bls_2050-64_1979.pdf

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Area Dayton, Ohio,Wage Metropolitan AreaSurvey December 1979U.S. Department of Labor Bureau of Labor Statistics

Bulletin 2050-64

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

Preface

This bulletin p rovides results of a D ecem ber 1979 survey of occupational earnings in the Dayton, Ohio, Standard Metropolitan Statistical A rea . The survey was made as part o f the Bureau of Labor Statistics ' annual area wage survey program . It was conducted by the Bureau' s reg ional o f f ice in Chicago, 111., under the g en era l d irec t ion o f Lo is L. Orr, Assistant Regional C om m iss ion er fo r Operations. The survey could not have been accomplished without the cooperation of the many f i rm s whose wage and sa lary data provided the basis fo r the s ta t is t ica l information in this bulletin. The Bureau w ishes to express s incere appreciation fo r the cooperation rece ived.

M a te r ia l in this publication is in the public domain and m ay be reproduced without pe rm iss ion o f the F ed e ra l Government. P lease c red it the Bureau of Labor Statistics and c ite the name and number of this publication.

Note:A ls o availab le fo r the Dayton area are l ist ings of union wage rates

fo r seven se lected building trades. F r e e copies o f these a re available f ro m the Bureau' s reg iona l o f f ices . (See back c ove r fo r addresses. )


AreaWageSurveyU.S. Department of Labor Ray Marshall, Secretary

Bureau of Labor Statistics Janet L. Norwood, Commissioner

April 1980Bulletin 2050-64

For sale by the Superintendent of Documents. U.S. Government Printing Office. Washington, D.C. 20402, GPO Bookstores, or BLS Regional Offices listed on back cover. Price $2.00. Make checks payable to Superintendent of Documents.

Dayton, Ohio, Metropolitan Area December 1979Contents Page Page

Introduction___________________________________________ 2 Appendix A. Scope and method of survey_________ 17Appendix B. Occupational descriptions___________ 21

Tables:

Earnings, all establishments:A - l . Weekly earnings of office workers______ 3A-2. Weekly earnings of professional

and technical w o rk e rs ___________________ 5A -3. Average weekly earnings of

office, professional, andtechnical workers, by sex______________ 7

A -4. Hourly earnings of maintenance, toolroom, and powerplant

A -5. Hourly earnings of materia lmovement and custodial w o r k e r s _____ 10

A -6. Average hourly earnings ofmaintenance, toolroom, powerplant, m ateria l movement, andcustodial workers, by s e x _____________ 11

A -7. Percent increases in average hourly earnings for selectedoccupational groups______________________ 12

A -8. Average pay relationships within establishmentsfor white-collar workers________________ 13

A -9. Average pay relationships within establishmentsfor blue-collar w o rk e rs _________________ 14


Introduction

This a rea is 1 o f 72 in which the U.S. Department of L a b o r 's Bureau o f Lab o r Statistics conducts surveys of occupational earnings and re la ted benefits . (See l i s t of areas on inside back c o v e r . ) In each a rea , earnings data fo r se lec ted occupations (A - s e r i e s tab les ) a re co l lec ted annually. In form ation on estab lishm ent p ract ices and supplementary wage benefits (B - s e r i e s tab les ) is obtained e v e r y th ird year. This rep o rt has no B - s e r ie s tables.

Each yea r a fte r a l l individual a rea wage surveys have been c o m pleted, two sum m ary bulletins a re issued. The f i r s t brings together data fo r each m etropo litan a rea surveyed; the second presents national and reg iona l es t im ates , p ro jec ted f r o m individual m etropo litan a rea data, for a l l Standard M etropo l i tan S tatis t ica l A r e a s in the United States, excluding A laska and Hawaii.

A m a jo r consideration in the a rea wage survey p ro gram is the need to d escr ibe the l e v e l and m ovem ent of wages in a v a r ie t y of labor m arkets , through the analysis of (1) the le v e l and distr ibution o f wages by occupation, and (2) the m ovem ent o f wages by occupational ca tego ry and sk il l le ve l . The p ro gram develops in fo rm ation that m ay be used fo r many purposes, including wage and sa la ry adm inis trat ion , c o l le c t iv e bargain ing, and ass is tance in determ in ing plant location. Survey resu lts a lso a re used by the U.S. D ep a r t ment o f Lab o r to make wage determ inat ions under the S e r v ic e Contract A c t of 1965.

A - s e r i e s tables

Tab les A - l through A - 6 p rov ide est im ates o f s tra igh t- t im e w eek ly or hourly earnings fo r w o rk e rs in occupations com mon to a v a r ie t y of

manufacturing and nonmanufacturing industries. The occupations a re defined in Appendix B. F o r the 31 la rges t su rvey a reas , tables A - 10 through A - 15 prov ide s im ila r data for establishments employing 500 w o rk e rs or m ore .

Tab le A -7 provides percent changes in a ve ra ge hourly earnings of o f f ic e c le r ic a l w o rke rs , e lectron ic data p rocess ing w o rk e rs , industr ia l nurses, skil led maintenance trades w o rk e rs , and unskilled plant w o rkers . Where possib le, data a re presented fo r a l l industries and fo r m anufacturing and nonmanufacturing separately . Data a re not presented fo r sk il led maintenance workers in nonmanufacturing because the number of w o rkers em ployed in this occupational group in nonmanufacturing is too sm a ll to w arran t separate presentation. This table p rov ides a m easu re of wage trends a fte r e limination of changes in a ve ra ge earnings caused by em p lo y ment shifts among establishments as w e l l as turnover of establishments included in survey samples. F o r further deta i ls , see appendix A.

Tables A -8 and A -9 prov ide fo r the f i r s t t im e m easures o f ave rage pay relationships within establishments. T h ese m easu res m ay d i f fe r con s iderab ly f r o m the pay relationships of o v e ra l l a ve ra ges published in tables A - l through A-6. See appendix A for details .

Appendixes

Appendix A descr ibes the methods and concepts used in the a rea wage su rvey p rogram and provides in fo rm ation on the scope of the survey.

Appendix B provides job descr ip t ions used by Bureau f ie ld r e p resenta tives to c la ss i fy w orkers by occupation.

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

E arn ings

Table A-1. W eekly earnings of office workers, Dayton, Ohio, December 1979

O c c u p a t i o n and i n d u s t r y d i v i s i o nNumber

ofworkers

Average weekly hours *

(standard)

Weekly earnings 1 (standard) NUMBER OF WORKERS R E C E I V I N G S T P A I K H T - TIME WEEKLY EA RN IN GS (TN D O L L A R S ! OF —

Mean ^ Median 2 Middle range 2

133AND

UNOER1 1 0

11 3

120

120

130

130

143

14 0

1 5 0

150

160

160

180

18 0

200

2 n 0

220

22 0

240

243

261

263

283

280

300

300

320

32 3

343

343

363

360

403

400

443

440

480

483

520

520 A NO OVER

S E C R E T A R I E S ................................................................. 1 . 3 7 5 3 9 . 5 * 2 3 8 . 5 0 * 2 1 7 . 5 0 * 1 8 4 . 3 3 - * 2 6 3 . 5 0 5 i 36 79 171 208 232 1 64 155 64 56 43 52 17 25 55 18 10 14M A N U FA C T U R IN G ........................................ .. 1 . 0 3 2 3 9 . 5 2 4 8 . 5 0 2 2 6 . 3 3 1 8 7 . 5 0 - 2 7 9 . DO - - i 22 58 111 137 147 1 18 127 53 47 36 44 9 25 55 18 10 14N O N K A N U - A C T U R I N S ........................................... 343 3 9 . 0 2 3 8 . 5 3 2 3 0 . 0 0 1 7 5 . 3 0 - 2 3 3 . 3 3 5 - 14 21 60 71 55 46 28 i i 9 7 8 R _ _

P U B L I C U T I L I T I E S ..................................... 77 3 9 . 0 2 2 7 . 5 0 2 1 0 . 3 0 1 8 3 . 3 0 - 2 7 9 . 0 3 “ 4 4 7 16 9 13 2 3 4 5 7 3 - - - - -

S E C R E T A R I E S . C L A S S A .................................. 15 6 3 9 . 0 3 3 0 . 5 0 2 7 3 . 5 3 2 3 9 . 3 3 - 3 2 1 . 3 0 - - - - - - - 7 12 22 34 14 14 10 11 6 2 2 4 6 12131 3 9 . 0 3 3 9 . 5 0 2 7 5 . 5 3 2 4 1 . 3 0 - 3 2 1 . 3 0 - - - - - 6 8 13 33 13 12 10 n 2 2 2 4 6 12

n o n m a n u p a c t u r i n s ........................................... ?5 3 R . 5 2 5 1 . 5 0 2 3 5 . 3 3 2 3 3 . 3 0 - 2 7 3 . 0 0 “ _ ” “ ~ 1 4 9 4 1 2 - - 4 - -

S E C R E T A R I E S . C L A S S B .................................. 36 A 3 9 . 0 2 3 7 . 5 0 2 1 5 . 3 0 1 9 2 . 3 0 - 2 4 9 . 3 0 - - - - 5 13 46 65 59 53 51 21 10 _ i 2 4 14 1 4 4 2M A N U F A C T U R IN G ................................................... 25R 3 9 . 0 2 5 2 . DC 2 3 0 . 5 3 1 9 7 . 5 3 - 2 6 2 . 3 0 - - 6 25 45 35 39 41 18 10 _ 1 1 4 14 1 4NONP ANII^AC TURINS........................................... I T S 3 9 . 0 2 3 1 . 3 0 1 9 9 . 5 3 1 7 5 . 3 3 - 2 2 1 . 0 3 5 7 21 20 24 14 10 3 - - - 1

S E C R E T A R I E S , c l a s s c .................................. 473 3 9 . 5 2 4 9 . 0 3 2 2 7 . 5 3 1 8 5 . 3 3 - 2 9 5 . 5 0 - - - i 2 7 73 69 65 55 51 12 21 21 31 7 19 39MANUF AC TU RI MS........................................ .. . 381 3 9 . 5 2 5 9 . 3 0 2 3 3 . 3 0 1 9 1 . 3 0 - 3 1 9 . 5 0 - - i - 3 51 47 56 43 39 10 18 19 3 3 6 19 39 _NONVANIJr A C T U R I N S ........................................... 92 3 9 . 0 2 3 6 . 3 0 1 8 9 . 3 3 1 7 1 . 3 3 - 2 3 2 . 5 0 “ ” ? 4 22 22 9 12 12 2 3 2 1 i - - -

S E C R E T A R I E S . C L A S S 0 .................................. 25 2 4 9 . 0 1 9 6 . 3 0 1 8 6 . 3 3 1 5 7 . 0 0 - 2 1 3 . 5 3 - - 5 _ 22 39 41 43 44 21 11 0 4 5 7 1 _1 5 5 . 1 1 - 22 31 29

NOM^A MU- &C T J R I N S ........................................... 72 3 9 . 5 2 1 9 . 5 0 2 3 3 . 3 0 1 7 5 . 3 0 - 2 7 5 . 5 0 - - 5 - 5 10 14 12 4 2 3 4 5 7 1 - - - - -

s e c r e t a r i e s , c l a s s e .................................. 83 3 9 . 5 1 9 6 . 3 0 1 8 3 . 3 3 1 5 7 . 5 0 - 2 2 3 . 5 3 - - - - 6 20 9 18 9 8 4 2 4 2 _ 1M A N U F A C T U R I N G . . . . . ............ .. a 8 4 3 . 0 2 3 5 . 5 0 1 9 5 . 5 3 1 5 7 . 5 0 - 2 3 4 . 5 3 “ - 15 4 6 9 2 4 2 4 2 - - - - - - -

S T E N O G R A P H E R S . . ...................................................... 327 3 9 . 5 2 1 9 . 3 0 1 9 8 . 3 3 1 6 7 . 5 3 - 2 6 8 . 5 3 - - - 2 17 37 51 60 31 14 19 26 41 7 6 5 i im a n u f a c t u r i n g ................................................... 212 3 9 . 5 2 1 9 . 9 3 1 9 5 . 3 0 1 6 9 . 3 0 - 2 6 6 . 5 3 - 16 19 32 45 24 7 12 1! 20 7 4 4 i i _ _ _N O N ^ A N U - A C T U R I N S ........................................... 115 3 9 . 0 2 1 9 . 3 0 2 3 3 . 5 3 1 6 4 . 3 0 - 2 7 4 . 3 3 2 1 18 19 15 7 7 7 15 21 - 2 i - - - -

S T E N O G R A P H E R S . S E N I O R ............................... 18 5 3 9 . 0 2 2 6 . 5 0 2 3 6 . 5 3 1 7 5 . 3 3 - 2 6 9 . 3 0 - - - - 4 21 26 32 24 13 13 1 3 19 7 4 4 i iM A N U F A C T U R IN G ................................................... 126 3 9 . 5 2 4 7 . 3 0 2 4 3 . 1 9 1 8 7 . 5 0 - 2 9 1 . 0 0 - - - - 4 7 10 18 17 6 9 13 19 7 4 4 11 _ _ _N O N M A N U - A C T U R I N G ........................................... 59 3 R . 5 1 8 3 . 5 0 1 7 8 . 3 3 1 6 3 . 1 3 - 1 9 9 . ID “ 14 16 14 7 7 i - - - - - - - - - -

S T E N O G R A P H E R S . G E N E R A L ............................. 1 4 2 4*1.0 2 3 9 . 5 3 1 9 3 . 5 3 1 6 2 . 3 0 - 2 6 8 . 5 0 - - - 2 13 16 25 28 7 i 9 1 6 22 - 2 i - - - - -

T P A N S C R I R I N G - M A C H I N E T Y P I S T S .................. 6!) 3 9 . 0 1 9 3 . 3 3 1 7 8 . 5 0 1 6 2 . 3 3 - 2 0 8 . 3 3 - - - - 2 12 17 10 8 4 1 6 _ _ACTU R I NS.................................. ................ 4? 3 9 . 5 1 8 4 . 5 0 1 7 9 . 5 0 1 6 6 . 5 3 - 2 3 2 . 3 3 ~ “ 8 13 9 R 4 - - - - - - - - - - -

T Y P I S T S ............................................................................ 474 3 9 . 5 1 7 3 . 5 0 1 5 3 . 3 0 1 3 5 . JO- 1 8 9 . 5 3 - 1 6 44 83 81 66 48 29 15 40 8 23 17 i _ 2 3 i _M A N U F A C T U R IN G ................................................... 23 8 4 0 . 0 1 6 4 . 0 0 1 5 1 . 3 3 1 3 8 . 3 0 - 1 7 1 . 3 0 - 31 27 3 ° 34 35 23 6 1 - 3 2 i - 2 3 i - _ -N O N B A N U - A C T U R I N G ........................................... 266 3 9 . 0 1 7 6 . 0 0 1 5 3 . 3 3 1 3 5 . 3 3 - 2 2 1 . 5 3 16 13 56 42 32 13 6 9 39 8 17 15 - - _ - - _ _ _

P U B L I C U T I L I T I E S ..................................... 141 3 9 . 0 2 3 2 . 5 0 2 2 1 . 5 3 1 5 3 . 3 0 - 2 5 1 . 5 3 - “ 8 24 23 9 5 36 7 16 13 - - - - - - - -

T Y P I S T S . C L A S S A ............................................. 184 4 0 . 0 2 3 5 . 5 0 1 9 8 . 3 3 1 5 8 . 5 3 - 2 3 0 . 0 3 - - 1 13 16 19 21 24 1 3 40 8 5 1 7 i _ 2 3 i _ _ _MANUF A C T U R I N S ................................................... 84 4 0 . 0 1 9 4 . 3 3 1 7 6 . 3 0 1 5 8 . 0 0 - 1 9 8 . 0 0 - - 8 6 i i 20 21 5 1 - 3 2 i - 2 3 i - - -NO N M A N U FA CTU R IN G ........................................... 100 3 9 . 5 2 1 5 . 5 0 2 2 5 . 3 0 1 8 4 . 0 0 - 2 4 1 . 5 3 - 1 5 i n 8 i 3 8 39 8 2 15 - - - - - - - -

T Y P I S T S . C L A S S B ............................................. 291 3 9 . 0 1 4 8 . 5 0 1 4 3 . 3 0 1 3 3 . 3 0 - 1 5 3 . 3 0 - 16 43 70 65 47 27 5 2 - - 15 _ _ _ _ _ _ _ _ _MANUF A C T U R I N S ................................................... 124 4 0 . 0 1 4 3 . 5 0 1 4 0 . 3 0 1 2 9 . 5 0 - 1 5 3 . 5 3 - 31 19 33 23 15 2 1 - - - - - - - - - - _NONMANtlP A C T U R I N S ........................................... 166 3 R . 5 1 5 2 . 0 0 1 4 3 . 0 3 1 3 0 . 3 0 - 1 5 2 . 5 0 16 12 51 32 24 12 3 1 15

See footnotes at end of tables.


Table A-1. Weekly earnings of office workers, Dayton, Ohio, December 1979— Continued

O c c u p a t i o n a nd i n d u s t r y d i v i s i o nNumber

ofworkers

Average weekly hours 1

(standard)

Weekly earnings 1 (standard) NUMBER OF UO RKERS R E C E I V I N G S T R A I G H T - TT ME WEEKLY EA RN IN GS ITN D O L L A R S ) O F---

Mean ^ Median 2 Middle range 2

130AND

UNDER11 0

113

123

12 0

130

130

140

1 4 0

1 5 0

150

160

160

180

180

20 0

2 00

220

220

24 3

2A3

260

260

28 3

28 0

30 0

300

320

32 3

34 3

3A 0

36 0

360

433

A03

A AO

A AO

48 0

ABO

520

520 A ND OVER

F I L E C L E R K S ................................................ 222 3 9 . 5 A 1 A 8 . 5 0 * 1 3 A . 30 * 1 2 1 . 5 0 - * 1 6 0 . 0 0 51 48 30 21 12 28 5 10 5 2 4 6 .

MA NU FA CTU R IN G.................................. 72 3 9 . 5 1 A 7 . 3 0 1 3 8 . 5 0 1 2 5 . 3 3 - 1 6 0 . 3 0 - ft 21 12 6 6 15 3 4 1 - - - - - - - - - -NONM ANU CA CT UR INS.......................... 153 3 9 . 0 1 A 9 . 50 1 3 1 . 5 3 1 1 6 . 3 3 - 1 5 A . 50 - ft 7 27 1R 15 6 13 2 6 ft 2 4 6 - - - - - - - -

P U R LI C U T I L I T I E S .................... 33 3 9 . 5 2 1 7 . 5 0 2 2 1 . 5 3 1 5 5 . 5 3 - 2 7 1 . 5 0 - - 4 4 - - 1 6 4 2 4 5 - - - - - -

F I L E C L E R K S . C L A S S 8 ................. 68 3 9 . 0 1 7 1 . 5 0 1 5 2 . 5 0 1 A 3 . 0 3 - 2 0 9 . 5 0 _ _ 2 15 1 A 7 9 1 10 5 2 3 _ _ _ _ _ _ _ _ _

NONM ANU CA CT UR INS.......................... 5ft 3 8 . 5 1 7 3 . 3 0 1 A A . 3 3 1 3 8 . 3 0 - 2 1 9 . 5 0 - - 2 1A 13 4 6 - 6 4 2 3 - - - " - - - -

F I L E C L E R K S , C L A S S C ................. lftft 3 9 . 5 1 3 3 . 5 0 1 2 5 . 3 0 1 1 6 . 3 0 - 1 3 6 . 5 0 _ 51 46 15 7 4 18 3 _ _ _ _ _ _ _ _ - - - - -MANU FA CT UR IN G.................................. 58 3 9 . 5 1 3 9 . 3 0 1 3 1 . 0 0 1 2 5 . 3 0 - 1 5 6 . 5 0 - 4 21 11 5 3 12 2 - - - - - - - - - - - - -NONM ANU CA CT UR INS.......................... ............... 86 3 9 . 5 1 2 5 . 0 0 1 1 6 . 3 0 1 1 6 . 3 0 - 1 2 5 . 3 0 - A7 25 4 2 1 6 1 - - - - - " - - - - - -

ME SSENG ERS.................................................. b B 3 9 . 0 1 3 9 . 3 0 1 2 7 . 5 0 1 2 2 . 5 0 - 1 A 8 . 0 0 3 13 21 12 4 4 4 2 i 4 _ _ - _ _ _ _ _ - _ -

MA NU FA CTU R IN G.................................. 33 3 9 . 0 1 3 9 . 5 0 1 3 A . 3 0 1 2 A . 5 3 - 1 A 8 . 3 3 3 ft 5 9 ft 2 4 i i - - - - - - - - - - -NONMANUC A C T U R I N S .......................... ............... 35 3 9 . 0 1 3 9 . 3 0 1 2 3 . 0 0 1 1 8 . 5 0 - 1 3 0 . 3 0 - 9 16 3 - 2 - i - 4 - - - - - - - - -

SWITCHBOARD O P E R A T O R S .................... 93 3 9 . 0 1 7 2 . 3 0 l 5 A . O O 1 3 9 . 3 0 - 1 8 5 . 3 0 _ 3 3 IP 7 20 10 15 6 _ 1 2 _ 1 _ 2 2 - _ - -

M A NU FA CT UR IN G.................................. A3 3 9 . 5 1 9 1 . 3 0 1 7 8 . 5 0 1 5 1 . 0 0 - 1 9 3 . 5 0 - 1 7 6 7 9 5 - 1 - - - - 2 2 - - -N O N M A NU -ACTU RIRS .......................... 53 3 8 . 5 1 5 7 . 5 0 1 5 3 . 0 0 1 3 6 . 5 0 - 1 6 2 . 0 0 ' “ 3 3 17 - 1A 3 6 i - - ? - 1 - - “ - - - -

SWITCHBOARD O P E R A T O R -R E C E P T I O N I S T S ....................................... 19 3 3 9 . 5 1 6 A . 50 1 5 0 . 3 0 1 3 9 . 3 0 - 1 7 1 . 3 0 7 46 3R 25 39 6 18 4 1 3 - - 1 - 5 - - -

