined, individual wage rates are weighted by:number of workers; the sample weight adjusted for nonre-sponding establishments and other factors; and the occupa-tion work schedule, varying depending on whether hourly,weekly, or annual rates are being calculated.
Not all series that were calculated met the criteria forpublication. Before any series was published, it was re-viewed to make sure that the number of observations un-derlying it was sufficient. This review prevented publish-ing a series that could have revealed information about aspecific establishment.
The number of workers estimates represent the total inall establishments within the scope of the study and not thenumber actually surveyed. Because occupational structuresamong establishments differ, estimates of the number ofworkers obtained from the sample of establishments serveonly to indicate the relative importance of the occupationalgroups studied.
Data reliabilityThe data in this bulletin are estimates from a scientificallyselected probability sample. There are two types of errors
possible in an estimate based on a sample survey, samplingand nonsampling.
Sampling errors occur because observations come onlyfrom a sample and not from an entire population. Thesample used for this survey is one of a number of possiblesamples of the same size that could have been selected us-ing the sample design. Estimates derived from the differentsamples would differ from each other.
A measure of the variation among these differing esti-mates is called the standard error or sampling error. It in-dicates the precision with which an estimate from a par-ticular sample approximates the average result of allpossible samples. The relative standard error (RSE) is thestandard error divided by the estimate. Appendix table 2contains RSE data for selected series in this bulletin. RSEdata for all series in this bulletin are available on the Inter-net web site and by request to the BLS National Office.
The standard error can be used to calculate a “confi-dence interval” around a sample estimate. As an example,suppose table A-1 shows that mean hourly earnings for allworkers was $12.79 per hour, and appendix table 2 shows arelative standard error of 3.6 percent for this estimate. Atthe 90-percent level, the confidence interval for this esti-mate is $13.55 to $12.03 ($12.79 plus and minus 1.645times 3.6 percent times $12.79). If all possible sampleswere selected to estimate the population value, the intervalfrom each sample would include the true population valueapproximately 90 percent of the time.
Nonsampling errors also affect survey results. Theycan stem from many sources, such as inability to obtain in-formation for some establishments, difficulties with surveydefinitions, inability of the respondents to provide correctinformation, or mistakes in recording or coding the dataobtained. A Technical Reinterview Program done in allsurvey areas will be used in the development of a formalquality assessment process to help compute nonsamplingerror. Although they were not specifically measured, thenonsampling errors were expected to be minimal due to theextensive training of the field economists who gathered thesurvey data by personal visit, computer edits of the data,and detailed data review.
Appendix table 1. Number of establishments studied by industry division and establishment employment size,and number of establishments represented, Augusta-Aiken, GA-SC, February 1999
Industry
Number ofestablish-ments rep-resented
Number of establishments studied
Total studied 50 - 99workers
100 workers or more
Total 100 - 499workers
500 workersor more
All industries ......................................................... 485 157 46 111 80 31Private industry ................................................. 463 142 43 99 77 22
Service-producing industries ........................ 353 66 26 40 33 7Tranportation and public utilities ............... 24 4 2 2 2 –Wholesale and retail trade ........................ 200 27 16 11 11 –Finance, insurance and real estate .......... 25 2 – 2 2 –Services .................................................... 104 33 8 25 18 7
State and local government .............................. 23 15 3 12 3 9
NOTE: Dashes indicate that no data were reported. Overall industry and industry groups may include data for categories not shown separately.
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Appendix table 2. Relative standard errors of mean hourly earnings1 for selectedoccupations, all industries, private industry, and State and local government, allworkers2, Augusta-Aiken, GA-SC, February 1999
Mathematical and computer scientists ..................... – – –Natural scientists ...................................................... – – –Health related occupations ....................................... 2.9 3.1 –
Registered nurses ................................................ 3.1 3.2 –Teachers, college and university .............................. 10.6 – –Teachers, except college and university .................. 4.2 – 3.7
Elementary school teachers ................................. 4.5 – 3.1Social scientists and urban planners ........................ – – –Social, recreation, and religious workers .................. 5.7 – –
Social workers ...................................................... 5.7 – –Writers, authors, entertainers, athletes, and
Transportation and material moving occupations ............. 14.1 15.8 –Truck drivers ......................................................... 9.6 8.5 –Industrial truck and tractor equipment operators .. 8.4 8.4 –
See footnotes at end of table.
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Appendix table 2. Relative standard errors of mean hourly earnings1 for selectedoccupations, all industries, private industry, and State and local government, allworkers2, Augusta-Aiken, GA-SC, February 1999 — Continued
Health service occupations ....................................... 3.0 3.1 –Nursing aides, orderlies and attendants ............... 3.1 3.2 –
Cleaning and building service occupations .............. 4.4 6.7 2.3Maids and housemen ........................................... 6.1 2.6 –Janitors and cleaners ........................................... 5.1 7.8 –
Personal service occupations ................................... 15.8 5.9 –
1 The relative standard error is the standard errorexpressed as a percent of the estimate. Hourlyearnings for these occupations are presented in TablesA-1 and A-2. Reliable relative standard errors couldnot be determined for all occupations.