M A NU FA CT UR IN G.................................. 93 A3* 0 1 6 A . 50 1 5 0 . 3 0 1 3 0 . 3 0 - 1 7 1 . 5 0 - 30 7 1A 25 5 i 4 1 3 - - 1 - 2 - - -NONM ANU CA CT UR INS......................... 103 3 9 . 5 1 6 A . 3 3 1 A 9 . 5 3 1 A A . 3 0 - 1 7 0 . 5 0 7 16 31 11 1A 1 17 - - - - - - - 3 - " -

ORDER C L E R K S ............................................. 115 A 3 . 0 1 7 3 . 5 3 1 6 1 . 3 0 1 5 0 . 5 0 - 1 9 1 . 0 0 _ _ _ 7 18 23 2A 2A 2 13 5 _ _ _ _ _ _ - _ - _

M A NU FA CT UR IN G.................................. 79 A 3 . 0 1 7 8 . 5 0 1 6 1 . 5 0 1 5 5 . 3 0 - 1 9 1 . 3 0 - - - 10 18 17 17 l 11 5 - - - " “ - - - -

ORDER C L E R K S . C L A S S B ............... • • • • • • 98 ftO.O 1 7 3 . 5 0 t 6 3 . 3 0 1 A 8 . 3 0 - 1 8 7 . 3 0 - _ _ 7 18 21 19 17 1 13 5 _ _ _ _ - _ - - - _

M A NU FA CT UR IN G.................................. 77 4 0 . 0 1 7 7 . 5 0 1 6 1 . 5 0 1 5 5 . 3 0 - 1 9 1 . 0 0 10 18 17 16 1 10 5 - - - - - - - - -

ACCOUNTING C L E R K S ............................... 1 , 2 1 B A O . 0 1 8 1 . 5 0 1 6 8 . 3 0 1 A 8 . 3 0 - 1 9 9 . 3 3 _ _ 79 13A 115 120 3A6 122 1 03 65 AO i i 1 3 12 6 32 10 10 _ - -

MANU FA CT UR IN G.................................. A71 A O . 0 19 9 J00 1 8 3 . 0 3 1 6 0 . 3 0 - 2 1 9 . 3 0 - - 29 47 3A 12 5 77 A 1 31 30 10 9 12 3 3 10 13 - ~ -NO NMANU'ACTURI n s .......................... 7A7 A 0 . 0 1 7 0 . 3 0 1 6 3 . 0 0 1 A O . 3 3 - 1 8 0 . 0 3 - - 79 105 68 86 221 A5 62 34 10 1 4 - 3 29 - - - -

P U B L IC U T I L I T I E S .................... ............... 95 A 3 . 0 2 2 8 . 3 0 1 8 3 . 3 0 1 5 1 . 3 0 - 3 A 5 . 5 0 “ - - 5 9 15 12 15 - 5 - - 2 - 3 29 - “

ACC 0U NTI N3 C L E R K S , C L A S S A . A19 3 9 . 5 2 2 3 . 5 0 2 1 1 . 0 0 1 7 8 . 0 0 - 2 A 1 . 33 _ _ 8 3 _ 5 90 65 76 58 35 5 11 11 6 30 6 ID - - -

m a n u f a c t u r i n g .................................. 1B5 3 9 . 5 2 3 8 . 5 0 2 2 3 . 3 0 1 9 5 . 0 0 - 2 5 A . 5 0 - - - - 24 36 29 26 26 ft 9 11 3 1 6 10 - -NO NM A NU -ACTU RINS.......................... 23A 3 9 . 5 2 1 1 . 5 0 2 1 0 . 3 0 1 7 0 . 3 3 - 2 2 2 . 3 3 - 8 3 - 5 66 29 47 32 9 i 2 - 3 29 -

ACCOUNTING C L E R K S , C L A S S B . 799 A 3 . 0 1 5 9 . 3 0 1 5 6 . 3 3 1 3 9 . 3 3 - 1 7 0 . 3 0 _ _ 71 131 11 5 115 25 6 57 27 7 5 6 2 1 _ 2 4 - - - _

m a n u f a c t u r i n g .................................. 28 5 A O . 0 1 7 3 . 5 0 1 6 8 . 3 0 1 A 8 . 3 0 - 1 8 0 . 3 0 29 47 3A 101 A 1 12 5 4 6 - 1 - 2 ft - - -NONM ANU CA CT UR INS......................... 513 A 0 . 0 1 5 1 . 5 0 1 5 3 . 3 0 1 3 0 . 3 3 - 1 7 0 . 3 3 ~ - 71 102 68 81 155 16 15 2 1 - 2 - - - - - - -

P U B L IC U T I L I T I E S .................... *15 3 9 . 5 1 5 9 . 7 0 l 5 0 . 0 3 1 A 5 . 3 3 - 1 6 0 . 3 0 ” 5 9 15 9 5 - - - 2 - " “

PA YROLL C L E R K S ....................................... 165 3 9 . 5 1 9 7 . 0 0 1 8 6 . 3 0 1 6 2 . 3 0 - 2 2 2 . 3 0 - - 1 5 6 28 40 1A 28 15 ft 15 5 2 2 - - - _ - -

MANIJF ACTURI n g .................................. 121 A O . 0 2 0 6 . 3 0 2 3 5 . 3 0 1 6 0 . 0 0 - 2 3 A . 3 0 - - 5 25 14 12 25 13 4 14 5 2 2 - - - - - -NO N> AN UFA CTU RINS......................... ftft 3 9 . 5 1 7 1 . 0 0 1 6 8 . 0 0 1 6 2 . 3 0 - 1 7 7 . 3 0 “ 1 5 i 3 26 2 3 2 - i “ -

KEY EN TRY O P E R A T O R S .......................... 51 5 3 9 . 5 1 8 9 . 5 0 1 7 3 . 3 3 1 A 7 . 5 0 - 2 0 5 . 5 3 - _ 10 58 66 65 90 85 47 20 12 23 5 2 ft ft 21 3 - - -

M A NU FA CT UR IN G.................................. 276 A 3 . 0 2 0 8 . 3 0 1 9 1 . 5 0 1 6 2 . 0 0 - 2 1 9 . 3 0 23 10 35 A5 56 AO 19 2 7 5 2 4 ft 21 3 - -NO N K 4N U ?A CT U R I N S.......................... 23 9 3 9 . 0 1 6 8 . 5 0 1 5 A . 5 3 1 A 0 . 5 0 - 1 8 0 . 3 3 “ - 10 35 56 30 A5 29 7 1 10 16 - - “ - “ “

KEY FNTRY O P E R A T O R S . C L A S S A , . • . . 185 3 9 . 5 2 1 6 . 0 0 1 8 9 . 0 0 1 6 8 . 3 0 - 230.130 - - 3 2 7 22 40 33 24 1A 1 9 5 - 3 i 18 3 - - -

MA NU FA CTU R IN G.................................. 113 3 9 . 5 2 3 9 . 5 0 2 3 7 . 3 0 1 7 9 . 5 0 - 2 9 0 . 3 0 - - - - 11 17 20 17 13 1 i 5 - 3 1 18 3 - - -NO NM ANUFACTURING.......................... 75 3 9 . 0 1 8 1 . 5 0 1 7 6 . 3 0 1 5 5 . J O - 1 8 7 . 5 0 3 2 7 11 23 13 7 1 - ft - - - - " -

KEY ENTRY O P E R A T O R S . C L A S S R ............ 333 3 9 . 5 1 7 A . 5 0 1 5 9 . 3 3 1 A 2 . 3 0 - 1 9 3 . 5 0 - - 7 56 59 43 50 52 23 6 11 14 _ 2 i 3 3 - - - -

8 A M Up A C T U R IM S .................................. 166 A O . 0 1 8 7 . 3 0 1 7 7 . 5 0 1 5 2 . 0 0 - 2 0 0 . 3 0 - 23 ID 2S 28 36 23 6 1 6 - 2 1 3 3 - - -16 A 3 9 . 0 1 6 2 . 3 0 1 A A . 5 0 1 A 3 . 3 0 - 1 7 0 . 5 0 ~ “ 7 33 49 19 22 16 “ 10 8 “ ” “ ~ ~

See footnotes at end o f tables.


Table A-2. Weekly earnings of professional and technical workers, Dayton, Ohio, December 1979

O c c u p a t i o n an d i n d u s t r y d i v i s i o nNumber

ofworkers


(standard)

Weekly earnings 1 (standard) NUMBER OF WORKERS R E C E I V I N G S T R A I G H T - TIME WEEKLY FARMINGS ( I N D O L LA R S ) OF —

Mean 2 Median 2 Middle range 2

120AND

UNOER140

140

163

160

180

183

203

2 0 3

2 2 0

220

240

240

260

260

280

280

303

303

3 20

323

340

340

36 0

360

380

380

400

400

440

440

480

4 80

520

520

563

560

600

603

640

640

680

COM PU TE R S Y S T E M S A N A L Y S T S( B U S I N E S S ) ................................................................ 277 3 9 . 5 * 4 4 5 . 5 0 * 4 4 5 . 5 0 * 3 8 7 . 3 0 - * 5 0 0 . 3 3 - - - 1 - - 1 3 9 18 22 14 20 41 54 46 22 15 8 3

m a m u f a c t u r i m s ................................................... 259 3 9 . 5 A A 9 . 50 4 5 2 . 5 0 3 8 8 . 5 0 - 5 0 1 . 5 0 - - - - - ~ - i 7 17 22 14 16 39 52 43 22 15 8 3

COM PU TE R S Y S T E M S A N A L Y S T S( R J S I N E S S ) * CLP SS A.................................. 151 3 9 . 5 4 4 5 . 0 0 4 5 5 . 5 0 4 1 5 . 0 0 - 4 8 7 . 5 0 - - - - 1 - 1 2 5 7 3 2 6 30 49 37 5 - 2 1M/VVIIF a c t u r i m s .................................. .. ............. 133 3 9 . 5 4 5 3 . 5 0 4 6 0 . 3 0 4 2 9 . 5 3 - 4 9 0 . 5 0 - - - - - - 3 6 3 2 2 28 47 34 5 " 2 1

COMPUTER S Y S T E M S A N A L Y S T S( B U S I N E S S ) . C L A S S * .................................. 139 3 9 . 5 4 4 8 . 0 0 3 9 8 . 3 3 3 5 7 . 5 0 - 5 5 3 . 0 0 - - - - - - - - - - 13 19 12 14 10 1 6 14 15 6 2MftVUE ACT U R I N G ................................................... 109 3 9 . 5 4 4 8 . 0 0 3 9 8 . 0 0 3 5 7 . 5 0 - 5 5 3 . 0 0 - - - - “ - - - " - 13 19 12 14 10 1 6 14 15 6 2

COM PU TE R PROGRAMMERS ( B U S I N E S S ) . . . . 329 3 9 . n 3 2 7 . 5 0 2 9 5 . 3 0 2 5 9 . 0 0 - 3 9 4 . 0 0 - - - _ 18 41 43 48 19 25 17 8 14 20 21 26 18 4 4 3 _

M A N U FA C TU R IN G ................................................... 246 3 9 . 0 3 3 4 . 5 0 2 9 1 . 0 0 2 5 9 . 3 0 - 4 0 4 . 5 3 - - - 11 36 40 31 7 14 8 3 13 15 16 25 17 3 4 3 -NORMA NUC A C T U R I N G .......................................... 83 3 9 . 5 3 0 7 . 0 0 2 9 7 . 0 0 2 7 1 . 3 0 - 3 3 3 . 0 0 - - - - 7 5 3 17 12 11 9 5 1 5 5 1 1 1 - - "

COMPUTER PROGRAMMERS( B U S I N E S S ) . C L A S S A .................................. 172 3 9 . 0 3 5 6 . 0 0 3 1 6 . 0 0 2 5 9 . 3 0 - 4 5 2 . 5 0 - - - - - 16 34 20 4 14 7 4 3 11 8 22 18 4 4 3 -M A N U FA C TU R IN G ................................................... 1 A A 3 8 . 5 3 5 3 . 5 0 2 9 8 . 5 0 2 5 9 . 0 0 - 4 5 9 . 5 0 - - “ - - 16 34 18 4 10 2 - 2 6 4 21 17 3 4 3 -

COMPUTER PR 03RAMW FPS( B U S I N E S S ) . C L A S S B .................................. 11« 3 9 . 5 3 0 3 . 0 0 2 8 0 . 5 0 2 4 3 . 5 0 - 3 6 9 . 0 0 - - - - 13 16 6 23 12 7 5 i 10 8 13 4 - - - - -m a n u f a c t u r i n g . . ............................................. 71 3 9 . 5 3 1 7 . 0 0 P 8 8 . 3 3 2 2 5 . 5 0 - 3 9 3 . 5 0 - - - - 10 11 4 10 1 - 1 - 10 8 12 4 - - - - -NONMANIIRACTU RINS .................................. .. 47 3 9 . 5 2 8 2 . 0 0 2 8 0 . 0 0 2 6 9 . 3 0 - 3 0 1 . 5 0 3 5 2 13 11 7 4 1 - - 1 - “ ~ - * -

COMPUTER DROSRA H* ER S( B U S I N E S S ) . C L A S S C .................................. 39 3 9 . 5 2 7 5 . 0 0 2 7 6 . 0 0 2 2 5 . 5 0 - 3 2 1 . 5 0 - - - - 5 9 3 5 3 4 S 3 1 i - - - - - - -MAMUF A C T U R I MS................................................... 31 3 9 . 5 2 8 6 . 0 0 2 8 7 . 5 0 2 2 9 . 5 0 - 3 3 2 . 5 0 - 1 9 2 3 2 4 5 3 1 i - - - - - -

CO MPUTER O P E R A T O R S ............................................. 253 3 9 . 5 2 5 6 . 5 0 2 2 9 . 3 0 1 9 3 . 0 0 - 3 0 6 . 3 0 - 7 28 46 23 37 23 12 8 13 16 4 10 i 15 9 1 _ _ _ _

M A N U F A C T U R IN G ................................................... 171 3 9 . 5 2 7 3 . 0 0 2 5 5 . 5 0 2 3 3 . 0 0 - 3 2 9 . 5 3 - i 14 27 16 19 21 11 7 8 16 3 2 i 15 9 1 - - - -NOM*ANUr A C T U R I N S .......................................... fl 2 3 9 . 5 2 2 2 . 5 3 2 0 8 . 3 0 1 8 0 . 3 0 - 2 2 9 . 5 3 - 6 14 19 7 18 2 1 i 5 - i 8 - - - - - - -

COM PU TE R O P E R A T O R S . C L A S S A ............... 63 3 9 . 5 3 3 2 . 0 0 3 0 6 . 0 0 2 2 2 . 5 0 - 3 7 0 . 0 0 - - 1 11 3 3 7 3 3 7 4 2 8 _ 6 4 1 _ _ _ -

M A N U FA C TU R IN G ................................................... 42 3 9 . 0 3 3 6 . 0 0 2 8 4 . 5 3 2 3 4 . 0 0 - 4 0 1 . 0 0 - - 1 8 - 2 6 3 2 4 4 1 - - 6 4 1 - -

COMPUTER O P E R A T O R S . C L A S S B ............... 137 3 9 . 5 2 5 5 . 5 3 2 2 8 . 5 0 1 9 6 . 3 0 - 2 9 2 . 0 0 - 3 5 30 13 28 15 6 4 6 i i 1 _ i 9 5 _ _ _ - -M A N U FA C TU R IN G ................................................... 94 3 9 . 0 2 7 8 . 5 0 2 5 9 . 0 0 2 1 6 . 3 0 - 3 3 0 . 5 0 - - 2 14 10 13 14 6 4 4 i i 1 - i 9 5 - - - - -NONMANUr A C T U R I N G .......................................... 43 A O . 0 2 3 5 . 5 0 1 9 4 . 3 0 1 8 2 . 5 0 - 2 2 8 . 5 0 3 3 16 3 15 1 “ - 2 - - - - - - - - - -

COMPU TER O P E R A T O R S . C L A S S C ............... 53 3 9 . 5 2 0 4 . 0 0 1 8 3 . 3 0 1 6 4 . 5 0 - 2 2 3 . 5 0 - 4 22 5 7 6 1 3 i _ i 1 2 _ _ _ _ _ _ _ -

M A N U FA C T U R IN G ................................................... 35 3 9 . 5 2 1 7 . 5 0 2 3 3 . 3 0 1 7 0 . 3 0 - 2 3 5 . 5 0 - i 11 5 6 4 1 2 i - i 1 2 - - - - - - - -

D R A F T E E S ......................................................................... 834 AO. 0 3 2 0 . 0 0 3 1 0 . 0 0 2 4 4 . 0 0 - 3 9 4 . 5 0 4 13 13 35 57 42 90 56 82 73 49 19 1 8 145 63 20 23 28 4 - -M A N U FA C TU R IN G ................................................... 644 A O . 0 3 2 2 . 5 0 3 1 3 . 3 3 2 4 5 . 0 0 - 3 9 4 . 5 0 - 3 6 33 51 24 78 49 53 62 38 13 10 135 43 15 15 20 2 ~ -NONPANU7 A C T U R I N S ........................................... 190 AO. 0 3 1 1 . 5 0 2 9 7 . 5 0 2 3 7 . 0 0 - 3 8 8 . 0 0 4 10 7 5 6 18 12 7 32 i i 11 6 8 10 20 5 8 8 2

O R A F T F R S . C L A S S A .......................................... 367 4 3 . 0 3 9 0 . 5 0 3 9 4 . 5 0 3 4 0 . 0 0 - 4 2 0 . 0 0 _ _ _ - _ _ 2 7 24 39 20 14 14 141 42 i i 21 28 4 - -

M A N U FA C TU R IN G ................................................... 282 4 3 . 0 3 8 9 . 5 0 3 9 4 . 5 0 3 4 5 . 0 0 - 3 9 8 . 0 0 - - - - - 1 6 18 29 14 13 8 132 23 6 13 20 2 - -n o n m a n u f a c t u r i n g .......................................... 85 AO. 0 3 9 4 . 5 0 3 8 8 . 3 0 3 3 3 . 5 0 - 4 4 0 . 0 0 1 i 6 10 6 4 6 9 19 5 8 8 2


5


Table A-2. Weekly earnings of professional and technical workers, Dayton, Ohio, December 1979— ContinuedWeekly earnings 1

(standard) NUMRER OF WORKERS R E C E I V I N G S T R A I G H T - T IM E WEEKLY EARN IN GS ( I N D O L L A R S ) OF —

O c c u p a t i o n and i n d u s t r y d i v i s i o nNumber

ofworkers


(standard) Mean 2 Median 2 Middle range 2

120AND

UNDER190

191

160

160

180

189

203

20 0

2 2 0

22U

290

290

260

260

28 0

283

303

303

323

320

393

393

360

3 6 0

383

3 80

9 03

9 3 0

9 9 0

990

483

983

520

520

563

56 3

63 0

633

640

640

680

D R A F T E R S — C O N T I N U E "

d r a f t e r s , c l a s s r .......................................... 16 8 AO. 0 * 3 0 1 . 0 0 * 2 9 3 . 0 0 * 2 9 6 . 0 0 - * 3 1 9 . 0 0 4 6 21 29 20 39 9 5 2 2 20 9 2m a n u f a c t u r in g .................................................. 121 A D .O 3 1 1 . 5 0 2 9 0 . 3 0 2 9 6 . 0 0 - 9 0 2 . 5 0 - 3 5 15 19 15 17 9 3 2 - 2 20 9 2 - - - -NO NV AM U^ aCT UR INS .......................................... 47 4 7 . 0 2 7 3 . 0 0 2 9 7 . 5 0 2 9 6 . 3 " - 297.*50 “ 1 1 6 10 5 22 - 2 - - - - - - - - - -

D R A F T E R S , c l a s s c .......................................... 236 4 7 . 0 2 A 1 . D 0 2 A 3 . 3 0 2 0 3 . 3 0 - 2 7 2 . 5 0 1 12 5 26 51 16 59 9 19 5 24 2 3 2 1 _ _ _ _ _ _m a n u f a c t u r i n s .................................................. 1 8 R AO. 0 2 A A . ID 2 A 0 . 0 0 2 3 0 . 3 0 - 2 6 2 . 5 0 22 46 9 58 8 15 4 21 - 1 1 - - - - - -

E L E C T R O N I C S T E C H N I C I A N S ............................... 397 3 9 . 5 2 9 3 . 0 0 3 0 6 . 5 0 2 9 6 . 0 0 - 3 3 2 . 0 0 - - - 7 13 59 47 33 13 14 123 12 5 9 15 _ _ _ _ _ _m a n u f a c t u r e s .................................................. 239 3 9 . 5 2 6 5 . 0 0 2 A 7 . 0 0 2 3 3 . 3 0 - 3 0 6 . 5 3 6 1? 57 46 21 10 6 90 6 - - - - - - -

E L E C T R O N I C S T E C H N I C I A N S , c l a s s A . 13 3 3 9 . 0 3 2 2 . 1 0 3 3 3 . 0 0 2 8 5 . 3 0 — 3 9 3 . 0 0 - - - - 6 - 12 6 9 3 91 7 - 4 15 - - - - - -

E L E C T R O N I C S T E C H N I C I A N S , c l a s s r . 16R A O . 0 3 3 1 . 0 0 3 2 1 . 3 0 2 5 2 . 5 0 - 3 3 2 . 0 0 - - - - 6 19 19 15 4 11 79 5 5 5 - - - - - - -

R E G I S T E R E D I N O U S T R I A L N U R S E S ................. 63 4 ^ . 0 3 5 3 . 5 0 3 6 3 . 5 0 2 9 7 . 5 3 - 3 9 8 . 5 0 - - - - 1 2 7 3 3 2 11 - 6 12 10 5 1 _ _ _ _m a n u f a c t u r i n g .................................................. 67 4 3 . 0 3 5 9 . 0 0 3 6 3 . 5 0 2 R 9 . 0 0 - 9 0 3 . 5 3 1 2 7 3 3 1 10 5 12 13 5 1



Table A -3 . Average weekly earnings of office, professional, and technical workers, by sex.Dayton, Ohio, December 1979

Numberof

woAen

Ave(me

•H*«=*)

Average(mean2)

Numberof

workers

Average(mean2)

O ccu pa tion , s e x ,3 and in d u stry d iv is io n Week hr houn

(standard)

Weeklyearnings1(standard)

O ccupation , s e x ,3 and indu stry d iv is io nNumber

ofworkers

Weeklyhour*

(standard)


O ccupation , s e x .3 and indu stry d iv is io n Weeklyhour*

(standard)


O F F I C E O C C U P A T I O N S - WOMEN

O F F I C E O C C U P A T IO N S - UOMEN— CON TIN UE O

O F F I C E O C C U P A T IO N S - UOMEN — CON TI NUEO

1 * 3 6 0 3 9 . 5 * 2 3 8 . 5 12 8 8 . 5 32 3 8 . 5 3

KEY EN TRY O PE RA TO R S— CON TI NUE DM A N U F A C T U R IN G ..................................... ..NON«ANUr A C T U R I N S . . ..................................... * 1 6 4 . 0 0 3 2 9

165l * a

* 1 7 8 . 5 31 8 6 . 5 31 6 2 . 3 3

Pll«L TC U T I I T T T F S . . ____ - ................... 77

S E C R E T A R I E S? C L A S S 1 S6 3 9 . 0 3 3 3 . 5 3 1 40 3 9 . 5 1 3 1 . 0 3N 0 N » A N U F A C T J R I N S .......................................... 3 9 . 3

NOMMANMC ACTURT IMS........................................... 25 82

47

3 9 . 5

3 9 . 3

1 2 5 . 0 3

1 3 2 . 5 3

0 C C U ° A T I O N S - MRN

COMPUTER SY S TE M S A N A LY S T Ss e c r e t a r i e s ? c l a s s 364 3 9 . 0 2 3 7 . 5 03 9 . 03 9 . J

2 5 2 . 3 3 2 3 1 . 0 3

3 9 . 53 9 . 5

4 5 6 . 5 34 6 3 . 5 3NOMM&NU- ACT'J P I N S ....................... .. ............. ... 89

4049

3 P . 0 1 7 1 . 0 31 9 1 . 0 31 5 5 . 0 3

21 9

S E C R E T A R I E S ? C L A S S 473 3 9 . 5 2 4 9 . 0 0 3 8 . 5 COMPUTER S Y S T E M S A N A L Y S T S3 9 . 53 9 . 0

2 5 9 . 0 02 0 6 . 0 0

1 3 6123

7 9 . 53 9 . 5

4 4 8 . 0 34 5 5 . 0 3NONMANlJr A rT U R T NS - - ___ . . _____ ______ 92

S E C R E T A R I E S ? C L A S S 251 4 0 . 0 1 9 6 . 0 0P F C E P T I O N I S T S . . . . ............................................. 1 9 2

921 0 0

3 9 . 58 r>.0

1 6 3 . 0 31 6 2 . 0 3 CO MPU TE P S Y S T E M S A N A LY S T S

4 0 . 3 1 8 8 . 3 32 1 9 . 5 3

1 9 6 . 0 3

888ft

3 9 . 53 9 . 5

3 9 . 33 9 . 03 9 . 5

8 6 6 . 5 38 6 6 . 5 3

3 8 3 . 0 33 8 9 . 5 33 2 3 . 0 3

3 9 . 5 1 6 8 . 3 3

S E C R E T A R I E S ? C L A S S 83 3 9 . 5ORDER C L E R K S . . . . . . . . . ................. 106

768 0 . 08 3 . 0

1 7 3 . 5 31 7 7 . 0 0 COMPUTER PROGRAMMERS < (-USI NE SS 1. . . .

4 0 . 0 2 3 5 . 5 3 1«154

2 1 21 1 2

3 0 . 5 3 0 . 3

2 1 9 . 0 32 1 7 . 5 3

1 T 8 . 0 3COMPUTER PROGRAMMERS

NO N* ANl lr ACTURT N S - ____ - _____________ 3 9 . 33 9 . 0

3 7 2 . 0 03 7 3 . 0 011 8

S T E N O G R A P H E R S * S E N I O R ................................ 145 3 9 . 0 2 2 6 . 5 0 7 3 872

8 3 . 03 9 . 5

1 6 8 . 5 31 9 2 . 5 3MANUF A C T U R I N S ............ 12 6 3 9 . 5 2 4 7 . 0 3 COMPUTER PROGRAMMERS

3 8 . 5 1 8 3 . 5 3 «1 5 1 30

3 9 . 53 9 . 53 9 . 5

3 3 9 . 0 33 1 9 . 5 32 9 1 . 5 33 0 . 5 2 3 8 . 0 3

21 0 3 9 . 5 1 9 8 . 5 0T R A N S C R I B I M 3 - M A C H I N E T Y P I S T S ............ .. . 60 3 9 . 0 1 9 3 . 0 0 187 2 6 5 . 5 3

5 9 4 T . 3 2 2 6 . 0 3

MAN UE A C T U R I N S . . ............................ 2 0 6 4 0 . 0 i i9n 4329

78

3 9 . 53 9 . 5

3 1 3 . 5 3 3 1 1 . 0 3

2 6 5 . 5 3

N O N M A N U F A C T U R IN S ........................................... 2 3 6 1 6 4 . 0 0 43 3 9 . 5 1 5 3 . 0 0

T Y P I S T S * C L A S S A.............................................. 16 9 3 9 . 583 4 0 . 0 1 9 4 . 5 0

T Y P I S T S * C L A S S » ............................................. 1 8 1 . 5 31 8 3 . 5 31 3 9 . 5 3

1 8 9 . 0 32 3 7 . 5 31 6 8 . 5 3

3 9 . 5 1 9 3 . 0 3123 8 3 . 0

3 8 . 32 7 3 4 0 . 0

75 0 6 0 4

3 2 8 . 5 33 2 3 . 0 34 ^ .0

2 0 571

3 9 . 53 9 . 5

1 4 2 . 0 0 39 5 21 6 TON A N U F A C T U R I N S . • • • • ..................................... 3 9 . 5

3 9 . 02 3 9 . 0 31 8 2 . 5 33 0 . 3 1 3 9 . 5 3 73



Table A-3. Average weekly earnings of office, professional, and technical workers, by sex,Dayton, Ohio, December 1979— Continued

O c c u p a t i o n , s e x , 3 and i n d u s t r y d i v i s i o nNumber

ofworkers

Avenge(mean*)


ofworkers

Average(mean2)

O c c u p a t i o n , s e x . 3 and i n d u s t r y d i v i s i o nNumber

ofworkers

Avenge(mean2)

Week r̂hour*

(standard)


Weeklyhours

(standard)


Weeklyhours1

(standard)


P R O F E S S I O N * ! . AN3 T E C H N I C *L P R O F E S S I O N A L AND T E C H N IC A L P R O F E S S I O N A L ANO T E C H N I C A LO C C U P A T IO N S - MEN— CO N TI N UED OC C U P A TIO N S - H E N — CON TI NUE D OCCUPATIONS! - WOMEN — C O N TIN U E D

0 R* F TE RS — CON TIN UE n E L E C T R O N I C S T E C H N I C I A N S - COMPUTER O P E R A T O R S ............................................. 174 3 9 . 5 * 2 4 3 . 0 3

CON TIN UE D 81 3 9 . 3 2 5 1 . 5 3

D R A F T E R S , C L A S S a .......................................... 3 4 6 4 3 . 3 * 3 9 1 . 5 32 6 2 4 3 . 0 3 9 3 . 0 3 E L E C T R O N I C S T E C H N I C I A N S , C L A S S 8 . 1 6 8 4.3 .3 A 3 3 1 . 0 3 — — — . — a i i r c n 3 9 . 5 2 4 1 . 5 3

M A NU FA CTUR IN G................................................... 46 3 9 . 0 2 5 7 . 0 3

D R A F T E R S , C L A S S P . . . . . ............................ 13 5 4 3 . 3 3 3 7 . 5 3 P R O F E S S I O N A L AND TE C H N IC A L2A •0 s7\ 2 1 4 . 0 3

D R A F T E R S , C L A S S C .......................................... 2 1 7 4 3 . 0 2 4 4 . 0 3 COMPUTFR PROGRAMMERS ( R U S T N E S S ) . . . . 9* 3 0 . 0 2 B 8 . 5 3 3 R A F T E P S :HAMUF A C T U R I N S .................................................. 1 7 9 a ? 4 3 . 3 3 1 3 . 5 3

N O N » * N U F A C T U R I N S .......................................... 29 4 0 . 0 2 7 7 . 0 3E L E C T R O N I C S T E C H N I C I A N S .............. 34 2 3 9 . 5 2 9 3 . 5 3 61 4 3 . 3 3 5 3 . 0 3

59 4 3 . 0 3 5 3 . 5 3

( B U S I N E S S ) , C L A S S B .................................. 37 3 9 . 5 2 8 9 . 5 3E L E C T R O N I C S T E C H N I C I A N S , C L A S S A . 1 3 3 3 9 . 3 3 2 2 . 0 3

S e e f o o tn o te s at end o f t a b l e s .


Table A -4 . Hourly earnings of maintenance, toolroom, and powerplant workers, Dayton, Ohio, December 1979

O c c u p a t i o n a n d i n d u s t r y d i v i s i o nNumber

of

Hourly earnings *

Mean 2 Median2 Middle range 2

M A IN TEN AN CE C A R P E N T E R S .................................. 11 R * 9 . 7 8 * 1 3 . 1 8 * 8 . 4 1 - 4 1 1 . 1 1M A N U F A C T U R E S ................................................... 1 0 A 1 D . 0 4 1 1 . 1 0 9 . 2 3 - 1 1 . 1 1

M A IN TEN AN CE E L E C T R I C I A N S ............................ 7 A 6 1 0 . 13 1 1 . 1 1 8 . 9 2 - 1 1 . 3 2NANIIFACTIJRI NS ................................................... 71» 1 0 . 19 1 1 . 1 1 8 . 9 2 - 1 1 . 3 2

M A IN TEN AN CE P A I N T E R S ........................................ 110 9 . 6 2 1 1 . 3 7 8 . 0 1 - l 1 . 0 7m a n u f a c t u r i n s ................................................... ID* 9 . 78 1 1 . 3 7 8 . 7 3 - 1 1 . 0 7

M A IN TEN AN CE M A C H I N I S T S .................................. 151 9 . 0 7 9 . 1 6 8 . 3 7 - 1 3 . 3 1M A N U F A C T U R E S ................................................... 13 5 9 . D 8 9 . 4 1 8 . 0 7 - 1 0 . 3 1

M A IN TEN AN CE m e c h a n i c s

( M A C H I N E R Y ) ............................................................. 765 9 . 9 3 1 0 . 9 0 9 . 1 6 - 1 1 . 3 2M A N U F A C T U R IN S ................................................... 682 1 0 . 1 4 1 1 . 3 1 9 . 2 0 - 1 1 . 3 2

M A IN TEN AN CE M E CH AN IC S(MOTOR V E H I C L E S ) ................................................ 241 8 . 2 3 8 . 0 0 7 . 3 0 - 9 . 2 3

MAN IIF ACT IJ R I M S ................................................... 125 8 . 7 7 9 . 2 0 6 . 7 9 - 1 1 . 1 0N O N » A N U F A C T U R I N S ................. .. 113 7 . 6 1 8 . 0 0 7 . 1 1 - 8 . 5 8

P U B L I C U T I L I T I E S ..................................... 69 7 . 9 7 7 . 1 1 7 . 1 1 - 8 . 6 4

M A IN TEN AN CE P I P E F I T T E R S ............................... 398 1 0 . 7 9 1 1 . 1 1 1 1 . 1 0 - 1 1 . 1 1M A N U F A C T U R I N S ................................................... 39 R 1 0 . 7 9 1 1 . 1 1 1 1 . 1 0 - 1 1 . 1 1

M A IN TE N AN CE S H E E T - M E T A L W O R K E R S . . . . 235 1 1 . 0 3 1 1 . 1 1 1 1 . 1 0 - 1 1 . 1 1M A V U F A C T U R I M S ................................................... 235 1 1 . 0 0 11.11 11. 1 0 - 1 1 . 1 1

M I L L U R I G H T S ................................................................ 398 1 0 . 7 1 11.11 11. 1 0 - 1 1 . 1 1M A N U F A C T U R I N S . . . . ....................................... 398 1 0 . 7 1 11.11 11. 1 0 - 1 1 . 1 1

M A C H I N E - T O O L OP E RA TOR S ( T O O L R O O M ) . . 542 11.02 11.20 1 1 . 2 0 - 1 1 . 3 3M A N U F A C T U R IN S ................................................... 542 11.02 11.20 1 1 . 2 0 - 1 1 . 3 3

TOOL AMO DI E M A K ER S.......................................... 745 1 0 . 8 1 1 1 . 4 0 1 1 . 1 1 - 1 1 . 4 0M A N U F A C T U R I N S ................................................... 745 1 3 . 81 1 1 . 4 0 1 1 . 1 1 - 1 1 . 4 3

S T A T I O N A R Y E N S I N E E R S ........................................ 195 8 . 9 0 8 . 4 1 6 . 8 4 - 1 1 . 1 1M A N U F A C T U R I N S . . .................... .. ...................... 195 8 . 9 0 8 . 4 1 6 . 8 4 - 1 1 . 1 1

B O I L E R T E N D E R S ........................................................ 40 7 . 36 7 . 5 4 6 . 5 6 - 7 . 5 7

NUHRER O f UO RKERS R E C E I V I N G S T 9 A I G H T - T I H E HOURLY EA RN IN GS ( I N D O L L A R S ) O F —

UNDER4 . P 0

4 . 8 3ANO

UNDER5 . 0 0

5 . 0 0

5 . 2 0

5 . 21

5 . 4 3

5 . 4 0

5 . 6 0

5 . 6 0

5 . 8 0

5 . 8 0

6 . 0 0

6 . 0 9

6 . 2 0

6 . 2 0

6 . 4 0

6 . 4D

6 . 6 3

6 . 6 0

7 . 0 0

7 . 0 0

7 . 4 3

7 . 4 3

7 . 8 3

7 . 8 0

8 . 2 0

8 . 2 0

8 . 6 3

8 . 6 0

9 . 0 0

9 . 0 0

9 . 4 3

9 . 4 3 9

9 . 8 0 1 0

.8 3 1 3

.2 3 1 3

. 2 3 1 0

. 6 0 1 1

. 6 0 1 1 . 3 0 1 1

. 0 0 1 1 . 4 0 1 1

. 4 0

. 8 0

1 i 1 1 16 4 8 5 10 11 3 2 55* ” 14 2 3 5 10 10 3 ~ 2 55

- - - 3 3 _ 3 1 _ 10 19 1 28 32 62 33 46 26 - 34 - 443 2- - 3 3 3 1 * 9 19 27 29 62 27 26 26 - 34 - 443 2

- - - 1 - - - - - - 21 - 3 3 5 3 8 - 6 - 4 56 -

“ “ “ “ _ 21 " - 4 3 8 6 “ 4 56 -

- - - - - - - - - 3 9 6 13 14 20 8 12 4 _ 64 i _ _

~ ~ “ ” “ 3 9 6 13 14 19 6 “ 4 ” 64 i * “

6 _ _ 2 8 _ _ 2 2 3 48 32 4 _ _ 51 17 5 24 _ 5 27 376 _

~' " "

~ ” 2 “ 3 48 32 4 ~ 33 128 24 5 27 376 “

4 _ 1 _ 8 18 1 1 6 7 13 34 12 24 13 17 26 2 9 _ 8 37 _

- - - 8 9 1 1 6 - 12 1 12 3 - 4 24 2 - - 8 37 -a - 1 - - 9 - 7 1 33 21 13 13 2 9 - - -

- - - “ 5 - 33 - - 13 12 - 9 - - -

~ _ - - - _ - - - - - - - - 18 18 _ 21 _ - 27 314 _

~ ~ “ “ - 18 18 21 - * 27 314

- - - - - _ - - - 1 - - - - - l _ 13 _ - 7 216 -

- - - - - “ “ 1 - - - - - 1 - 10 - 7 216 -

- - - - - _ - - - - - 2 - 4 48 _ _ - _ - 22 322 _

- - - * 2 - 4 48 - - - - 22 322 -

4 5 8 - 12 _ _ 4 - _ - _ 509 _

- - - - - - - 4 5 8 - 12 - 4 - - - 509 -

_ _ - - - - - - i 2 30 1 26 14 21 i 26 35 _ - 576 12i 2 33 1 26 14 21 t 26 35 - - 576 12

_ - - - - _ - - _ 2 77 3 _ _ 24 2 - 6 4 - 1 72 4

- - - - - - - 2 77 3 - - 24 2 6 4 1 72 4

“ 2 “ 14 “ 16 * 2 6 _ "

See footnotes at end o f tables.


Table A-5. Hourly earnings of material movement and custodial workers, Dayton, Ohio, December 1979

Hourly earnings NUMBER OP WORKERS R E C E I V I N G S T R A I G H T - T I M E HOURLY EA RN IN GS CIN H O L L A R S ) O E —

O c c u p a t i o n an d i n d u s t r y d i v i s i o nNumber

ofMean 2 Median2 Middle range 2

2 . 9 0AND

UNDER3 . 0 0

3 . 3 3

3 . 2 3

3 . 2 3

3 . 8 0

3 . 40

3 . 8 0

3 . 8 0

4 . 2 0

4 . 2 9

4 . 6 0

4 . 6 0

5 . 0 0

5 . 0 0

5 . 4 0

5 . 4 0

5 . 8 0

5 . 83

6 . 2 0

6 . 2 0

6 . 6 3

6 . 6 3

7 . 3 3

7 . 30

7 . 90

7 . 8 3

7 . 8 0

7 . 8 3

8 . 2 3

8 . 2 0

8 . 6 3

8 . 6 0

9 . 0 0

9 . 0 0

9 . 4 0

9 . 8 0 9 . 8 0 1 0

9 . 8 3 1 3 . 2 3 1 0

. 2 0 1 0

. 6 0 1 1

. 6 0 1 1 .

. 0 0 1 1 .

00

40

T R U C K 3 R I V E R S . ........................................................... l * 9DR * 7 . 26 * 7 . 6 0 * 6 . 7 3 - * 8 . 9 8 21 71 R1 30 23 6 9 120 18 68 833 69 34ft 31 353 29 29 16 22 22 138 9MANUF ACTURI N S.................................................. 299 7 . 26 6 . 8 3 5 . 6 8 - 7 . 9 9 - - - - 3 - 4 7 72 10 31 39 14 26 31 - - 7 16 22 22 -NON«ANUc A C T U R I N S .................................. .. 1 . 6 1 3 7 . 2 6 7 . 6 0 6 . 7 0 - 8 . 4 8 ~ 21 71 81 27 23 2 2 46 4 37 369 55 322 - 353 29 22 - - - 13ft 9

P U R L I C U T I L I T I E S ..................................... 711 8 . 4 1 8 . 4 8 6 . 7 1 - 8 . 9 8 “ - ~ - ~ - - 19 J 45 4 " 32 5 - - - - - 138 9

T R U C K O R I V E R S t L I S H T T R U C K .................... 383 5 . 7 8 4 . JO 3 . 9 3 - 1 0 . 7 7 - 21 69 81 24 18 5 8 50 _ 3 _ _ _ 1 _ _ _ _ _ _ l'JO -

N O V M NU- A CTURI N3.......................................... 368 5 . 8 0 9 . 3 0 3 . 9 3 - 1 0 . 7 7 - 21 69 81 28 18 1 1 46 - 3 - - - - - - - - 100 -

T R U C K O R I V E R S t MEDIUM t r u c k .................. 347 6 . 71 6 . 7 0 6 . 6 6 - 6 . 7 5 - - - - 3 - - . 10 i i 62 19ft 53 6 _ _ _ 4 _ _ _ _ -

MA N U FA CTU R IN G .................................................. 7ft 6 . 4 9 6 . 5 6 6 . 3 3 - 6 . 7 3 - - 3 - - - 8 ft 31 21 - 3 - - - 4 - - - - -2 6 9 6 . 7 8 6 . 7 3 6 . 7 0 - 6 . 7 5 “ - - - - 2 3 31 177 53 3 - - - - - - - -

TRUCKDR I v e r s * t r a c t o r - t r a i l e r . . . . «6R 7 . 96 7 . 6 0 7 . 6 3 - 7 . 7 3 - - - - - 2 - 1 20 3 3 13 4 3 1 9 _ _ 29 22 _ i i 4 37 _

m a n u f a c t u r i n g .................................................. 5D 7 . 3 9 6 . 8 4 5 . 6 8 - 1 3 . 3 3 - - - - - - 20 2 - 11 2 - - - - - - i i 4 - -N O V A N U F A C T U R I N S .......................................... 918 8 . 0 9 7 . 6 0 7 . 6 3 - 7 . 7 3 ~ - - - 2 - 1 i 3 2 ? 3 1 9 - - 29 22 - - - 37 -

P U R L I C U T I L I T I E S .................... 91 1 3 . 5 0 1 3 . 7 7 1 0 . 7 7 - 1 0 . 7 7 - “ “ “ " ~ - - - - 4 - - - - - - 37 -

s h i p p e r s ........................................................................ 1D9 5 . 38 5 . 1 1 4 . 8 6 - 6 . 0 3 - - - 8 - 15 8 23 20 12 7 11 _ _ _ _ _ _ _ _ - - _

87 5 . 9 1 5 . 7 5 4 . 5 0 - 6 . 3 3 - - 8 15 8 8 20 12 6 13 - - " - - - " - - -

R E C E I V E R S ..................................................................... 173 5 . 99 5 . 5 0 4 . 5 0 - 6 . 4 8 _ - - 27 10 19 9 17 25 13 i i 22 _ m _ 1 0 _ _ _ _ - - -