2 All workers include full-time and part-timeworkers. Employees are classified as working either afull-time or a part-time schedule based on the definitionused by each establishment. Therefore, a worker witha 35-hour-per-week schedule might be considered afull-time employee in one establishment, but classifiedas part-time in another firm, where a 40-hour week isthe minimum full-time schedule.
3 A classification system including about 480individual occupations is used to cover all workers inthe civilian economy. Individual occupations are
classified into one of nine major occupational groups.
NOTE: Dashes indicate that no data were reported orthat data did not meet publication criteria. Overalloccupational groups and occupational levels mayinclude data for categories not shown separately. N.E.C. means "not elsewhere classified."
NOTE: Individual and average wage rates werecollected in this update survey. A procedure was putinto place to "move" the positional statistics whereaverages were collected. This procedure comparescurrent locality survey data–at the quote level–with thesame quote from the prior survey. Individual ratesfrom the prior survey are moved by the averagechange in mean wages for the occupation.
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Appendix table 3. Average work levels for selected occupations, all workers,full-time and part-time workers, Augusta-Aiken, GA-SC, February 1999
Mathematical and computer scientists ............................... – – –Natural scientists ................................................................ – – –Health related occupations ................................................. 7 7 8
Registered nurses .......................................................... 7 7 –Teachers, college and university ........................................ 9 9 –Teachers, except college and university ............................ 7 7 –
Elementary school teachers ........................................... 8 8 –Social scientists and urban planners .................................. – – –Social, recreation, and religious workers ............................ 7 7 –
Social workers ................................................................ 7 7 –Writers, authors, entertainers, athletes, and professionals,
Machine operators, assemblers, and inspectors ........................ 4 4 –Winding and twisting machine operators ........................ 3 3 –Textile sewing machine operators .................................. 2 2 –Extruding and forming machine operators ...................... 3 3 –Mixing and blending machine operators ......................... 3 3 –Separating, filtering, and clarifying machine operators ... 5 5 –Furnace, kiln, and oven operators, except food ............. 4 4 –Miscellaneous machine operators, N.E.C. ..................... 5 5 –Welders and cutters ........................................................ 4 4 –Production inspectors, checkers and examiners ............ 4 4 –
Transportation and material moving occupations ....................... 4 4 –Truck drivers ................................................................... 4 4 –Industrial truck and tractor equipment operators ............ 3 3 –
Handlers, equipment cleaners, helpers, and laborers ................ 2 3 1Groundskeepers and gardeners except farm ................. 2 – –Production helpers .......................................................... 2 2 –Stock handlers and baggers ........................................... 2 3 2Freight, stock, and material handlers, N.E.C. ................. 2 2 –Vehicle washers and equipment cleaners ...................... 2 2 –
See footnotes at end of table.
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Appendix table 3. Average work levels for selected occupations, all workers,full-time and part-time workers, Augusta-Aiken, GA-SC, February 1999 —Continued
Occupation1 Allworkers
Full-timeworkers
Part-timeworkers
Blue-collar occupations (-Continued)Handlers, equipment cleaners, helpers, and laborers
(-Continued)Hand packers and packagers ......................................... 2 2 –
Service occupations ..................................................................... 3 4 2Protective service occupations ........................................... 4 5 –
Guards and police except public service ........................ 2 – –Food service occupations ................................................... 2 2 2
Health service occupations ................................................. 3 3 2Nursing aides, orderlies and attendants ......................... 3 3 2
Cleaning and building service occupations ........................ 2 2 1Maids and housemen ..................................................... 2 2 –Janitors and cleaners ..................................................... 1 2 1
Personal service occupations ............................................. 4 4 –
1 A classification system including about 480individual occupations is used to cover all workers inthe civilian economy. Individual occupations areclassified into one of nine major occupational groups.The occupations titled authors, musicians, actors,painters, photographers, dancers, artists, athletes, andlegislators cannot be assigned a work level.
NOTE: Dashes indicate that no data were reported orthat data did not meet publication criteria. Overalloccupational groups and occupational levels may
include data for categories not shown separately. N.E.C. means "not elsewhere classified."
NOTE: Individual and average wage rates werecollected in this update survey. A procedure was putinto place to "move" the positional statistics whereaverages were collected. This procedure comparescurrent locality survey data–at the quote level–with thesame quote from the prior survey. Individual ratesfrom the prior survey are moved by the averagechange in mean wages for the occupation.