MANUF A C T U R I N S ................................................... 76 6 . 1 5 6 . 3 5 5 . 0 1 - 6 . 6 9 - - - 8 ~ - 8 8 - 11 7 20 - 4 - l rr - - - - - - -N O N " A N U F A C T U R I N 5 .......................................... 97 4 . 9 7 4 . 9 0 9 . 3 3 - 5 . 5 3 - - - 19 10 19 1 9 25 2 4 2 - 6 - - - - - -

S H I P P E R S AND R E C E I V E R S .................................. 2 3 7 6 . 86 7 . 2 1 5 . 9 2 - 7 . 7 8 - _ _ 2 3 23 i i 13 2 4 2 44 26 29 _ 4 ) 4 _ 7 _ - - _

MA NU FA CTUR IN G................................................... 115 6 . 6 4 7 . 2 1 9 . 7 7 - 7 . 7 7 - - - - - 23 7 6 - 3 2 13 26 28 - - 4 - 7 - - - -NO NMA NU PA CIU RIN S.......................................... 92 7 . 1 3 6 . 7 8 6 . 6 3 - 8 . 3 3 2 3 “ 4 4 2 i - 31 - 5 - 40 - - - - - “ -

WAREHOUSEMEN............................................................. 957 6 . 2 9 6 . 6 0 6 . 3 6 - 6 . 7 5 - 15 - 3 1 5 31 - 17 15 i 66 238 37 _ 9 1 - 13 _ _ - _ -

NO NMA NU FA CTU R IN S.......................................... 932 6 . 29 6 . 6 0 6 . 2 5 - 6 . 7 5 “ 15 ~ 3 1 5 31 17 15 i 15 238 37 - 9 i - 9 - - - -

ORDER F I L L E R S ........................................................... 26 9 6 . 38 6 . RO 5 . 7 5 - 7 . 6 5 9 1 R 15 12 - - 3 6 7 - - 74 6 10 ft - - - 6 - - - - -

S H IP P IN G P A C K E R S ................................................... 568 8 . 1 6 9 . 2 7 6 . 9 1 - 9 . 6 1 - 2 J - 7 1 3 4 - - 4 19 97 39 - - - - 24 90 249 2 - - -

M A TER IA L MAUDLINS L A R O R E R S ....................... 737 7 . 0 8 7 . 1 0 9 . 7 5 - 9 . 3 6 - - 8 127 1 6 19 1 3 13 51 5R 85 4 2 J 39 _ 30 7 86 _ 1 0 6 - 70 _

MA NU FA CTUR IN G................................................... 497 7 . 0 3 6 . 9 5 5 . 5 8 - 9 . 2 7 - 8 79 8 1 12 l 48 55 81 - 6 39 - - 7 «6 - 106 - - -N O N » A N U '6 C T U R I N 3 .......................................... 21 3 7 . 20 7 . 1 0 9 . 0 3 - 1 0 . 7 2 “ “ 4ft 8 13 1 12 3 3 4 4 14 - - 30 - - - - - 70 -

f o r k l i f t o ° e r a t o r s ............................................. 851 7 . 9 5 7 . 9 9 6 . 6 1 - 9 . 3 4 - - - 2 5 - 3 27 63 10 96 ft 9 1 5 8 62 28 _ 383 _ _ _ _ -

m a n u f a c t u r i n g . ............................ 735 8 . 0 7 9 . 3 1 6 . 4 0 - 9 . 3 4 “ “ ~ 3 27 62 9 96 ft 1 59 62 28 - 383 - - - -

GU AR DS.............................................................................. 2 . 2 3 9 9 . 0 9 2 . 9 0 2 . 9 3 - 3 . 3 1 1 3 9 6 192 76 3R 26 4 6 5 30 26 53 57 30 22 - - _ 18 230 - - - -M A N U F A C T U R I N S . . . . . . . . . . . . . . . . . . . 456 8 . 2 7 9 . 51 6 . 8 8 - 9 . 7 6 “ “ “ “ 1 1 30 26 53 55 20 22 - - 18 230 - - “ “

G U A R D S . C L A S S R ................................................ 2 . 1 5 3 9 . 0 2 2 . 9 0 2 . 9 0 — 3 . 2 9 13 9 6 192 76 38 26 4 6 4 30 26 53 2 33 22 - - - 18 233 - - - -

m a n u f a c t u r i n g . ..................................... .. 93 1 8 . 4 6 9 . 76 6 . 3 9 - 9 . 7 6 “ “ “ - " - 1 1 30 26 53 - 2 J 22 “ - 18 233 - - - -

J A N I T O R S . “ O R T E R S . AND C L E A N E R S . . . . 2 . 9 2 2 5 . 1 9 4 . 4 4 2 . 9 0 - 7 . 3 0 78 2 66 92 113 62 107 1 4 5 38 91 1 86 63 38 47 91 _ _ 501 _ _ _ _ _ _MA NU FA CTUR IN G.......................................... .. . 1 . 3 2 3 6 . 7 5 6 . 2 2 4 . 9 6 - 8 . 9 6 - 6 49 56 17 89 12 6 36 73 179 61 ft 35 84 - - 531 - - - - - -N O N M A N U -A CTU R I N S.......................................... 1 . 1 3 2 3 . 3 1 2 . 90 2 . 9 0 - 3 . 0 5 782 63 83 57 45 18 19 2 18 7 2 33 12 7 - - - - - - - - -

P U R L I C U T I L I T I E S ..................................... 89 5 . 3 2 5 . 76 3 . 6 3 - 6 . 6 2 - 4 12 8 4 - 5 1 16 7 1 30 - i - - - - - - - - -



Table A-6. Average hourly earnings of maintenance, toolroom, powerplant, material movement,and custodial workers, by sex, Dayton, Ohio, December 1979


ofworkers

Average (mean2 )

hourly earnings4


ofworkers

Average(mean2)

hourlyearnings4

Occupation, s ex ,3 and industry d ivisionNumber

ofwo ike n

Average (mean2)

hourly earnings4

M A IN TEN A N C E* TOOLROOM. AND “ OWERPLANT O C C U P A T IO N S - MEN

M A I N T E N A N C E . TOOLROOM. AND POWERPLANT O C C U P A T I O N S -

MEN— CON TI NUE D

M A TER IA L MOVEMENT AND C U STO D I A L OC C U P A TIO N S - HEN— CO N TI N UED

ft A ft * 6 . 2 7193 < 8 . 9 3 3 8 9 6 . 2 11D. 11 R 3 8 . 9 J

233 6 . 7 4n #0/ 3ft 7 . 1 1

9 6'l M A T E R IA L MOVEMENT AND CU S T O D I A L O C C U P A T I O N S - MEN

8 . 1 9

M A N U F A C T U R I N G . . . . . . . . . ................. .. 99 9 . 8 16 ft 6 7 . 0 1

_ Q 1 . 8 3 3 7 . 3 829ft 7 . 2 9 1R7 7 . 2 2

13 * 1 *536 7 . ft 3

M A I N TE N A NCE M E CH AN ICS 731 8 . 3 7 7 9 5? ? a 6 7 9 8 . 0 6

1 3 . 2 3 332 6 . 1 11 *989 f t . 08

m a i n t e n a n c e m e c h a n i c s 4 3 3 8 . 3 12 3 7 8 . 2 1

8 . 7 67 . 6 1

3ft 7 6 . 7 1GUARDS t C L A S S 8 ....................................... 1 . 9 4 1 4 . 0 1

t i l 2 6 9 6 . 7 89 J A N I T O R S . P O R T E R S . AND C L E A N E R S . . . . 1 *6ft9 5 . 7 1

1 * 3 3 9 7 . 0 f t

3^0 1 1 . 8 71 0 . 8 7

NON"ANURAC TU RI N S . • • • • • • • • • • • • • • • 6 1 3 3 . 4 33 8 0 ft 1 8

1 3 . 5 0 M A TER IA L MOVEMENT AND C U STO D I A LM A IN TEN A N C E s h e e t - m e t a l u o r k e r s . . . .

* AVNE A C T U R I N S ..................................................23 A 234

1 1 . 3 11 1 . 0 1 76 5 . 6 8

O C C U P A T IO N S - WOMEN

S H I P P E R S AND R E C E I V E R S ................. ................ 29 6 . 1 9

M I L L W R I G H T S . . . . . . . . . ....................................... 3 9 8 3 9 8

1 3 . 7 11 3 . 7 1 2 3 5 3 . 9 7

NONMANUF ACT UR I NS......................... . 1 6 6 2 . 9 8M A C H I N F - T O O L O PE RA TO R S ( T O O L R O O M ) . . 5 3 7 1 1 . 3 4

1 1 . 3 487 a . 9 7

198 3 . 8 6

178 6 . 9 7 NONMANUc A C T U R I N S . . . . . . . . . . . . . . . . 166 2 . 9 8

191 * 8 1 J A N I T O R S * PORTE RS* ANO C L E A N E R S . . . . 721 3 . 8 7

2ft ft 5 . 3 9ft7 7 3 . 1 3



Table A-7. Percent increases in average hourly earnings for selected occupational groups, Dayton, Ohio, for selected periods

Industry and occupational group 5Decem ber 1972

toDecem ber 1973

D ecem ber 1973 to

D ecem ber 1974

D ecem ber 1974 to

Decem ber 1975

December 1975 to

December 1976

December 1976 to

December 1977

D ecem ber 1977 to

D ecem ber 1978

Decem ber 1978 to

Decem ber 1979

A l l industries:O ffice c le r ic a l________________________________ ______ 6.0 7.7 7.2 6.2 6.6 7.5 7.8E lectron ic data p ro ce ss in g__________________________ ( 6) 6.6 7.4 3.9 8.0 6.1 8.1Industrial n u rses______________________ _____ ______ 5.4 9.4 10.6 4.4 6.1 9.9 9.4Skilled maintenance__________ ______________________ 6.5 8.8 6.8 7.2 9.4 9.6 10.1Unskilled p la n t_______________________________________ 7.4 9.9 7.6 6.5 8.6 9.0 10.3

Manufacturing:O ffice c le r ic a l____ _________ . . _____________ . . 6.4 7.6 7.4 7.0 6.6 7.4 8.1E lectron ic data p ro ce ss in g_________________________ ( 6) 6.7 8.3 4.8 7.1 6.2 8.2Industrial n u rses ----------------------------------------------- 5.2 9.1 10.6 4.0 6.3 10.4 9.5Skilled maintenance-------------------------------------------- 6.4 9.0 6.6 7.5 9.2 9.8 10.3Unskilled p la n t_______________________________________ 7.9 10.0 8.7 7.1 9.5 8.9 10.9

Nonmanufacturing:O ffice c le r ic a l________________________________________ 5.3 7.6 6.6 4.7 6.6 7.9 7.4E lectron ic data p ro ce ss in g__________________________ ( 6) ( 6) ( 6) ( 6) ( 6) ( 6) ( 6)Industrial n u rses_____________________________________ ( 6) ( 6) ( 6) ( 6) ( 6) ( 6) ( 6)Unskilled p la n t_________________________ ________ __ 5.8 9.7 3.0 4.8 5.6 9.2 9.0



Table A-8. Average pay relationships within establishments for white-collar occupations, Dayton, Ohio, December 1979

Office c le r ica l occupation being compared—

Occupation which equals 100 Secretaries Stenographers Transcribing-machinetypists

Typists File clerksMessen-

geis

Switchboard

operators

Switchboard

operator-receptionists

Order clerks, class B

Accounting clerksPayrollclerks

Key entry operators

Class A Class B Class C Class D Class E Senior General Class A Class B Class B Class C Class A Class B Class A Class B

S E C R E T A R I E S . C L A S S A.......................... tooS E C R E T A R I E S * C L A S S D.......................... 113 100S E C R E T A R I E S . C L A S S C.......................... 1 3 A 123 103S E C R E T A R I E S . C L A S S 0 .......................... 15 0 131 112 130S E C R E T A R I E S , c l a s s e .......................... 1 5 6 1A6 129 113 10 3s t e n o g r a p h e r s , s e n i o r ....................... 1*7 135 1 1 A 94 (61 103S T E N O G R A P H E R S . G E N E R A L .................... ( 6 ) C A) 133 <6> (61 121 133T R A N S C R I B I N G - M a C H I N E T Y P I S T S . . (& ) 1 A3 123 11 A 11 8 115 ( 6 ) 13 3T Y P I S T S . C L A S S A ..................................... 161 1A2 11 8 118 12 8 106 13 8 109 13 3T Y P I S T S . C L A S S « ..................................... 16 5 166 1 A 1 132 11 5 126 in 12 3 123 133F I L E C L E R K S , C L A S S R.......................... 167 1A1 133 12A 128 125 115 113 13 2 96 10 0F I L E C L E R K S . C L A S S C.......................... 1 ft 9 163 1 A6 138 113 132 (61 120 126 13 7 (61 10 0

M E S S E N G E R S ..................................................... 18 5 167 1 *7 135 132 13A (61 (61 1 2 2 1 0 A 116 99 100S U I T C H R O A R } O P E R A T O R S ....................... 159 137 1 1 A 135 93 138 (61 96 88 (61 89 81 79 t o oSWITCHBOARD O P E R A T O R -

R E C E P T I O N I S T S .......................................... 161 l A5 125 112 11 5 133 (61 ( 6 ) 99 97 ( 6 ) 88 83 100 13 3ORDER C L E R K S . C L A S S B ....................... 159 (61 121 ( 6 ) (6 ) (61 ( 6 ) 138 (6 1 91 (6 1 83 (61 110 92 100ACC OUNTI NG C L E R K S . C L A S S A . . . . 1 2 7 113 101 94 9 S 82 77 83 82 73 7A 69 70 83 96 88 100

ACC OUNTI NG C L E R K S . C L A S S B. . . . 161 1A1 123 117 11 3 1 34 (61 137 1 0 0 97 94 89 96 100 131 1 0 A 123 13 0

P A Y R O L L C L E R K S .......................................... 130 112 103 131 92 87 (61 86 88 87 86 72 78 91 88 84 108 86 103

KEY F.NTRY O P E R A T O R S . C L A S S A . . 1 A 6 122 10A 107 11 3 96 84 9 S 87 7A 87 73 80 97 94 ( 61 112 89 136 100

KEY EN TRY O P E R A T O R S . C L A S S B . . 15A 13A 123 116 11 7 1 1 8 97 137 99 92 98 83 89 111 97 92 1 28 103 121 122 130

Pro fess iona l and technical occupation being compared—

Computer systems analysts (business) Computer programmers (business) Computer operators Drafters Electronics technicians

g"

Class A Class B Class A Class B Class C Class A Class B Class C Class A Class B Class C Class A Class B

COMPUTER S Y S T E M S A N A LY S T S( B U S I N E S S ) . C L A S S A.......................... 13 3

COMPU TER S Y S T E M S A N A L Y S T S( B U S I N E S S ) . C L A S S B .......................... 121 103

COMPUTER PROGRAMMERS( B U S I N E S S ) . C L A S S A.......................... 1 2 5 ( 6 ) 130

COMPUTER PROGRAMMERS( B U S I N E S S ) . C L A S S 8 .......................... 1 68 ( 6 ) 123 1 3 0

COMPUTER PROGRAMMERS( B U S I N E S S ) . C L A S S C.......................... 158 ( 6 ) ( 6 ) 12* 100

COMPUTER O P E R A T O R S . C L A S S A . . . 1 5 8 (61 126 13 * 91 103COMPUTER O P E R A T O R S . C L A S S 8 . . . 212 169 123 11 2 107 112 13 3COMPUTER O P E R A T O R S , C L A S S C . . . 2 4 6 196 ( 6 ) 120 132 13* 11 9 103O R A F T E P S , C L A S S A .................................. 1 31 112 133 84 7 ! 89 83 6* 100

D R A F T E R S . Cl A SS B .................................. 1 5 9 135 ( 6 ) ( 6 ) 87 101 91 78 123 100

D R A F T E R S . C L A S S C .................................. 1 9 6 169 137 110 116 11 6 1 J6 98 1*3 12 6 133E L E C T R O N I C S T E C H N I C I A N S .

C L A S S A ........................................................... (61 ( 6 ) 135 ( 6 ) ( 6 ) (6 > (61 ( 6 ) 99 10 0 7* 133E L E C T R O N I C S T E C H N I C I A N S .

C L A S S 8 ........................................................... (61 ( 6 ) (61 ( 6) ( 6 ) ( 6 ) 76 76 i i * 11 0 89 108 100

R E G I S T E R E D I N D U S T R I A L N U R S E S . . 1 53 (61 113 97 81 106 96 83 118 102 88 ( 6 ) ( 6 ) 130

See footnote at end of tables.

NOTE: Tab les A -8 and A -9 present the average pay relationship between pairs of occupations within establishments, above in the heading a re 22 percent grea ter than earnings for the occupation d irectly to the le ft in the stub. S im ilarly , a below earnings fo r the occupation in the stub.

See appendix A fo r method o f computation.

For example, a value of 122 indicates that earnings fo r the occupation d irectly value of 85 indicates earnings fo r the occupation in the heading are 15 percent


Table A-9. Average pay relationships within establishments for blue-collar occupations, Dayton, Ohio, December 1979

M a in t e n a n c e , :o o lr o o m , and p o w e r p la n t o c c u p a t io n b e in g c o m p a r e d —

O c c u p a t io n w h ic h e q u a ls 100

Carpenters Electricians Painters Machinists Pipefitters MillwrightsMachine-tool Stationary

engineersBoiler tenders

Machinery Motor vehiclesworkers operators

(toolroom) makers

M I N T E N a N C E C A R P E N T E R S ....................M AIN TE N AN CE E L E C T R I C I A N S ............... 10 0

10 0 9R

1919P

100( 6 )MAINTE NAN CE M A C H I N I S T S . . ............... 1 0 0

MAINTE NAN CE M E CH AN IC SOR 99

m a i n t e n a n c e M E CH AN IC Si n1 00

101101

9999

193199MAIN TE NAN CE P I P E F I T T E R S ..................

MAIN TE NAN CE s h e e t - m e t a l102 u j 190

WORKERS.......................................................... 100 101 100 100 102 100 100 10 0M I L L W R I G H T S ..................................................m a c h i n e - t o o l OP E RA TOR S

100 101 100 ( 6 ) 1 02 190 ion 100 100

(T O O L R O O M ) .................................................. 99 l 99 98 ( 6 ) 101 99 99 99 99 1 77TOOL ANO D I F M A K ERS ............................ 97 98 97 97 99 97 98 97 97 99 I D ?S T A T IO N A R Y E N G I N E E R S .......................... l o o 1 02 98 19a 101 99 99 99 100 i ->i 1 7 3 10'JB O I LE R T E N D E R S .......................................... 19 9 1 0 9 108 1 0 7 102 104 10R ( 6 ) ( 6 ) ( 6 ) ( A ) ( 6 ) 1 7 7

M a t e r i a l m o v e m e n t and c u s to d ia l o c c u p a t io n b e in g c o m p a r e d —

T ruck drivers

Shippers ReceiversShippers and

W a rehousemen Order fillers Shipping packersMaterial handling

Forklift operators Guards, class BJanitors, porters,

receivers laborers and cleanersLight truck Medium truck T ractor-trailer

T R U C K O R I V E R S . L I S H T T R U C K ............ 100TR U C K O R I V ER S * MEDIUM T R U C K . . . . ( 6 ) 10 0T R U C K O R I V E R S . T R A C T O R - T R A I L E R . ( A ) ( 6 ) 100S H I P P E R S ........................................................... ( 6 ) 93 ( A ) 100R E C E I V E R S ........................................................ ( 6 ) 12 2 ( 6 ) 10 8 100S H I P P E R S AND R E C E I V E R S .................... 89 97 109 ( 6 ) (6 1 100WAREHOUSEMEN............................................... 104 101 104 ( 6 ) ( 6 ) 101 i o nORDER F I L L E R S ............................................. ( A ) ( 6 ) ( 6 ) <61 ( A ) ( 6 ) ( 6 ) 100S H I P P I N G P A C K E R S ..................................... ( A ) 99 107 132 136 <6 ) 1 2 2 1 23 n oM A T E R IA L HAN DL ING L A B O R E R S . . . . f M 13 3 134 ( 6 ) i n <6 ) (6 ) ( 6 ) <61 n oF O R K L I F T O P E R A T O R S ............................... < A) 17 9 106 93 101 112 (6 1 ( 6 ) 100 97 19 96 U A R D S . C L A S S B .......................................J A N I T O R S . P O R T E R S . AND

108 11 4 ( A ) 102 1 18 106 (6 1 169 ( 6 ) 1 >1 17 2 177

C L E A N E R S ........................................................ 105 12 2 137 108 108 1 1 6 111 114 1 )6 1 )8 1 1 7 U S 1 DO

See footnote at end of tables.

NOTE: Tables A -8 and A -9 present the average pay relationship between pairs of occupations within establishments. For d irectly above in the heading are 22 percent grea ter than earnings fo r the occupation d irec tly to the le ft in the stub. S im ilarly, are 15 percent below earnings fo r the occupation in the stub.

See appendix A fo r method of computation.

example, a value of 122 indicates that earnings fo r a value of 85 indicates earnings fo r the occupation

the occupation in the heading


Footnotes

1 Standard hours r e f le c t the workweek fo r which em ployees rece iv e th e ir regu la r s t ra igh t- t im e sa la r ie s (exc lusive of pay fo r o v e r t im e at regu la r and/or p rem iu m ra te s ) , and the earnings correspond to these w eek ly hours.

2 The m ean is computed fo r each job by totaling the earnings of allw o rk e rs and div id ing by the number of w orkers . The median designates pos it ion— half o f the w o rk e rs r e c e iv e the same o r m ore and ha lf r ec e iv e the sam e o r le ss than the rate shown. The m iddle range is defined by two rates o f pay: a fourth of the w o rk e rs earn the same or less than the low ero f these rates and a fourth earn the same o r m ore than the h igher rate.

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

4 Excludes p rem ium pay fo r o ve r t im e and fo r work on weekends, holidays, and late shifts.

3 Estim ates fo r per iods ending p r io r to 1976 relate to men only fo r sk il led maintenance and unskilled plant w o rk e rs . A l l other estimates relate to men and women.

6 Data do not m eet publication c r i t e r ia o r data not available.



Appendix A.Scope and Method of Survey

In each of the 72 1 areas currently surveyed, the Bureau obtains wages and related benefits data from representative establishments within six broad industry divisions: Manufacturing; transportation, communication,and other public utilities; wholesale trade; retail trade; finance, insurance, and real estate; and services. Government operations and the construction and extractive industries are excluded. Establishments having fewer than a prescribed number of workers are also excluded because of insufficient employment in the occupations studied. Appendix table 1 shows the number of establishments and workers estimated to Ve within the scope of this survey, as well as the number actually studied.

Bureau field representatives obtain data by personal visits at 3 -year intervals. In each of the two intervening years, information on employment and occupational earnings only is collected by a combination of personal visit, mail questionnaire, and telephone interview from establishments participating in the previous survey.

A sample of the establishments in the scope of the survey is selected for study prior to each personal visit survey. This sample, less establishments which go out of business or are no longer within the industrial scope of the survey, is retained for the following two annual surveys. In most cases, establishments new to the area are not considered in the scope of the survey until the selection of a sample for a personal visit survey.

The sampling procedures involve detailed stratification of all establishments within the scope of an individual area survey by industry and number of employees. From this stratified universe a probability sample is selected, with each establishment having a predetermined chance of selection. To obtain optimum accuracy at minimum cost, a greater proportion of large than small establishments is selected. When data are combined, each establishment is weighted according to its probability of selection so that unbiased estimates are generated. For example, if one out of four establishments is selected, it is given a weight of 4 to represent itself plus three others. An alternate of the same original probability is chosen in the same industry-size classification if data are not available from the original sample member. If no suitable substitute is available, additional weight is assigned to a sample member that is similar to the missing unit.Occupations and earnings

Occupations selected for study are common to a variety of manufacturing and nonmanufacturing industries, and are of the following types; (1) Office clerical; (2) professional and technical; (3) maintenance, toolroom,

1 Included in the 72 areas are 2 studies conducted by the Bureau under contract. These areas are Akron, Ohio and Poughkeepsie—Kingston—Newburgh, N .Y . In addition, the Bureau conducts more lim ited area studies in approximately 100 areas at the request of the Employment Standards Administration of the U. S. Department of Labor.

and powerplant; and (4) material movement and custodial. Occupational classification is based on a uniform set of job descriptions designed to take account of interestablishment variation in duties within the same job. Occupations selected for study are listed and described in appendix B.

Unless otherwise indicated, the earnings data following the job titles are for all industries combined. Earnings data for some of the occupations listed and described, or for some industry divisions within the scope of the survey, are not presented in the A-series tables because either (1) employment in the occupation is too small to provide enough data to merit presentation, or (2) there is possibility of disclosure of individual establishment data. Separate men's and women's earnings data are not presented when the number of workers not identified by sex is 20 percent or more of the men or women identified in an occupation. Earnings data not shown separately for industry divisions are included in data for all industries combined. Likewise, for occupations with more than one level, data are included in the overall classification when a subclassification is not shown or information to subclassify is not available.

Occupational employment and earnings data are shown for full-time workers, i.e., those hired to work a regular weekly schedule. Earnings data exclude premium pay for overtime and for work on weekends, holidays, and late shifts. Nonproduction bonuses are excluded, but cost-of-living allowances and incentive bonuses are included. Weekly hours for office clerical and professional and technical occupations refer to the standard workweek (rounded to the nearest half hour) for which employees receive regular straight-time salaries (exclusive of pay for overtime at regular and/or premium rates). Average weekly earnings for these occupations are rounded to the nearest half dollar. Vertical lines within the distribution of workers on some A-tables indicate a change in the size of the class intervals.

These surveys measure the level of occupational earnings in an area at a particular time. Comparisons of individual occupational averages over time may not reflect expected wage changes. The averages for individual jobs are affected by changes in wages and employment patterns. For example, proportions of workers employed by high- or low-wage firms may change, or high-wage workers may advance to better jobs and be replaced by new workers at lower rates. Such shifts in employment could decrease an occupational average even though most establishments in an area increase wages during the year. Changes in earnings of occupational groups, shown in table A -7, are better indicators of wage trends than are earnings changes for individual jobs within the groups.

Average earnings reflect composite, areawide estimates. Industries and establishments differ in pay level and job staffing, and thus contribute differently to the estimates for each job. Pay averages may fail to reflect accurately the wage differential among jobs in individual establishments.Digitized for FRASER

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A v e ra g e pay le v e ls fo r men and wom en in se lec ted occupations should not be assumed to r e f le c t d i f fe rences in pay of the sexes within individual establishments. F ac to rs which m ay contribute to d i f fe rences include p r o g ress ion within estab lished rate ranges (on ly the rates paid incumbents are co l lec ted ) and pe r fo rm an ce of spec i f ic duties within the genera l su rvey job descr iptions. Job descr ip t ions used to c la s s i fy em p loyees in these surveys usually are m o re g en e ra l iz ed than those used in individual establishments and al low fo r m inor d i f fe ren ces among establishments in spec if ic duties perform ed .

Occupational employm ent est im ates rep resen t the total in a l l e s tab lishments within the scope of the study and not the number actually surveyed. Because occupational structures among establishments d i f fe r , es timates of occupational em p loym ent obtained f r o m the sample of establishments studied s e rve only to indicate the r e la t iv e im portance of the jobs studied. These d if ferences in occupational structure do not a f fe c t m a te r ia l ly the accuracy of the earnings data.

Wage trends fo r se lec ted occupational g roups

The percent in c reases p resented in table A -7 a re based on changes in ave rage hourly earnings of m en and wom en in establishments report ing the trend jobs in both the current and prev ious y ea r (matched establishments). The data a re adjusted to r em o ve the e f fec ts on a ve ra ge earnings o f em p lo y ment shifts among estab lishments and turnover of estab lishments included in survey sam ples. The percent in c reases , how ever , a re s t i l l a f fec ted by factors other than wage inc reases . H ir ings , layo f fs , and turnover m ay a ffect an establishment a ve ra ge fo r an occupation when w o rk e rs are paid under plans providing a range of wage rates fo r individual jobs. In periods of increased h ir ing , for exam ple , new em ployees m ay enter at the bottom of the range, depressing the a ve ra ge without a change in wage rates.

The percen t changes re la te to wage changes between the indicated dates. When the t im e span between surveys is other than 12 months, annual rates a re a lso shown, ( i t is assum ed that wages in c rease at a constant rate between su rveys . )

Occupations used to compute wage trends a re :

O ff ice c l e r i c a l

S ec re ta r ie s S tenographers , sen ior Stenographers , gen e ra l T yp is ts , c lasses A and B F i le c le rk s , c lasses A ,

B , and C Mess enger s Switchboard opera tors O rder c le rk s , c lasses

A and BAccounting c le rk s ,

c lasses A and B P a y ro l l c le rks Key entry op era to rs ,

c lasses A and B

E lec t ron ic data p rocess in g

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

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

E lec t ron ic data p rocess ing— Continued

Com puter opera tors , c lasses A , B, and C

Industr ia l nurses

R e g is te r ed industr ia l nurses

Sk il led maintenance

C arpentersE lec t r ic ian sPa in tersMachin istsMechanics (m ach inery ) Mechanics (m o to r v eh ic le ) P ip e f i t t e r s T o o l and die m akers

Unsk il led plant

Janitors , p o r te rs , and c leaners

M a te r ia l handling lab o re rs

P e rcen t changes fo r individual areas in the p ro g ram are computed as fo l l o w s :

1. A v e ra ge earnings are computed fo r each occupation fo r the 2 years being compared. The ave ra ges are d e r ived f r o m earnings in those estab lishments which a re in the survey both yea rs ; it is assum ed that employm ent remains unchanged.

2. Each occupation is ass igned a weight based on its p r o portionate employment in the occupational group in the base year.

3. These weights are used to compute group averages .Each occupation's average earnings (computed in step 1) is multiplied by its weight. The products a re totaled to obtain a group average.

4. The ratio of group ave rages fo r 2 consecutive yea rs is computed by dividing the a ve ra ge fo r the current y ea r by the average fo r the e a r l ie r yea r . The resu lt— expressed as a percent— less 100 is the percen t change.

F o r a m ore detailed descr ip t ion of the method used to compute these wage trends, see " Im prov in g A re a W age Survey In d ex es , " Monthly Labor R ev iew , January 1973, pp. 52-57.

A v e ra g e pay relationships within establishments

R e la t ive m easures of occupational pay a re p resented in table A - 8 fo r w h ite -co l la r occupations and in table A - 9 fo r b lu e -c o l la r occupations. These r e la t iv e values r e f le c t d i f fe rences in pay between occupations within individual establishments. Re la t ive pay values a re computed by dividing an estab lishm ent 's average earnings fo r an occupation being com pared by the a ve ra ge fo r another occupation (designated as 100) and multip ly ing the quotient by 100. F o r example, i f janitors in a f i r m ave ra ge $4 an hour and fo rk l i f t operators $5, fo rk l i f t operators have a r e la t iv e pay value of 125 com pared with jan itors . ($5 -5- $4 = 1.25, x 100 = 125.) In combining the re la t iv es of the individual establishments to a r r i v e at an o v e ra l l a ve ra ge , each es tab l ish ment is considered to have as many r e la t iv e s as it has weighted w o rke rs in the two jobs being compared.

Pay relationships based on o v e r a l l a ve ra ges m ay d i f fe r cons iderab ly because of the varying contribution o f high- and low -w age estab lishments to the ave rages . F or example, the o v e ra l l a ve ra ge hourly earnings fo r fo rk l i f t opera tors m ay be 50 percent m ore than the a ve ra ge fo r jan itors because the a ve ra ge fo r fork l i f t operators m ay be s trong ly influenced by earnings in h igh-wage establishments while the a ve ra ge fo r jan itors m ay be s trong ly influenced by earnings in low -w age estab lishm ents. In such a case , the in tra-estab lishm ent relationship w i l l ind icate a much sm a l le r d i f fe ren ce in earnings.

Establishment practices and supplementary wage provisions

Tabulations on se lected estab lishm ent p rac t ices and supplementary wage p rov is ions (B - s e r ie s tab les ) a re not presen ted in this bulletin. In fo rm a tion fo r these tabulations is co l lec ted at 3 -y ea r in terva ls . T h ese tabulations on m in im um entrance sa lar ies fo r in exper ienced o f f ic e w o rk e rs ; shift d i f f e r entia ls; scheduled w eek ly hours and days; paid holidays; paid vacations; and health, insurance, and pension plans a r e presen ted (in the B - s e r i e s tab les ) in prev ious bulletins fo r this area.Digitized for FRASER

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Appendix table 1. Establishments and workers within scope of survey and number studied, Dayton, O h io ,1 December 1979

MinimumNumber o f establishments W orkers in establishments

Industry d iv is ion 2employment in establish- Within scope

o f study3

Within scope o f study4

ments in scope o f study

StudiedNumber Percen t

Studied

A L L I N DU ST RY D I V I S I O N S --------------------------------------- 561 127 1 4 6 , 9 0 1 10 0 8 9 , 2 4 9

MA NU FA CTUR IN G --------------------------------------------------------------- 50 21 9 46 8 5 , 0 9 5 58 5 6 , 9 2 6NONMANU FACTUR ING ---------------------------------------------------------

T R A N S P O R T A T I O N , C O M M U NIC ATION, AND” 342 81 6 1 , 8 1 6 42 3 2 , 3 2 3

OTHER P U B L I C U T I L I T I E S 5 ------------------------------------- ■50 27 12 9 , 2 4 7 6 7 , 375W HO LESALE TRADE 6 ----------------------------------------------------- 50 51 8 5 , 4 2 8 4 96 4R E T A I L T R A D E 6 ----------------------------------------------------------- 50 16 6 20 3 0 , 7 1 3 21 1 3 , 82CF I N A N C E , I N S U R A N C E , AND REAL E S T A T E 6 ------------- 50 25 8 5 , 7 8 9 4 4 , 1 9 7S E R V I C E S 6 7------------------------------------------------------------------- 50 73 33 1 0 , 6 3 9 7 5 , 967

finance, auto repa ir service, and motion picture theaters are considered as one establishment.

4 Includes a ll workers in a ll establishments with total employment (within the area) at or above the minimum lim itation.

5 Abbreviated to "public u tilities" in the A -s e r ie s tables. Taxicabs and serv ices incidental to water transportation are excluded. Dayton' s transit system is municipally owned and therefore excluded from the scope o f the survey.

6 Separate data fo r this d ivision are not presented in the A -s e r ie s tables, but the d ivision is represented in the "a l l industries" and "nonmanufacturing" estimates.

7 Hotels and m otels; laundries and other personal serv ices ; business serv ices ; automobile repair, rental, and parking; motion p ictures; nonprofit membership organizations (excluding religious and charitable organizations); and engineering and architectural services .

1 The Dayton Standard M etropolitan Statistical A rea, as defined by the Office of Management and Budget through February 1974, consists of Greene, Miami, Montgom ery, and P reb le Counties. The "w orkers within scope o f study" estimates provide a reasonably accurate description of the size and composition of the labor fo rce included in the survey. Estimates are not intended, however, fo r comparison with other statistica l series to measure employment trends or leve ls since (1) planning o f wage surveys requires establishment data com piled considerably in advance of the payro ll period studied, and (2) sm all establishments are excluded from the scope o f the survey.

2 The 1972 edition of the Standard Industrial C lassification Manual was used in c lassify ing establishments by industry division. A l l government operations are excluded from the scope of the survey.

3 Includes a ll establishments with total employment at or above the minimum lim itation. A l l outlets (within the area) o f companies in industries such as trade,



Appendix B.OccupationalDescriptions

The primary purpose of preparing job descriptions for the Bureau's wage surveys is to assist its field representatives 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 grouping occupational wage rates representing comparable job content. Because of this emphasis on interestablishment and interarea comparability of occupational content, the Bureau's job descriptions may differ significantly from those in use in individual establishments or those prepared for other purposes. In applying these job descriptions, the Bureau's field representatives are instructed to exclude working supervisors; apprentices; and part- time, temporary, and probationary workers. Handicapped workers whose earnings are reduced because of their handicap are also excluded. Learners, beginners, and trainees, unless specifically included in the job descriptions, are excluded.

Office

SECRETARY

Assigned as a personal secretary, normally to one individual. Maintains a close and highly responsive relationship to the day-to-day activities of the supervisor. Works fairly independently receiving a minimum of detailed supervision and guidance. Performs varied clerical and secretarial duties requiring a knowledge of office routine and understanding of the organization, programs, and procedures related to the work of the supervisor.

Exclusions. Not all positions that are titled "secretary" possess the above characteristics. Examples of positions which are excluded from the definition are as follows:

a. Positions which do not meet 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. Assist ant-type positions which entail more difficult or more responsible technical, administrative, or supervisory duties which are not typical of secretarial work, e.g., Administrative Assistant, or Executive Assistant:

21

SECRETARY— Continued

Exclusions— ContixA.~v.vI

e. Positions which do not fit any of the situations listed in the sections below titled "Level of Supervisor," e.g., secretary to the president of a company that employs, in all, over 5,000 persons;

f. Trainees.

Classification by Level

Secretary jobs which meet the required characteristics are matched at one of five levels according to (a) the level of the secretary's supervisor within the company's organizational structure and, (b) the level of the secretary's responsibility. The tabulation following the explanations of these two factors indicates the level of the secretary for each combination of the factors.

Level of Secretary's Supervisor (LS)

a. Secretary to the supervisor or head of a small organizational unit (e.g., fewer than about 25 or 30 persons); or

LS—1



Classif icat ion by L e v e l— Continued

b. S ec re ta ry to a nonsuperv isory staff spec ia l is t , p ro fess iona l em p loyee , adm in is tra t ive o f f ic e r or assistant, sk i l led technician or expert . (NOTE : Many companies a s s i g n s tenographers, ra ther than s e c r e ta r ie s as descr ibed above, to this le v e l o f su pe rv iso ry or nonsuperv isory w o rk e r . )

LS—2 a. S e c re ta ry to an executive or m anager ia l person whose r espon s ib i l i ty is not equivalent to one o f the spec i f ic le v e l situations in the defin ition for LS—3, but whose organ iza tiona l unit no rm ally numbers at least s e ve ra l dozen em ployees and is usually divided into organ iza tiona l segments which are often, in turn, further subdivided. In some companies, this le v e l includes a w ide range o f organ iza tiona l echelons; in others, only one or two; or

b. S e c re ta ry to the head of an individual plant, fa c tory , etc . , (or other equivalent le v e l o f o f f ic ia l ) that em p loys , in a ll , fewer than 5,000 persons.

LS—3 a. S e c re ta ry to the chairman o f the board or pres ident o f a company that em p loys , in a ll , few er than 100 persons; or

b. S e c re ta ry to a corporate o f f i c e r (other than chairman of the board or p res ident) o f a company that em p loys , in all , o ver 100 but few er than 5, 000 persons; or

c. S e c r e ta ry to the head ( im m ed ia te ly be low the o f f i c e r l e v e l ) over e ither a m a jo r corporatew ide functional act iv ity (e .g . , m arketing, r e s ea rch , operations, industr ia l re la t ions , e tc . ) or a m a jor geograph ic or o rgan iza tiona l segment (e .g . , a reg ion a l headquarte r s ; a m a jo r d iv is ion ) o f a company that em p loys , in a ll , over 5, 000 but few er than 25, 000 em ployees ; or

d. S e c re ta ry to the head of an individual plant, fa c tory , etc . , (or other equivalent le v e l of o f f ic ia l ) that em ploys , in all, over 5,000 persons; or

e. S e c re ta ry to the head o f a la rge and important organ iza tiona l segment (e .g . , a m iddle management su perv isor o f an o rg an izat ional segment often involving as many as s e v e ra l hundred persons ) o f a company that em ploys , in a ll , o ve r 25,000 persons.

LS—4 a. S e c re ta ry to the chairman of the board or p res ident of a company that em p loys , in a ll , o ve r 100 but few er than 5,000 persons; or

b. S e c re ta ry to a corporate o f f ic e r (other than the chairman of the board or pres iden t ) o f a company that em p loys , in a l l , o v e r 5,000 but few er than 25,000 persons; or

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


Classif ica t ion by L e v e l— Continued

NOTE: The t e r m "corpora te o f f i c e r " used in the above LS definitionr e fe r s to those o ff ic ia ls who have a signif icant corpora tew ide policymaking ro le with rega rd to m ajor company ac t iv i t ies . The t i t le "v i c e p r e s id en t , " though norm ally indicative of this ro le , does not in a l l cases identify such positions. V ic e presidents whose p r im a ry respon s ib i l i t y is to act persona lly on individual cases or transactions (e .g . , approve or deny individual loan or cred it actions; administer individual trust accounts; d irec t ly superv ise a c l e r i c a l staff ) are not considered to be " c o rp o ra te o f f i c e r s " for purposes o f applying the definition.

L e v e l o f S ec re ta ry 's Responsib i l i ty (L R )

This factor evaluates the nature of the work re la tionsh ip between the s ec re ta ry and the superv isor , and the extent to which the s e c r e ta r y is expected to exe rc is e init iative and judgment. S ec re ta r ie s should be matched at LR—1 or LR —2 described below accord ing to their le v e l o f respons ib i l i ty .

LR —1. P e r fo rm s var ied s e c r e ta r ia l duties including or com parable to m ost of the following:

a. Answers te lephones, g reets persona l c a l le r s , and opens in coming m ail.

b. Answers telephone requests which have standard answers . May rep ly to requests by sending a fo rm le t te r .

c. Rev iews correspondence, m em oranda , and reports p repared by others for the su perv isor 's signature to ensure p rocedura l and typograph ica l accuracy.

d. Maintains superv isor 's calendar and makes appointments as instructed.

e. T ypes , takes and transcr ibes dictation, and f i le s .

LR —2. P e r fo rm s duties descr ibed under LR —1 and, in addition per fo rm s tasks requiring g rea te r judgment, in it ia t ive , and know ledge of o f f ice functions including or com parable to m ost of the following:

a. Screens telephone and persona l c a l le r s , determ in ing which can be handled by the su pe rv iso r 's subordinates or other o f f ic es .

b. Answers requests which r eq u ire a deta iled knowledge o f o f f ic e procedures or co l lec t ion o f in fo rm ation f ro m f i le s or other o f f ices . May sign routine correspondence in own or su perv iso r 's name.

c. Compiles or assists in com pil ing p e r io d ic reports on the basis o f genera l instructions.



d. Schedules tentative appointments without p r io r c learance . A s sem bles n e c e s sa ry background m ate r ia l fo r scheduled m eetings. Makes arrangem ents for meetings and conferences.

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

The fo l low ing tabulation shows the le v e l of the s ec re ta ry fo r each LS and LR combination.

R eve l of S ecretary 's Responsib ility (LR —2)— Continued

L e v e l o f s e c r e ta r y 's ______su p e rv iso r______

LS—1__LS—2__LS—3__LS-4__.

L e v e l o f s e c re ta ry 's respons ib i l i ty

LR—1 LR—2

Class E Class DClass D Class CClass C Class BClass B Class A

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

P r im a r y duty is to take dictation using shorthand, and to transcr ibe the dictation. M ay also type f r o m written copy. May operate f r o m a stenograph ic poo l. M ay o ccas ion a l ly t ranscr ibe f rom voice reco rd ings ( i f p r im ary duty is tran sc r ib in g f r o m reco rd in gs , see T ranscr ib ing-M ach ine Typ is t ) .

N O T E : This job is distinguished f ro m that o f a s e c re ta ry in that as e c r e ta r y n o rm a l ly w orks in a confidential relationship with only one m anager or execu tive and p e r fo rm s m ore responsible and d iscre t ion ary tasks as d esc r ib ed in the s e c r e ta r y job definit ion.

Stenographer, Senior. D ictation involves a va r ied technica l or spec ia l iz ed vocabu lary such as in le ga l b r ie fs or reports on sc ientif ic research . May a lso set up and maintain f i l e s , keep reco rds , etc.

OR

P e r fo r m s stenographic duties requiring sign if icantly g rea te r independence and resp on s ib i l i t y than stenographer, genera l, as evidenced by the fo l low ing : W ork req u ires a high degree of stenographic speed and accuracy;a thorough work ing knowledge of genera l business and off ice procedure; and of the spec i f ic business operations, organization, po l ic ies , procedures , f i le s , w o rk f low , etc. Uses this knowledge in perform ing stenographic duties and respons ib le c l e r i c a l tasks such as maintaining followup f i l e s ; assembling m a te r ia l fo r r ep o r ts , m em oranda , and le t te rs ; composing s imple le tters f r o m gen era l instructions; reading and routing incoming m ail ; and answering routine questions, etc.

Stenographer, Genera l. D ictation involves a normal routine vocabulary. May mainta in f i l e s , keep s im p le reco rds , or p e r fo rm other r e la t iv e ly routine c le r i c a l tasks.

TRANSCRIBING-MACHINE TYPIST

P r im a r y duty is to type copy of vo ice recorded dictation which does not invo lve var ied technica l or spec ia l ized vocabulary such as that used in lega l b r ie fs or reports on sc ientif ic research . M ay also type f rom written copy. M ay maintain f i l e s , keep s imple reco rds , or p e r fo rm other re la t ive ly routine c le r ic a l tasks. (See Stenographer definition fo r w orkers involved with shorthand dictation.)

T Y P IS T

Uses a typew r ite r to make copies of var ious m ater ia ls or to make out b i l ls a fter calculations have been made by another person. May include typing of s tenc ils , m ats, or s im i la r m ater ia ls fo r use in duplicating p ro c esses. M ay do c le r i c a l w ork involving l i t t le specia l training, such as keeping s imple records , f i l ing records and reports , or sorting and distributing incoming m ail .

C lass A . P e r fo r m s one o r m ore of the fo l lo w in g : Typing m ater ia lin f ina l f o rm when it invo lves combining m ate r ia l f ro m seve ra l sources; or respons ib i l i ty fo r c o r re c t spelling, syllabication, punctuation, etc., o f tech n ica l o r unusual words or fo re ign language m ate r ia l ; or planning layout and typing o f com plicated sta t is t ica l tables to maintain uniform ity and balance in spacing. M ay type routine fo rm le t te rs , varying details to suit c ircumstances.

C lass B . P e r fo r m s one or m ore of the fo l lo w ing: Copy typing fromrough o r c le a r dra fts; or routine typing of fo rm s , insurance polic ies , etc.; o r setting up s imple standard tabulations; or copying m ore com plex tables a lready set up and spaced p roper ly .

F IL E C L E R K

F i le s , c la ss i f ie s , and r e t r ie v e s m a te r ia l in an established filing system . M ay p e r fo rm c le r i c a l and manual tasks requ ired to maintain f i le s . Pos it ions a re c la ss i f ied into le ve ls on the basis o f the following definitions.

C lass A . C la ss i f ie s and indexes f i le m a te r ia l such as correspon dence, reports , technical documents, etc., in an established f i l ing system containing a number o f va r ied subject m atter f i le s . May also f i le this m a te r ia l . M ay keep reco rds of var ious types in conjunction with the f i les . M ay lead a small group o f low er le v e l f i le c le rks .

C lass B. Sorts, codes, and f i le s unclassif ied m ate r ia l by simple (subject m atte r ) headings o r pa r t ly c la ss i f ied m a te r ia l by f iner subheadings. P re p a re s s im ple rela ted index and c r o s s - r e fe r e n c e aids. As requested, locates c le a r ly identif ied m a te r ia l in f i le s and forwards m ate r ia l . May p e r fo r m rela ted c l e r i c a l tasks requ ired to maintain and se rv ice f i le s .

C lass C . P e r f o r m s routine f i l ing o f m a te r ia l that has a lready been c la ss i f ied o r which is e a s i ly c la ss i f ied in a s imple se r ia l c lass if icat ion sys tem (e .g . , a lphabetical, chronolog ica l, o r num erica l ) . As requested, locates rea d i ly ava ilab le m a te r ia l in f i le s and fo rw ards m ater ia ls ; and m ay f i l l out w ithdrawal charge. M ay p e r fo rm simple c l e r i c a l and manual tasks requ ired to maintain and s e rv ic e f i le s .


MESSENGER

P e r fo r m s various routine duties such as running e rrands , operating m inor o f f ice machines such as sea le rs or m a i l e r s , opening and distributing m a il , and other m inor c le r ic a l work. Exclude positions that req u ire o p e ra tion of a m otor veh ic le as a signif icant duty.

SW ITCHBOARD O P E R A T O R

Operates a telephone switchboard o r console used with a p r ivate branch exchange (P B X ) system to re la y incoming, outgoing, and in trasystem calls . May prov ide information to c a l le r s , reco rd and transm it m essages , keep reco rd of ca lls p laced and to l l charges. Bes ides operating a telephone switchboard or console, m ay also type o r p e r fo r m routine c le r ic a l work (typing or routine c le r ic a l w o rk m ay occupy the m a jo r portion o f the w o rk e r 's t im e, and is usually p e r fo rm ed while at the switchboard or console ). Chief or lead operators in establishments employing m ore than one operator are excluded. F o r an operator who also acts as a reception is t , see Switchboard Operator -Receptionist.

SW ITCHBOARD O P E R A T O R -R E C E P T IO N IS T

At a s ing le -pos it ion telephone switchboard o r console , acts both as an operator— see Switchboard Operator— and as a reception ist . Receptionist 's work involves such duties as g reet ing v is i to rs ; determ in ing nature o f v is itor 's business and provid ing appropriate information; r e f e r r in g v is i to r to app ro priate person in the organization or contacting that person by telephone and arranging an appointment; keeping a log o f v is i to rs .

ORDER C L E R K

R ece iv e s written or verba l cu s tom ers ' purchase o rd e rs fo r m ate r ia l or merchandise f r o m custom ers or sales people. W ork typ ica l ly involves some combination o f the fo l low ing duties: Quoting p r ic e s ; determ ining a v a i l ability of o rd e red items and suggesting substitutes, when necessa ry ; advising expected d e l iv e r y date and method o f de l ive ry ; reco rd ing o rder and customer information on o rder sheets; checking o rder sheets fo r accuracy and adequacy o f information recorded ; ascerta in ing cred it rating of customer; furnishing custom er with acknowledgement o f rece ip t o f o rd e r ; fo l low ing-up to see that o rd e r is d e l iv e red by the spec if ied date or to let customer know of a delay in d e l ive ry ; maintaining o rde r f i le ; checking shipping invoice against o r ig ina l o rder .

Exclude w o rk e rs paid on a com m iss ion basis or whose duties include any o f the fo l low in g : R ece iv ing o rd e rs for s e rv ic e s rather than form ater ia l or m erchandise; provid ing custom ers with consultative advice using knowledge gained f ro m engineering o r extensive techn ica l training; emphasizing se l l ing skil ls; handling m ate r ia l or m erchandise as an integra l part o f the job.

Pos it ions a re c la ss i f ied into le v e ls accord ing to the fo llow ing defin itions:

C lass A . Handles o rders that invo lve making judgments such as choosing which spec if ic product or m ate r ia l f r o m the estab lishm ent's product l ines w i l l sa t is fy the cus tom er 's needs, or determ in ing the p r ic e to be quoted when pric ing involves m ore than m e r e ly r e f e r r in g to a p r ic e l is t or making some s imple m athem atica l calculations.

24

ORDER CLERK— Continued

Class B. Handles o rd e rs invo lv ing item s which have rea d i ly id en t i f ied uses and applications. May r e f e r to a cata log, m anu fac tu rer 's manual, or s im i la r document to insdre that p ro p er item is supplied o r to v e r i f y p r ic e o f o rd ered item.

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

P e r fo r m s one or m ore accounting c le r i c a l tasks such as posting to reg is te rs and ledgers ; reconc il ing bank accounts; v e r i fy in g the internal con s is tency, com pleteness, and m athem atica l accu racy of accounting documents; ass ign ing p resc r ib ed accounting d istr ibution codes; examining and v e r i fy in g fo r c l e r i c a l accuracy various types o f r ep o r ts , l is ts , ca lcu lations, posting, etc.; or prepar ing s imple or assisting in p repa r in g m o re com plica ted journal vouchers. May work in either a manual o r automated accounting sys tem .

The work requ ires a knowledge o f c l e r i c a l methods and o f f ic e p r a c t ic e s and procedures which re la tes to the c le r i c a l p ro c es s in g and reco rd in g o f transactions and accounting in form ation. With exper ien ce , the w o rk e r typ ica l ly becomes fam i l ia r with the bookkeeping and accounting t e r m s and procedures used in the assigned work , but is not requ ired to have a knowledge o f the fo rm a l pr incip les of bookkeeping and accounting.

Posit ions are c lass i f ied into le v e ls on the basis o f the fo l low ing defin itions:

Class A. Under genera l superv is ion , p e r fo r m s accounting c l e r i c a l operations which requ ire the application o f e xper ien ce and judgment, fo r exam ple , c l e r ic a l ly p rocess ing com plica ted or nonrepet i t ive accounting t r a n s actions, se lecting among a substantial v a r ie t y o f p r e s c r ib e d accounting codes and c lass i f ica t ions , or trac ing transactions through prev ious accounting actions to determ ine source o f d iscrepan c ies . M ay be ass is ted by one or m ore c lass B accounting c le rks .

C lass B. Under c lose superv is ion , fo l low ing deta i led instructions and standardized procedures , p e r fo rm s one or m o re routine accounting c l e r ica l operations, such as posting to le d g e r s , ca rds , o r worksheets w h ere identif ication of items and locations o f postings a re c l e a r ly indicated; checking accuracy and com pleteness o f s tandard ized and r ep e t i t iv e reco rd s or accounting documents; and coding documents using a few p re s c r ib ed accounting codes.

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

Operates a bookkeeping machine (w ith or without a ty p ew r i t e r k e y board) to keep a reco rd o f business transactions .

Class A . Keeps a set o f r e c o rd s requ ir in g a knowledge o f and experience in basic bookkeeping p r in c ip les , and fa m i l ia r i t y with the structure o f the part icu lar accounting system used. D e te rm ines p ro p e r reco rd s and distribution o f debit and cred it items to be used in each phase o f the work . May p repare consolidated reports , balance sheets , and other re c o rd s by hand.

C lass B. Keeps a reco rd o f one o r m o re phases or sect ions o f a set o f reco rds usually requiring l i t t le knowledge o f basic bookkeeping. Phases or sections include accounts payab le , p a y ro l l , cu s tom ers ' accounts (not including a s imple type o f b i l l ing d esc r ib ed under machine b i l l e r ) ,


cost d istribution, expense distribution, inventory control, etc. May check or ass ist in preparation of t r ia l balances and prepare contro l sheets for the accounting department.

M AC H IN E B IL L E R

P rep a re s statements, b i l ls , and invoices on a machine other than an ord inary or e le c t ro m a t ic typew rite r . M ay also keep records as to b il l ings or shipping charges or p e r fo rm other c le r ic a l work incidental to b illing operations. F o r wage study purposes, machine b i l le rs a re c lass i f ied by type of machine, as fo l low s :

B i l l in g -m ach in e b i l l e r . Uses a special bil ling machine (combination typing and adding machine) to p repare bil ls and invoices f ro m custom ers ' purchase o rd e rs , in terna lly prepared orders , shipping m em oranda, etc. Usually invo lves application o f predeterm ined discounts and shipping charges and entry of n e c e s sa ry extensions, which may or may not be computed on the bil l ing machine, and totals which are automatically accumulated by machine. The operation usually involves a large number of carbon copies o f the b i l l being prepared and is often done on a fanfold machine.

Bookkeeping-m achine b i l le r . Uses a bookkeeping machine (with or without a ty p ew r i te r keyboard) to p repare custom ers ' b i l ls as part o f the accounts r e c e iv a b le operation. Genera lly involves the simultaneous entry of f igu res on custom ers ' ledger record. The machine automatically accumulates f igu res on a number o f v e r t ic a l columns and computes and usually prints autom atica lly the debit or cred it balances. Does not invo lve a knowledge of bookkeeping. W orks f r o m uniform and standard types of sales and cred it slips.

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

P e r fo r m s the c l e r i c a l tasks necessary to p rocess payro l ls and to maintain pay ro l l r eco rds . W o rk involves most of the fo llow ing: P rocess ingw o r k e r s ' t im e o r production records ; adjusting w o rk e rs ' records for changes in wage ra tes , supplementary benefits, or tax deductions; editing payro l l l is t ings against source reco rds ; tracing and correct ing e r r o r s in listings; and assisting in preparation of periodic summary payro l l reports . In a non- automated p ay ro l l system , computes wages. W ork may requ ire a p ract ica l knowledge o f governm enta l regulations, company payro l l po l icy , or the computer system fo r p rocess ing payro lls .

K E Y E N T R Y O P E R A T O R

Operates a keypunch machine to reco rd or v e r i f y alphabetic and/or numeric data on tabulating cards or on tape.

Pos it ions a re c la ss i f ied into leve ls on the basis of the following de f in it ions .

Class A . W ork requ ires the application of experience and judgment in se lecting p rocedures to be followed and in searching fo r , interpreting, se lec t ing, or coding items to be keypunched from a va r ie ty of source documents. On occas ion m ay also p e r fo rm some routine keypunch work. May tra in inexper ienced keypunch operators.

BOOKKEEPING -MACHINE O PER ATOR— Cont inued

Class B . W ork is routine and repe t i t iv e . Under close supervis ion or fo llow ing spec i f ic procedures or instructions, works f rom various standard ized source documents which have been coded, and follows specif ied procedures which have been p resc r ib ed in detail and requ ire l itt le or no se lecting, coding, or in terpret ing o f data to be recorded . R e fe rs to superv iso r prob lem s ar is ing f ro m erroneous i t e m s or codes or m iss ing information.

Professional and TechnicalC O M PU TE R SYSTEM S A N A L Y S T , BUSINESS

Analyzes business prob lem s to formulate procedures for solving them by use of e lec tron ic data p rocess ing equipment. Develops a complete descr iption o f all specif ications needed to enable p rog ram m ers to prepare requ ired digital computer p rog ram s . W ork invo lves most of the fo l low ing : Analyzes sub ject-m atter operations to be automated and identifies conditions and c r i t e r ia requ ired to achieve satis factory resu lts ; spec if ies number and types of r eco rds , f i l e s , and documents to be used; outlines actions to be p e r fo rm ed by personnel and computers in sufficient detail for presentation to management and for p rogram m ing (typ ica l ly this invo lves preparation of work and data f low charts); coordinates the development of test problems and partic ipates in t r i a l runs of new and re v is ed system s; and recommends equipment changes to obtain m ore e f fe c t iv e o v e ra l l operations. (NOTE: W orkers p e r fo rm ing both system s analysis and p rogram m ing should be c lass i f ied as system s analysts i f this is the sk il l used to determine their pay.)

Does not include em ployees p r im a r i ly responsible for the m anagement or supervis ion o f other e lec tron ic data p rocess ing employees , or s y s tem s analysts p r im a r i ly concerned with sc ien ti f ic or engineering problem s.

F o r wage study purposes, systems analysts are c lass if ied asfo l lo w s :

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

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

Class B . Works independently or under only genera l d irection on prob lem s that are r e la t iv e ly uncomplicated to analyze, plan, p rogram , and operate. P rob lem s are of l im ited com plex ity because sources of input data are homogeneous and the output data are c lose ly re la ted . (F o r example, develops system s for maintaining depositor accounts in a bank, maintaining accounts rece ivab le in a r e ta i l establishment, or maintaining inventory

KEY ENTRY OPERATOR— Continued


COMPUTER SYSTEMS AN A LYST , BUSINESS— Continued

accounts in a manufacturing or w h olesa le estab lishm ent, ) Confers with p e r sons concerned to determ ine the data p rocess in g prob lem s and advises sub ject-m atter personnel on the im plicat ions of the data p rocess ing systems to be applied.

OR

W orks on a segment o f a com plex data p rocess ing scheme or system , as desc r ibed for c lass A . W orks independently on routine ass ign ments and r e c e iv e s instruction and guidance on com plex assignments. W ork is rev iew ed for accuracy o f judgment, com pliance with instructions, and to insure proper alignment w ith the o v e r a l l system .

Class C . W orks under im m ed ia te superv is ion , ca r ry in g out analyses as assigned, usually o f a single act iv ity . Ass ignm ents are designed to develop and expand p ra c t ica l exper ien ce in the application o f p rocedures and skills requ ired for system s analysis work . F o r exam ple , m ay assist a higher le v e l system s analyst by p repar ing the deta iled specif icat ions requ ired by p ro gram m ers f r o m in form ation deve loped by the higher le v e l analyst.

C O M PU TE R P R O G R A M M E R , BUSINESS

Converts statements o f business p rob lem s , typ ica l ly p repared by a systems analyst, into a sequence o f detailed instructions which are requ ired to so lve the p rob lem s by automatic data p rocess ing equipment. Working f r o m charts or d iag ram s, the p ro g ra m m er develops the p re c is e instructions which, when entered into the computer sys tem in coded language, cause the manipulation o f data to achieve d es ired resu lts . W ork invo lves m ost o f the fo l low ing : Applies knowledge o f computer capab il it ies , m athem atics , log ic em ployed by computers, and part icu lar subject m atter invo lved to analyze charts and diagrams o f the p rob lem to be p rogram m ed ; develops sequence o f p ro g ram steps; w r ites detailed f low charts to show o rd e r in which data w i l l be p rocessed ; converts these charts to coded instructions for machine to fo l low ; tests and co r rec ts p ro g ram s ; p repares instructions for operating personnel during production run; analyzes, r e v ie w s , and a lters p rogram s to increase operating e f f ic ien cy or adapt to new requ irem en ts ; maintains reco rds of p rog ram developm ent and rev is ion s . (N O TE : W orke rs pe r fo rm in g bothsystems analysis and p rogram m in g should be c la ss i f ied as system s analysts i f this is the sk il l used to determ ine th e ir pay.)

Does not include em ployees p r im a r i l y respons ib le for the m anagement or superv is ion o f other e le c t ro n ic data p rocess ing em p loyees , or p r o g ram m ers p r im a r i ly concerned with sc ien t i f ic and/or eng ineering p rob lem s.

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

Class A . W orks independently or under only g en era l d irect ion on complex prob lem s which r eq u ire competence in all phases o f p rogram m in g concepts and p ra c t ices . W ork ing f r o m d iagram s and charts which identify the nature o f des ired resu lts , m a jo r p rocess in g steps to be accom plished, and the rela tionships between var ious steps o f the p rob lem solv ing routine; plans the fu l l range o f p rogram m in g actions needed to e f f ic ien t ly u til ize the computer sys tem in achiev ing d es ir ed end products.

At this l e v e l , p rog ram m in g is d ifficu lt because computer equipment must be organ ized to produce s e v e r a l in te r re la ted but d iv e rse products f r o m numerous and d iv e rse data e lem ents . A w ide v a r ie t y and extensive number of internal p rocess ing actions must occur. This req u ires such actions as development of common operations which can be reused , establishment of

COMPUTER PROGRAMMER, BUSINESS— Continued

l inkage points between operations, adjustments to data when p ro g ra m r e quirements exceed computer storage capacity , and substantial manipulation and resequencing o f data elements to f o r m a highly in tegrated program .

M ay provide functional d irec t ion to low er le v e l p ro g ra m m e rs who are ass igned to assist.

C lass B . Works independently or under only g en era l d irec t ion on r e la t iv e ly s imple p rogram s , or on s im p le segm ents of com plex p rogram s . P ro g ra m s (or segments) usually p rocess in fo rm ation to produce data in two or th ree v a r ied sequences or form ats . Reports and lis tings are produced by re f in ing , adapting, array ing, or making m inor additions to or deletions f ro m input data which are read i ly ava ilab le . While numerous r eco rd s m ay be p rocessed , the data have been re f ined in p r io r actions so that the accuracy and sequencing of data can be tested by using a few routine checks. T yp ica l ly , the p ro g ra m deals with routine recordkeep ing operations.

OR

W orks on complex program s (as d esc r ib ed fo r c lass A ) under c lose d irect ion of a higher le v e l p ro g ra m m er or su perv iso r . M ay ass is t higher le v e l p ro g ram m er by independently p e r fo rm in g less d ifficult tasks assigned, and p e r fo rm in g m ore difficult tasks under fa i r l y c lose direction.

M ay guide or instruct low er le v e l p ro g ra m m e rs .

C lass C . Makes pract ica l applications o f p rog ram m in g pract ices and concepts usually learned in fo rm a l tra in ing courses. Ass ignm ents are designed to develop competence in the application o f standard procedures to routine prob lem s. R ece iv es c lose superv is ion on new aspects o f assignments; and w ork is rev iew ed to v e r i f y its accuracy and con form ance with requ ired p ro c ed u re s .

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

Monitors and operates the con tro l console o f a d ig ita l computer to p rocess data according to operating instructions, usually p repared by a p ro g ra m m er . Work includes most of the fo l lo w in g : Studies instructions todeterm ine equipment setup and operations; loads equipment with requ ired items (tape r ee ls , cards, etc . ) ; switches n e c e s sa ry aux i l ia ry equipment into c ircu it , and starts and operates computer; m akes adjustments to computer to co r re c t operating prob lem s and m eet spec ia l conditions; re v iew s e r r o r s made during operation and determ ines cause or r e f e r s p ro b lem to superv isor or p ro g ra m m er ; and maintains operating r e co rd s . May test and assist in co r rec t in g program .

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

C lass A . Operates independently, or under only genera l d irect ion , a computer running p rogram s with m os t of the fo l low ing ch a rac te r is t ic s : New p ro gram s are frequently tested and introduced; scheduling requ irem ents are of c r i t ica l importance to m in im ize downtime; the p rogram s are o f com plex design so that identif ication o f e r r o r source often requ ires a work ing knowledge o f the total p rogram , and a lternate p ro g ram s m ay not be availab le . May g ive d irection and guidance to low er l e v e l opera tors .

C lass B . Operates independently, or under only g en era l d irect ion , a computer running program s with m ost o f the fo l low ing charac ter is t ics : Most o f the program s are established production runs, typ ica l ly run on a r eg u la r ly recu rr ing basis; there is l i t t le or no testing o f new p rogram s


COMPUTER O PERATO R— Continued

requ ired ; alternate p rog ram s are provided in case o r ig ina l p ro g ram needs m a jo r change or cannot be co r re c ted within a reasonably short t im e . In com mon e r r o r s ituations, diagnoses cause and takes c o r re c t iv e action. This usually invo lves applying p rev iou s ly p rogram m ed co r rec t iv e steps, or using standard co r rec t io n techniques.

OR

O perates under d ire c t supervis ion a computer running p rogram s or segm ents o f p ro g ra m s with the charac ter is t ics descr ibed fo r c lass A . M ay ass is t a higher l e v e l opera tor by independently per fo rm ing less d ifficult tasks ass igned, and p e r fo rm in g d ifficult tasks following detailed instructions and w ith frequent r e v ie w o f operations per fo rm ed .

Class C . W orks on routine p rogram s under c lose superv is ion. Is expected to deve lop work ing knowledge o f the computer equipment used and ab i l i ty to detect p rob lem s invo lved in running routine p rogram s . Usually has r e c e iv e d som e fo r m a l tra in ing in computer operation. M ay ass is t higher l e v e l opera to r on com p lex p rogram s .

D R A F T E R

Class A . P lans the graphic presentation of com p lex items having d is t inc t ive design fea tures that d i f fe r sign if icantly from established drafting p receden ts . W orks in c lose support with the design o r ig ina to r , and may recom m end m inor design changes. Ana lyzes the effect o f each change on the deta i ls o f f o r m , function, and positional relationships o f components and parts . W orks with a m in im um o f superv isory assistance. Completed w o rk is r e v iew ed by design o r ig ina to r f o r consistency with p r io r engineering d e t e r minations. M ay e ither p rep a re drawings or d irect their preparation by low er l e v e l d ra fte rs .

C lass B. P e r f o r m s nonroutine and com plex draft ing assignments that r eq u ire the application o f most of the standardized drawing techniques r eg u la r ly used. Duties ty p ica l ly involve such work as: P re p a re s work ingdrawings o f subassem blies w ith ir regu la r shapes, multip le functions, and p r e c is e pos it iona l re la t ionsh ips between components; p repa res a rch itectura l drawings fo r construction o f a building including detail drawings o f foundations, w a l l sect ions , f lo o r plans, and roof. Uses accepted form u las and manuals in making n e c e s sa ry computations to determ ine quantities o f m a te r ia ls to be used, load capac it ies , strengths, s tresses , etc. R e ce iv e s in it ia l instructions, req u irem en ts , and advice from superv isor . Completed w o rk is checked fo r techn ica l adequacy.

C lass C. P re p a r e s deta i l drawings of single units or parts fo r eng ineer ing , construction, manufacturing, or repa ir purposes. Types of draw ings p rep a red include is om e tr ic pro ject ions (depicting th ree dimensions in accurate sca le ) and sect iona l v iews to c la r i fy positioning o f components and convey needed in form ation. Consolidates details f r o m a number o f sources and adjusts o r transposes scale as required. Suggested methods of approach, app licab le p receden ts , and advice on source m ate r ia ls a re g iven with in it ia l ass ignm ents . Instructions a re less complete when assignments recu r . W ork m ay be spot-checked during p rogress .

D RAFTER-TRACER

Copies plans and drawings prepared by others by placing tracing cloth or paper over drawings and trac ing with pen or pencil. (Does not include trac ing l im ited to plans p r im a r i ly consisting of straight lines and a la rge scale not requ ir ing close delineation.)

AND/OR

P rep a re s s imple or repe t i t iv e drawings o f eas i ly v isualized items. W ork is c lose ly superv ised during p rogress .

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

Works on various types o f e lec tron ic equipment and rela ted devices by p e r fo rm ing one or a combination o f the fo llowing: Installing, maintaining,repa ir ing , overhauling, troubleshooting, m odify ing, constructing, and testing. W ork requ ires p rac t ica l application o f technica l knowledge of e lectronics pr inc ip les , abil ity co determ ine mailunctions, and sk il l to put equipment in requ ired operating condition.

The equipment— consisting of either many d if ferent kinds of circuits or multiple repetit ion o f the same kind of c ircu it— includes, but is not l im ited to, the fo llowing: (a) E lec t ron ic transm itting and rece iv in g equipment (e .g.,radar, rad io , t e lev is ion , telephone, sonar, navigational aids), (b) digital and analog computers, and (c ) industr ia l and m ed ica l measuring and controlling equipment.

This c lass if ica t ion excludes r ep a ir e rs of such standard e lectron ic equipment as common of f ice machines and household radio and te lev is ion sets; production assem b lers and te s te rs ; w orkers whose p r im ary duty is se rv ic ing e lec tron ic test instruments; technicians who have administrative or superv isory respons ib i l i ty ; and d ra fte rs , des igners , and profess ional eng ineers .

Pos it ions are c lass i f ied into le ve ls on the basis o f the following de f in it ions :

Class A . Applies advance techn ica l knowledge to solve unusually com plex prob lem s ( i .e . , those that typ ica l ly cannot be so lved so le ly by r e f e r ence to m anufacturers ' manuals or s im i la r documents) in working on e l e c tron ic equipment. Examples o f such prob lem s include location and density of c ircu it ry , e lec trom agnet ic radiation , isolat ing malfunctions, and frequent engineering changes. W ork invo lves: A detailed understanding of the in ter relationships of c ircu its; exe rc is in g independent judgment in perform ing such tasks as making c ircu it analyses, calculating wave fo rm s , tracing re la t ion ships in signal f low; and regu la r ly using com plex test instruments (e .g . , dual t ra ce osc i l lo scopes , Q -m e te r s , deviation m e te rs , pulse generators).

W ork m ay be rev iew ed by superv isor ( frequently an engineer or des igner ) for genera l compliance with accepted pract ices . May provide techn ica l guidance to low er le v e l technicians.

Class B . Applies com prehensive techn ica l knowledge to solve com plex prob lem s ( i .e . , those that typ ica l ly can be solved so le ly by p roper ly in terpret ing m anufacturers ' manuals or s im i la r documents) in working on


ELECTRONICS TECHNICIAN— Continued

e lectron ic equipment. W ork invo lves : A fa m i l ia r i ty with the in te r re la t ion ships of c ircu its ; and judgment in determ in ing work sequence and in se lect ing tools and testing instruments, usually less com plex than those used by the class A technician.

R ece iv e s techn ica l guidance, as requ ired , f r o m superv isor or higher le ve l technician, and work is r ev iew ed for spec i f ic compliance with accepted pract ices and w ork assignments. May prov ide technica l guidance to low er le v e l technicians.

Class C . App lies work ing techn ica l knowledge to p e r fo r m s imple or routine tasks in work ing on e lec t ron ic equipment, fo l low ing detailed ins tructions which cover v ir tua l ly all p rocedures . W ork typ ica l ly invo lves such tasks as: A ss is t ing higher le v e l technicians by pe r fo rm ing such activ it ies asreplacing components, w ir ing c ircu its , and taking test readings; repa ir ing simple e lec tron ic equipment; and using tools and common test instruments (e .g . , m u lt im eters , audio s ignal gen era to rs , tube te s te rs , osc i l lo s cop es ) . Is not requ ired to be fam i l ia r with the interrela t ionsh ips of c ircu its. This knowledge, however , m ay be acquired through assignments designed to increase competence (including c la ss room tra in ing) so that w o rker can advance to higher le v e l technician.

R ece iv es techn ica l guidance, as requ ired , f r o m superv isor or higher le v e l technician. W ork is typ ica l ly spot-checked, but is g iven detailed r e v ie w when new or advanced assignments are involved.

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

A reg is t e re d nurse who g ives nursing s e rv ic e under genera l m ed ica l d irection to i l l or injured em ployees or other persons who becom e i l l or suffer an accident on the p rem ises of a fa c tory or other establishment. Duties invo lve a combination o f the fo l low ing : Giving f i r s t aid to the i l l orinjured; attending to subsequent dress ing o f em p loyees ' in ju ries ; keeping records of patients treated ; prepar ing accident reports for compensation or other purposes; ass isting in phys ica l examinations and health evaluations of applicants and em ployees ; and planning and carry ing out p rogram s involving health education, accident prevention, evaluation of plant environment, or other act iv it ies a ffect ing the health, w e l fa r e , and safety o f all personnel. Nursing superv isors or head nurses in establishments employing m ore than one nurse are excluded.

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

P e r fo r m s the carpen try duties necessa ry to construct and maintain in good repa ir build ing woodwork and equipment such as bins, c r ibs , counters, benches, partit ions, doors , f lo o rs , s ta irs , casings, and t r im made of wood in an establishment. W ork invo lves m ost o f the fo l low ing : Planningand laying out of work f ro m blueprints, drawings, m ode ls , or v e rb a l instructions; using a v a r ie ty o f carpen ter 's handtools, portab le power too ls , and standard m easuring instruments; making standard shop computations relating to dimensions of work; and se lect ing m ate r ia ls necessa ry for the work. In genera l, the work o f the maintenance carpenter requ ires rounded training and experience usually acquired through a fo rm a l apprenticeship or equivalent tra ining and experience .

M AINTENANCE ELECTRIC IAN

P e r fo rm s a va r ie ty of e le c t r ic a l trade functions such as the ins ta llation, maintenance, or repa ir of equipment for the generation, d istribution, or util ization of e le c t r ic energy in an estab lishm ent. W ork invo lves most of the fo l low ing : Install ing or repa ir ing any of a v a r ie t y of e l e c t r ic a l equipment such as generators, t ran s fo rm ers , sw itchboards, c on tro l le rs , c ircu it b reake rs , m otors , heating units, conduit sys tem s , or other t ransm iss ion equipment; working f rom blueprints, draw ings, layouts, or other s p e c i f i cations; locating and diagnosing trouble in the e le c t r i c a l sys tem or equipment; work ing standard computations re la t ing to load requ irem ents of w ir ing or e le c t r ic a l equipment; and using a va r ie t y o f e le c t r ic ia n 's handtools and m easuring and testing instruments. In gen era l , the work o f the m a in tenance e lec tr ic ian requ ires rounded tra in ing and exper ience usually acquired through a fo rm a l apprenticeship or equivalent tra in ing and experience .

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

Paints and redecorates w a l ls , woodwork , and f ixtures o f an es tablishment. Work involves the fo l low in g : Knowledge o f surface pecu l ia r i t iesand types o f paint requ ired for d if ferent applications; p repar ing surface for painting by rem oving old finish or by p lac ing putty or f i l l e r in nail holes and in ters t ices ; and applying paint with spray gun or brush. May m ix co lo rs , o i ls , white lead, and other paint ingred ients to obtain p roper co lo r or consistency. In genera l, the work o f the maintenance painter requ ires rounded training and experience usually acquired through a fo rm a l apprenticesh ip or equivalent tra in ing and exper ience .

M A IN T E N A N C E MACHINIST

Produces rep lacem ent parts and new parts in making repa irs of m eta l parts of mechanical equipment operated in an estab lishm ent. W ork invo lves most of the fo l low ing : Interpret ing w r it ten instructions and sp ec if icat ions; planning and laying out o f work ; using a v a r ie ty of m ach in is t 's handtools and prec is ion measuring instrum ents; setting up and operating standard machine too ls ; shaping of m eta l parts to c lose to le ran ces ; making standard shop computations relating to d imensions o f -w o rk , too l ing , feeds , and speeds of machining; knowledge of the work ing p roper t ie s of the common m eta ls ; selecting standard m a te r ia ls , parts , and equipment r eq u ired for this work; and fitting and assembling parts into m echan ica l equipment. In genera l, the m achin is t 's work norm ally requ ires a rounded tra in ing in m achine-shop pract ice usually acquired through a fo rm a l apprenticesh ip or equivalent tra in ing and experience.

M A IN T E N A N C E M ECH AN IC (M achinery )

Repa irs m achinery or m echanica l equipment o f an establishment. W ork invo lves most of the fo l low ing : Examining machines and m echanica lequipment to diagnose source of troub le ; dismantling or par t ly d ismantling machines and perform ing repa irs that m ain ly invo lve the use of handtools in scraping and fitting parts; rep lac ing broken or de fec t ive parts with i tem s obtained f r o m stock; ordering the production o f a rep lacem en t part by a machine shop or sending the machine to a machine shop for m a jo r rep a ir s ; p repar ing written specif ications for m a jo r r ep a ir s or for the production of parts o rd e red from machine shops; r eassem b lin g m achines; and making all n ecessa ry adjustments for operation. In gen era l , the work o f a m ach inery maintenance mechanic requ ires rounded tra in ing and exper ience usually


M AINTENANCE MECHANIC (Machinery)— Continued

acqu ired through a fo r m a l apprenticesh ip or equivalent tra in ing and e x p e r i ence. Excluded f r o m this c lass i f ica t ion are workers whose p r im a ry duties in vo lve setting up or adjusting machines.

M A IN T E N A N C E M E C H A N IC (M otor Veh ic les )

R epa irs autom obiles , buses, m otortrucks, and t ra c to rs of an establishm ent. W ork invo lves m ost o f the fo l low ing : Examining automotive equipment to d iagnose source o f trouble; d isassem bling equipment and per fo rm ing rep a ir s that invo lve the use o f such handtools as wrenches , gauges, d r i l ls , or spec ia l iz ed equipment in d isassem bling or fitting parts ; rep lac ing broken or de fec t ive parts f r o m stock; grinding and adjusting va lves ; reassem bling and insta l l ing the var ious assem blies in the veh ic le and making necessa ry adjustments; and aligning w h ee ls , adjusting brakes and lights, or tightening body bolts . In gen e ra l , the work of the m otor veh ic le maintenance mechanic r eq u ire s rounded tra in ing and experience usually acquired through a fo rm a l apprenticesh ip or equivalent tra in ing and experience.

This c la ss i f ic a t ion does not include mechanics who repa ir cust o m e r s ' v eh ic les in automobile repa ir shops.

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

Insta lls or r ep a ir s w a ter , steam, gas, or other types of pipe and p ipef itt ings in an estab lishm ent. W ork involves most of the fo l low ing : Layingout w o rk and m easu r ing to locate position of pipe f r o m drawings or other w r it ten spec i f ica t ions ; cutting various s izes o f pipe to co r re c t lengths with ch ise l and ham m er o r oxyacety lene to rch or pipe-cutting machines; threading pipe w ith stocks and d ies; bending pipe by hand-driven or pow er -d r iv en m ach ines ; assem b ling pipe with couplings and fastening pipe to hangers; making standard shop computations rela t ing to p ressu res , f low , and s ize of pipe req u ired ; and making standard tests to determine whether finished pipes m ee t spec i f ica t ions . In gen e ra l , the work of the maintenance p ipef itter r eq u ire s rounded tra in in g and exper ience usually acquired through a fo rm a l appren ticesh ip or equivalent tra ining and experience . W orke rs p r im a r i ly engaged in insta l l ing and repa ir ing building sanitation or heating system s are exc luded .

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

F a b r ic a te s , in s ta l ls , and maintains in good repa ir the sh ee t-m eta l equipment and f ix tu res (such as machine guards, g rease pans, she lves, l o c k e rs , tanks, v en t i la to rs , chutes, ducts, m eta l roof ing ) o f an establishment. W o rk invo lves m ost of the fo l low in g : Planning and laying out a l l types ofsh ee t-m eta l maintenance w o rk f ro m blueprints, m ode ls , or other s p e c i f i cations; setting up and operating a l l available types o f shee t-m eta l work ing m achines; using a v a r ie t y o f handtools in cutting, bending, fo rm ing, shaping, f itt ing, and assem bling ; and insta ll ing shee t-m eta l a r t ic les as requ ired . In g en e ra l , the w o rk o f the maintenance shee t-m eta l w orker requ ires rounded tra in ing and exp e r ien ce usually acquired through a fo rm a l apprenticeship or equivalent tra in ing and exper ien ce .

M IL L W R IG H T

Insta lls new machines or heavy equipment, and dismantles and insta l ls m achines or heavy equipment when changes in the plant layout are requ ired . W o rk invo lves m ost o f the fo l low ing : P lanning and lay ing out

M ILLW RIGHT— Continued

work; in terpret ing blueprints or other specif ications; using a va r ie ty of handtools and r igg ing ; making standard shop computations rela ting to s tresses , strength o f m a te r ia ls , and centers o f g rav ity ; aligning and balancing equipment; se lect ing standard too ls , equipment, and parts to be used; and installing and maintaining in good order power t ransm iss ion equipment such as drives and speed reducers . In genera l, the m i l lw r igh t 's work norm ally requires a rounded tra in ing and exper ience in the trade acquired through a fo rm a l apprenticesh ip or equivalent tra in ing and experience .

M A IN T E N A N C E TR AD E S H E L P E R

A ss is ts one or m ore w o rke rs in the sk il led maintenance trades, by pe r fo rm in g spec i f ic or genera l duties of l e s s e r skil l , such as keeping a w o rk e r supplied with m ate r ia ls and too ls ; cleaning work ing area, machine, and equipment; assisting journeyman by holding m ate r ia ls or tools ; and p e r fo rm ing other unskilled tasks as d irected by journeyman. The kind of work the helper is perm itted to p e r fo r m va r ies f ro m trade to trade: In sometrades the helper is confined to supplying, l i ft ing, and holding m ater ia ls and too ls , and cleaning work ing areas ; and in others he is perm itted to p e r fo rm spec ia l iz ed machine operations, or parts o f a trade that are also per form ed by w o rke rs on a fu l l - t im e basis.

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

Spec ia l izes in operating one or m ore than one type of machine too l (e .g . , j i g b o r e r , grinding machine, engine lathe, m il l ing machine) to machine m eta l for use in making or maintaining j ig s , f ix tures, cutting too ls , gauges, or m eta l dies or molds used in shaping or form ing m etal or nonm eta li ic m a te r ia l (e .g . , p last ic , p las ter , rubber, g lass ) . W ork typ ica l ly in vo lv e s : Planning and per fo rm in g difficult machining operations whichrequ ire com plicated setups or a high degree of accuracy; setting up machine too l or tools (e .g . , insta ll cutting too ls and adjust guides, stops, working tab les , and other controls to handle the s ize of stock to be machined; determ ine proper feeds , speeds, tooling, and operation sequence or select those p re s c r ib ed in drawings, b lueprints, or layouts); using a var ie ty of p rec is ion measuring instruments; making n ecessa ry adjustments during machining operation to achieve requ is ite dimensions to v e ry c lose to lerances. May be r equ ired to se lec t proper coolants and cutting and lubricating oi ls , to r ecogn ize when too ls need dress ing , and to dress too ls . In general, the work of a m ach ine-too l operator (too lroom ) at the sk il l le v e l called for in this c lass i f ica t ion requ ires extensive knowledge of machine-shop and to o l room pract ice usually acquired through considerable on-the-job training and experience .

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

T O O L AND DIE M A K E R

Constructs and repa irs j i g s , f ix tu res , cutting too ls , gauges, or m eta l dies or molds used in shaping or fo rm ing m eta l or nonmetallic m a te r ia l (e .g . , p las t ic , p las ter , rubber, g lass ). W ork typ ica l ly in vo lves : P lanning and laying out work accord ing to m ode ls , b lueprints, drawings, or other w r itten or o ra l spec if icat ions ; understanding the working propert ies of common metals and alloys; se lec t ing appropriate m ate r ia ls , too ls , and


TOOL AND DIE MAKER— Continued

processes requ ired to com plete tasks; making n ecessa ry shop computations; setting up and operating var ious machine tools and re la ted equipment; using various tool and die m ak er 's handtools and p rec is ion m easuring instruments; working to v e r y c lose to le ran ces ; heat-treat ing m eta l parts and finished tools and dies to achieve requ ired qualit ies; fitting and assembling parts to p r e scribed to lerances and allowances. In genera l , the tool and die m aker 's work requ ires rounded tra in ing in m achine-shop and to o l ro o m p ract ice usually acquired through fo rm a l apprenticeship or equivalent tra in ing and experience.

F o r c ro ss- in du s try wage study purposes, this c lass i f ica t ion does not include too l and die m akers who (1) are em ployed in too l and die jobbing shops or (2) produce forg ing dies (die s inkers ).

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

Operates and maintains and may also superv ise the operation of stationary engines and equipment (m echanica l or e le c t r ic a l ) to supply the establishment in which em ployed with power, ' heat, r e f r ig e ra t io n , or a ir - conditioning. W ork involves: Operating and maintaining equipment such assteam engines, a ir c o m p resso rs , gen era tors , m oto rs , turb ines, ventilating and r e f r ig e ra t in g equipment, steam bo i le rs and b o i l e r - fe d w ater pumps; making equipment r ep a ir s ; and keeping a r e co rd of operation o f m ach inery, tem perature , and fuel consumption. May also superv ise these operations. Head or chief eng ineers in establishments employing m ore than one engineer are exc luded.

B O ILE R TE N D E R

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

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

Drives a truck within a city or industrial a rea to transport m ate r ia ls , m erchand ise , equipment, or w o rke rs between various types of establishments such as: Manufacturing plants, fre ight depots, warehouses,wholesale and r e ta i l estab lishm ents, or between re ta i l establishments and custom ers ' houses or p laces o f business. M ay also load or unload truck with or without he lpers , make m inor m echanica l r ep a ir s , and keep truck in good work ing o rde r . Sa lesroute and o v e r - th e - r o a d d r iv e rs are exc luded .

F o r wage study purposes, tru ck dr iv e rs are c lass i f ied by type and rated capacity o f truck , as fo l lows:

T ru ck d r iv e r , light truck(straight truck, under 1V2 tons, usually 4 whee ls )

T ru ck d r iv e r , m edium truck(straight truck, IV2 to 4 tons inc lus ive , usually 6 whee ls )

T ru ck d r iv e r , heavy truck (stra ight truck, ove r 4 tons, usually 10 whee ls )

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

SHIPPER AND RECEIVER

P e r fo rm s c le r ic a l and physica l tasks in connection with shipping goods o f the establishment in which em ployed and rece iv in g incoming shipments. In perform ing day-to-day , routine tasks, fo llows established guidelines. In handling unusual nonroutine p rob lem s , r e c e iv e s spec i f ic guidance f r o m superv isor or other o f f ic ia ls . May d irect and coordinate the act iv it ies o f other workers engaged in handling goods to be shipped or being r ece ived .

Shippers typ ica l ly are respons ib le for m ost of the following: V e r i fy in g that orders are accurately f i l l ed by com paring items and quantities of goods gathered for shipment against documents; insuring that shipments are p roper ly packaged, identified with shipping in form ation, and loaded into transporting veh ic les; preparing and keeping reco rd s o f goods shipped, e .g . , m an ifes ts , b i l ls of lading.

R ece iv e rs typ ica l ly are respons ib le for m ost of the fo llowing: V e r i fy in g the correctness o f incoming shipments by comparing item s and quantities unloaded against bil ls o f lading, in vo ices , m an ifes ts , storage rece ip ts , or other reco rds ; checking for damaged goods; insuring that goods are appropriately identif ied fo r routing to departments within the establishment; preparing and keeping r eco rd s o f goods r ece iv ed .

F or wage study purposes, w o rkers are c la s s i f ie d as fo l low s :

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

W AREH O U SEM AN

As d irected, p e r fo rm s a va r ie ty o f warehousing duties which requ ire an understanding of the establishment's storage p lan. W ork invo lves most o f the following: V e r i fy in g m ater ia ls (or m erchan d ise ) against rece iv in gdocuments, noting and reporting d iscrepanc ies and obvious damages; routing m ater ia ls to p resc r ibed storage locations; s tor ing , stacking, or pa lle t iz ing m ater ia ls in accordance with p resc r ib ed s torage methods; rea rran g in g and taking inventory o f stored m ater ia ls ; exam ining s tored m ate r ia ls and r e porting deteriorat ion and damage; rem ov in g m a te r ia l f r o m s torage and prepar ing it for shipment. May operate hand or power trucks in p e r fo rm ing warehousing duties.

Exclude workers whose p r im a ry duties invo lve shipping and r e ceiving w o rk (see Shipper and R e ce iv e r and Shipping P a c k e r ) , o rd e r f i l l ing (see O rder F i l l e r ) , or operating power trucks (see P o w e r -T r u c k Opera tor ) .

ORDER F IL L E R

F i l ls shipping or trans fer o rd e rs for f in ished goods f r o m stored m erchandise in accordance with specif icat ions on sales s lips, custom ers ' o rd e rs , or other instructions. May, in addition to f i l l in g o rd e rs and in dicating items f i l led or omitted, keep reco rd s o f outgoing o rd e rs , requ is it ion additional stock or report short supplies to su perv iso r , and p e r fo r m other re la ted duties .


SHIPPING PACKER

P re p a re s fin ished products fo r shipment or storage by p lacing them in shipping con ta in ers , the sp ec ific operations p erfo rm ed being dependent upon the type, s iz e , and number o f units to be packed, the type o f container em p loyed , and m ethod o f shipm ent. W ork requ ires the p lacing o f item s in shipping con ta iners and m ay in vo lve one or m ore o f the fo llo w in g : Know ledgeo f variou s item s o f stock in o rd e r to v e r i fy content; se lec tion o f appropriate type and s ize o f con ta iner; in sertin g enclosures in container; using ex c e ls io r o r other m a te r ia l to p reven t breakage or damage; c los ing and sea ling con ta iner; and applying labe ls or entering identify ing data on container. P a ck e rs who als o m ake wooden boxes or crat es are ex elude d.

M A T E R IA L H A N D L IN G LA B O R E R

A w o rk e r em p loyed in a warehouse, m anufacturing plant, s to re , or other estab lishm en t w hose duties in vo lve one or m ore o f the fo llo w in g : Load ing and unloading va riou s m a te ria ls and m erchandise on or fro m fre igh t c a rs , tru cks, or other tran sportin g d ev ices ; unpacking, shelv ing, or p lacing m a te r ia ls or m erchan d ise in p roper storage location ; and transportin g m a te r ia ls o r m erch an d ise by handtruck, car, or w h ee lbarrow . Longshore w o rk e rs , who load and unload ships, are excluded .

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

O perates a m anually con tro lled gaso lin e- or e le c tr ic -p o w e re d truck or tra c to r to tran sp ort goods and m ateria ls o f a ll kinds about a w arehouse, m anufacturing plant, o r other estab lishm ent.

F o r w age study pu rposes, w o rk ers are c la ss ified by type o f pow er- tru ck , as fo llo w s :

F o rk lif t op era torP o w e r -tru c k op era to r (other than fo rk lift )

G U ARD

orP ro te c ts

in te r fe r e n c e .p ro p er ty fro m Duties in vo lve

theft or dam age, or persons fro m hazards serv in g at a fixed post, m aking rounds on

31

GUARD— Continued

foot or by m otor v eh ic le , or esco rtin g persons or p roperty . May be deputized to make a r re s ts . May also help v is ito rs and custom ers by answering questions and g iv in g d irections .

Guards em ployed by estab lishm ents which p rov ide p ro tective s e r v ic es on a contract basis are included in th is occupation.

F o r w age study purposes, guards are c la ss ified as fo llow s:

C lass A . E n forces regu lations designed to prevent breaches o f secu rity . E x e rc is e s judgment and uses d iscre tion in dealing with e m e r gencies and secu rity v io la tions encountered. D eterm ines whether firs t response should be to in tervene d ire c tly (asking fo r assistance when deemed n ecessa ry and tim e a llow s ), to keep situation under su rve illan ce, or to r e port situation so that it can be handled by appropriate authority. Duties req u ire sp ec ia liz ed tra in in g in methods and techniques o f protecting security a reas . Com m only, the guard is requ ired to dem onstrate continuing physica l fitn ess and p ro fic ien cy w ith fire a rm s or other spec ia l weapons.

C lass B . C a rr ie s out instructions p r im a r ily oriented t o w a r d insuring that em ergen c ies and secu rity v io la tions are read ily d isco v ered and rep o rted to appropriate authority. In terven es d irec tly only in situations which req u ire m in im al action to safeguard p roperty or persons. Duties req u ire m in im a l tra in in g. Com m only, the guard is not requ ired to dem onstrate physica l fitn ess . May be arm ed , but gen era lly is not req u ired to dem onstrate p ro fic ien cy in the use o f f irea rm s or specia l w eapons.

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

Cleans and keeps in an o rd e r ly condition fa c to ry w orking areas and w ash room s, o r p rem ises o f an o ff ic e , apartment house, or com m erc ia l or other estab lishm ent. Duties in vo lve a com bination o f the fo llo w in g : Sweeping, m opping or scrubbing, and polish ing flo o rs ; rem ovin g chips, trash , and other re fu se ; dusting equipm ent, fu rn itu re, or fix tu res ; polish ing m eta l fixtu res or tr im m in gs ; p rov id in g supplies and m inor m aintenance s e rv ic e s ; and cleaning la v a to r ie s , show ers, and res troo m s . W orkers who spec ia lize in window washing are exc luded .


Service Contract Act Surveys

The fo llo w in g areas a re s u r veyed p e r io d ic a lly fo r use in adm inis te r in g the S e rv ic e C on tract A c t o f 1965. S u rvey resu lts a re published in re le a s e s which a re a v a ila b le, at no cost, w h ile supplies la s t fro m any o f the BLS reg ion a l o ffic e s shown on the back cove r .

A lask a (s ta tew ide )A lbany, Ga.Albuquerque, N. M ex.A lexan d ria—L e e s v il le , La.A lpena—Standish—Taw as C ity , M ich. Ann A rb o r , M ich.A s h ev ille , N .C .Augusta, Ga.—S.C.Austin , T ex .B ak ers fie ld , C a lif.Baton Rouge, La.B attle C reek , M ich.Beaumont—P o r t A rth u r—O range

and Lake C h ar les , T ex .—La. B iloxir-G u lfport and Pascagou la—

M oss Poin t, M iss .Binghamton, N. Y.B irm ingham , A la .B loom ington—Vincennes, Ind. B rem erton —Shelton, Wash. B runsw ick, Ga.C edar Rapids, Iowa Cham paign—Urbana—Rantoul, 111. C h a r les ton -N orth C harleston—

W a lte rb oro , S.C.C harlo tte—G astonia, N .C . C la rk s v il le —H opk in sv ille , Term.—Ky. Colum bia—Sum ter, S.C.Columbus, Ga.—A la .Columbus, M iss .Connecticu t (s ta tew id e )Decatur, 111.Des M oines, Iowa Dothan, A la .Duluth—Su perio r, M inn.—W is.E l P aso—A lam ogo rd o—Las Cruces,.

T ex .—N. M ex.Eugene—S p rin g fie ld —M edford , O reg .

F a y e tte v ille , N .C .F o r t Lau derda le—H ollyw ood

and W est P a lm Beach—B oca Raton, F la .

F o r t Smith, A rk .—Okla.F o r t W ayne, Ind.Gadsden and Anniston, A la . G oldsboro, N .C .Grand Island—H astings, Nebr.Guam, T e r r i t o r y o f H a rrisb u rg—Lebanon, Pa.K n o xv ille , Tenn.La C ro ss e —Sparta, W is.L a redo , T ex .Las V egas—Tonopah, Nev. Lexington—F ayette , Ky.L im a, OhioL it t le Rock—N orth L it t le Rock, A rk . L o ra in —E ly r ia , Ohio L o w er E astern Shore, Md.—Va.—Del. M acon, Ga.M adison, W is.M aine (s ta tew id e )M an sfie ld , Ohio M cA llen —P h a r r—Edinburg

and B ro w n sv ille—H arlingen—San Benito, Tex.

M erid ian , M iss .M idd lesex , Monmouth, and

Ocean C ounties, N. J.M ob ile—Pen saco la—Panam a C ity,

A la .—F la .Montana (s ta tew id e )N a sh v ille—Davidson, Tenn.N ew B ern -J a ck son v ille , N .C.N ew H am psh ire (s ta tew id e )N orth Dakota (s ta tew ide )N orth ern New Y ork N orth w est T exas O rlando, F la .Oxnard—S im i V a lley -V en tu ra , C a lif. P e o r ia , 111.Phoen ix, A r iz .P in e B lu ff, A rk .Pueb lo , Colo.P u erto R ico R a le igh —Durham, N .C .Reno, Nev.

A LS O A V A IL A B L E —R iv e rs id e —San Bernard ino— O ntario, C a lif.

Salina, Kans.Salinas—Seaside—M onterey, C a lif. Sandusky, Ohio Santa B arbara—Santa M aria—

Lom poc, C a lif.Savannah, Ga.Selm a, A la .Sherm an—Denison, Tex. Shreveport, La.South Dakota ( statew ide) Southeastern M assachusetts Southern Idaho Southwest V irg in ia Spokane, Wash.Spring fie ld , 111.Stockton, C alif.Tacom a, Wash.Tam pa—St. P e tersbu rg , F la. Topeka, Kans.Tucson-D ouglas, A r iz .Tu lsa, Okla.Upper Peninsula, M ich.V a lle jo —F a ir fie ld —Napa, C a lif. V erm on t (statew ide)V irg in Islands o f the U.S.W aco and K illeen—Tem p le, Tex. W a te r lo o—Cedar F a lls , Iowa W est V irg in ia (statew ide) W estern and N orthern

M assachusetts W ich ita F a lls—Law ton-A ltus,

T ex .—Okla.Yakim a—Richland—Kennewick—

Pendleton , Wash.—O reg.

An annual rep o rt on sa la r ies fo r accountants, auditors, ch ie f accountants, attorneys, job analysts, d ir e c to rs o f personnel, buyers, chem ists, eng ineers , eng ineerin g techn icians, d ra fte rs , a n d c le r ic a l em p loyees is ava ilab le . O rder as BLS B u lle tin 2004, N ational Su rvey o f P r o fess ion a l, A d m in is tra tive , T ech n ica l and C le r ic a l Pay, M arch 1978, $2.40 a copy, fro m any o f the BLS r e g iona l sa les o ffic e s shown on the back co v e r , o r fro m the Su perin tendent o f Docum ents, U.S. G o ve rn m ent P r in tin g O ffic e , Washington, D .C. 20402.


Area Wage Surveys

A l is t o f the la te s t bu lletins ava ilab le is presented below . Bulletins m ay be purchased fro m any o f the BLS reg ion a l o ffices shown on the back c o v e r , o r fro m the Superintendent o f Documents, U.S. G overnm ent P rin tin g O ffic e , W ashington, D .C . 20402. Make checks payable to Superintendent of Docum ents. A d ir e c to ry o f occupational wage surveys, coverin g the yea rs 1970 through 1977, is ava ilab le on request.

B u lletin number;A r e a and p r ic e *

Akron, Ohio, Dec. 1978 ____________________________________ 2025-63, $1.00Albany—Schenectady—Troy, N. Y., Sept. 1979______________ 2050-46, $1.50Anaheim—Santa Anar-Garden Grove,

Calif., Oct. 1979___________________________________________ 2050-48, $1.50Atlanta, Ga., May 1979_____________________________________ 2050-20, $1.30Baltimore, Md., Aug. 1979_________________________________ 2050-42, $1.75Billings, Mont., July 1979__________________________________ 2050-43, $1.50Birmingham, Ala., Mar. 1978______________________________ 2025-15, 80 centsBoston, Mass., Aug. 1979___________________________________ 2050-50, $1.75Buffalo, N.Y., Oct. 1978 1___________________________________ 2025-71, $1.30Canton, Ohio, May 1978____________________________________ 2025-22, 70 centsChattanooga, Tenn.-Ga., Sept. 1979________________________ 2050-39, $1.50Chicago, 111., May 1979_____________________________________ 2050-21, $1.75Cincinnati, Ohio—Ky.—Ind., July 1979 1_____________________ 2050-28, $2.00Cleveland, Ohio, Sept. 1979________________________________ 2050-47, $1.75Columbus, Ohio, Oct. 1979________________________________ 2050-61, $2.25Corpus Christi, Tex., July 1979 1___________________________ 2050-33, $1.75Dallas-Fort Worth, Tex., Oct. 1978 1______________________ 2025-52, $1.50Davenport—Rock Island—Moline, Iowa—111., Feb. 1979______ 2050-10, $1.00Dayton, Ohio, Dec. 1979____________________________________ 2050-64, $2.00Daytona Beach, Fla., Aug. 1979 1 __________________________ 2050-41, $1.50Denver—Boulder, Colo., Dec. 1978_________________________ 2025-68, $1.20Detroit, Mich., Mar. 1979 1 _______________________________ 2050-7, $1.50Fresno, Calif., June 1979________________________________ 2050-25, $1.50Gainesville, Fla., Sept. 1979_______________________________ 2050-45, $1.50Gary—Hammond—East Chicago, Ind., Oct. 1979 1___________ 2050-60, $2.25Green Bay, Wis., July 1979________________________________ 2050-31, $1.50Greensboro—Winston-Salem—High Point,

N.C., Aug. 1979____________________________________________ 2050-49, $1.50Greenville—Spartanburg, S.C., June 1979 1 ________________ 2050-29, $1.75Hartford, Conn., Mar. 1979________________________________ 2050-12, $1.10Houston, Tex., Apr. 1979___________________________________ 2050-15, $1.30Huntsville, Ala., Feb. 1979_________________________________ 2050-3, $1.00Indianapolis, Ind., Oct. 1979_______________________________ 2050-54, $2.25Jackson, Miss., Jan. 1979 1 ________________________________ 2050-9, $1.20Jacksonville, Fla., Dec. 1978 ______________________________ 2025-67, $ 1.00Kansas City, Mo.-Kans., Sept. 1979 1 _____________________ 2050-58, $2.75Los Angeles—Long Beach, Calif., Oct. 1979_______________ 2050-59, $2.25Louisville, Ky.-Ind., Nov. 1978____________________________ 2025-69, $1.00Memphis, Tenn.—Ark.—Miss., Nov. 1979 1 _________________ 2050-56, $2.25

Bulletin numberA re a and p rice *

M iam i, F la ., Oct. 1979__________________________________________ 2050-55, $2.25M ilwaukee, W is., A p r. 1979_____________________________________ 2050-8, $1.30M inneapolis—St. Paul, Minn.—W is., Jan. 1979________________ 2050-1, $1.30Nassau—Suffolk, N. Y ., June 1979______________________________ 2050-36, $1.75New ark, N .J., Jan. 1979_________________________________________ 2050-5, $1.30New O rleans, La., Oct. 1979___________________________________ 2050-53, $2.25New York , N .Y .-N .J ., May 1979_______________________________ 2050-30, $1.75N orfo lk—V irg in ia Beach—Portsm outh , Va.—

N .C ., M ay 1979 1________________________________________________ 2050-22, $1.75N orfo lk—V irg in ia Beach—Portsm outh and

N ew port News—Hampton, Va.—N .C ., M ay 1978--------------- _ 2025-21, 80 centsN ortheast Pennsylvan ia , Aug. 1979 1 --------------------------------- 2050-32, $1.75Oklahoma C ity, O k la ., Aug. 1979______________________________ 2050-37, $ 1.50Omaha, N ebr.—Iowa, Oct. 1979_________________________________ 2050-51, $ 1.50Pa terson —C lifton—Passa ic , N .J., June 1979_________________ 2050-26, $1.50Ph iladelph ia , Pa .—N.J., Nov. 1979 1 ___________________________ 2050-57, $3.00P ittsburgh , Pa ., Jan. 1979 1____________________________________ 2050-11, $1.50Portland, M aine, Dec. 1979_____________________________________ 2050-63, $1.75Portland, O reg .—Wash., M ay 1979_____________________________ 2050-27, $1.75Poughkeepsie, N. Y . , June 1979_________________________________ 2050-34, $1.50Poughkeepsie—Kingston—Newburgh, N .Y ., June 1979________ 2050-35, $1.50P ro v id en ce—W arw ick—Pawtucket, R .I.—

M ass., June 1979 1 _____________________________________________ 2050-38, $1.75Richm ond, Va., June 1979_______________________________________ 2050-24, $1.50St. Lou is, M o.—111., M ar. 1979 1 _______________________________ 2050-13, $1.50Sacram ento, C a lif., Dec. 1978 _________________________________ 2025-75, $ 1.00Saginaw, M ich., Nov. 1979 1 ____________________________________ 2050-52, $1.75Salt Lake C ity—Ogden, Utah, Nov. 1979_______________________ 2050-62, $2.00San Antonio, T ex ., M ay 1979____________________________________ 2050-17, $1.00San D iego, C a lif., Nov. 1978____________________________________ 2025-73, $1.00San F ra n c isco —Oakland, C a lif., M ar. 1979___________________ 2050-14, $1.20San Jose, C a lif., M ar. 1979_____________________________________ 2050-19, $1.10Seattle—E vere tt, Wash., Dec. 1978_____________________________ 2025-74, $1.00South Bend, Ind., Aug. 1979 1___________________________________ 2050-44, $1.75Toledo, O h io-M ich ., M ay 1979_________________________________ 2050-16, $1.10Trenton , N .J., Sept. 1979________________________________________ 2050-40, $1.50Utica—Rom e, N. Y . , July 1978___________________________________ 2025-34, $1.00Washington, D .C .-M d .-V a ., M ar. 1979_______________________ 2050-4, $1.20W ich ita, K an s., A p r. 1979_______________________________________ 2050-18, $1.00W o rces te r, M ass., A p r. 1979__________________________________ 2050-23, $1.50York , Pa ., Feb. 1979____________________________________________ 2050-6, $1.00

* Prices are determined by the Government Printing Office and are subject to change.1 Data on establishment practices and supplementary wage provisions are also presented.


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

Official Business Penalty for private use, $300

Bureau of Labor Statistics Regional OfficesRegion I1603 JFK Federal Building Government Center Boston, Mass 02203 Phone: 223-6761 (AreaCode617)ConnecticutMaineMassachusetts New Hampshire Rhode Island Vermont

Region V9th Floor, 230 S Dearborn St.Chicago, III. 60604Phone: 353-1880 (Area Code 312)IllinoisIndianaMichiganMinnesotaOhioWisconsin

Region ItSuite 34001515 BroadwayNew York, N Y. 10036Phone 399-5406 (Area Code 212)New Jersey New York Puerto Rico Virgin Islands

Region VISecond Floor555 Grittin Square BuildingDallas, Tex. 75202Phone: 767-69 71 (Area Code 214)Arkansas Louisiana New Mexico Oklahoma Texas

Region lit3535 Market Street,P.O Box 13309Philadelphia, Pa. 19101Phone: 596-1154 (AreaCode215)DelawareDistrict o( ColumbiaMarylandPennsylvaniaVirginiaWest Virginia

Regions VII and VIIIFederal Office Building 911 Walnut St., 15th Floor Kansas City, Mo 64106 Phone 374-2481 (Area Code 816)VII VIIIIowa ColoradoKansas MontanaMissouri North DakotaNebraska South Dakota

UtahWyoming

Postage and Fees Paid U.S. Department of Labor

Third Class Mail

Lab-441

Region IVSuite 5401371 Peachtree St., N E.Atlanta, Ga 30309 Phone:881-4418 (Area Code 404)Alabama Florida Georgia Kentucky Mississippi North Carolina South Carolina Tennessee

Regions IX and X450 Golden Gate Ave Box 36017San Francisco, Calif. 94102 Phone:556-4678 (Area Code 415)IXArizonaCaliforniaHawaiiNevada

XAlaskaIdahoOregonWashington


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