text:
Full text of Area Wage Survey : Area Wage Survey: Greenville-Spartanburg, South Carolina, Metropolitan Area, June 1979 : Bulletin of the United States Bureau of Labor Statistics, No. 2050-29
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Greenville—Spartanburg, South
Carolina, Metropolitan Area
Bulletin 2050- 29
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This bulletin provides results of a June 1979 survey of occupational
earnings and supplementary wage benefits in the Greenville—
Spartanburg,
South Carolina, Standard Metropolitan Statistical Area. The survey was made
as part of the Bureau of Labor Statistics' annual area wage survey program.
It was conducted by the Bureau's regional office in Atlanta, G a,, under the
general direction of Jerry G. Adam s, Assistant Regional Commissioner for
Operations. The survey could not have been accomplished without the
cooperation of the many firms whose wage and salary data provided the basis
for the statistical information in this bulletin. The Bureau wishes to express
sincere appreciation for the cooperation received.
Material in this publication is in the public domain and may be
reproduced without permission of the Federal Government.
Please credit
the Bureau of Labor Statistics and cite the name and number of this
publication.
Ray Marshall, Secretary
Janet L. Norwood
Introduction___
__ __ __ __ ____
Tables:
Bulletin 2050-29
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Earnings, all establishments:
A - l . Weekly earnings of office workers_____ 3
A -2 . Weekly earnings of professional
and technical workers________________
A -3. Average weeklyearnings of
office, professional, and
technical workers, by s e x ____________6
A -4.
Hourly earnings of maintenance,
toolroom, and powerplant
workers________________________________ 7
A -5. Hourly earnings
of material
movement and custodial workers_____ 8
A -6. Average hourly earnings of
maintenance, toolroom, powerplant, material movement, and
custodial workers, by s e x ____________ 9
A -7. Percent increases in average
hourly earnings fbr selected
occupational groups____________________ 10
A -8. Average pay relationships
within establishments
for white-collar workers______________ 11
for blue-collar workers________________ 12
T able s— Continued
Establishment practices and supplementary
wage provisions:
B -l. Minimum entrance salaries for
inexperienced typists andclerks_________ 13
B-2. Late-shift pay provisions for
full-time manufacturing
production and related workers_________ 14
B-3. Scheduled weekly hours and days of
full-time first-shift workers____________ 15
B-4. Annual paid holidays for full-time
workers__________________________________ 16
B-5. Paid vacation provisions for
full-time workers________________________17
B-6. Health, insurance, and pension
plans for full-time workers_____________ 20
B-7. Life insurance plans for
full-time workers_______________________ 21
Appendix A. Scope and method of survey________ 24
Appendix B. Occupational descriptions__________ 29
This area is 1 of 72 in which the U.S. Department of Labor' s
Bureau of Labor Statistics conducts surveys of occupational earnings and
related benefits.
(See list of areas on inside back cover.) In each area,
earnings data for selected occupations (A -se r ie s tables) are collected
annually.
Information on establishment practices and supplementary wage
benefits (B -se r ie s tables) is obtained every third year.
Each year after all individual area wage surveys have been com
pleted, two summary bulletins are issued.
The first brings together data
for each metropolitan area surveyed; the second presents national and r e
gional estim ates, projected from individual metropolitan area data, for all
Standard Metropolitan Statistical Areas in the United States, excluding Alaska
and Hawaii.
A major consideration in the area wage survey program is the need
to describe the level and movement of wages in a variety of labor m arkets,
through the analysis of (1) the level and distribution of wages by occupation,
and (2) the movement of wages by occupational category and skill level.
The program develops information that may be used for many purposes,
including wage and salary administration, collective bargaining, and a s
sistance in determining plant location. Survey results also are used by the
U.S. Department of Labor to make wage determinations under the Service
Contract Act of 1965.
Where possible, data are presented for all industries and for manufacturing
and nonmanufacturing separately. Data are not presented for skilled main
tenance workers in nonmanufacturing because the number of workers em
ployed in this occupational group in nonmanufacturing is too sm all to warrant
separate presentation. This table provides a measure of wage trends after
elimination of changes in average earnings caused by employment shifts
among establishments as well as turnover of establishments included in
survey samples. For further details, see appendix A.
Tables A - 8 and A - 9 provide for the first time m easures of average
pay relationships within establishments. These measures may differ consid
erably from the pay relationships of overall averages published in tables
A - l through A -6 . See appendix A for details.
B -se r ie s tables
The B -se r ie s tables present information on minimum entrance
salaries for inexperienced typists and clerks; late-sh ift pay provisions and
practices for production and related workers in manufacturing; and data
separately for production and related workers and office workers on sched
uled weekly hours and days of first-sh ift workers; paid holidays; paid vaca
tions; health, insurance, and pension plans; and more detailed information
on life insurance plans.
A -s e r ie s tables
Tables A - l through A -6 provide estimates of straight-tim e weekly
or hourly earnings for workers in occupations common to a variety of
manufacturing and nonmanufacturing industries.
The occupations are defined
in appendix B.
For the 31 largest survey areas, tables A - 10 through A - 15
provide sim ilar data for establishments employing 500 workers or m ore.
Table A -7 provides percent changes in average hourly earnings of
office clerical w orkers, electronic data processing w orkers, industrial
nurses, skilled maintenance trades w orkers, and unskilled plant workers.
Appendix A describes the methods and concepts used in the area
wage survey program. It provides information on the scope of the area
survey, the area's industrial composition in manufacturing, and labormanagement agreement coverage.
Appendix B provides job descriptions used by Bureau field rep re
sentatives to classify workers by occupation.
Table A-1. Weekly earnings of office workers, Greenville—Spartanburg, S.C., June 1979
Weekly earnings^^™
O ccu p a tion and in d u str y d iv is io n
SEC RETARIES ...........................
MANUFACTURING.............
NONMANUFACTURING. .
PUBLIC U T I L I T I E S ......................................
hours1
Mean2
Median2
1 95 .00
186 .00
*1 90.00
SECRE TA RIES. CLASS
SECR ET ARI E S. CLASS
NONMANUFACTURING.
uo.o
S ECR ET ARI E S. CLASS C ....................................
NUMBER OF WORKERS
STRAIGHT- TIME WEEKLY EARNINGS
(I N
DOLLARS)
Middle range
$ 1 6 9.0 0-5
1 7 6 .0 0 1 4 9 .0 0 1 8 0 .0 0 -
2 0 0 . 001 96 .50 -
1 9 2 .0 0 1 92 .00 1 9 3 .0 0 -
2 0 8 . CO
S ECR ET ARI E S. CLASS D ...................................
2 9 .5
S EC R ET ARI E S.
1 3 7 .0 0 -
2 0 0 .0 0
STENOGRAPHERS. SEN IO R.................................
MANUFACTURING............
1 6 8 .3 0 1 6 0 .5 0 -
STENOGRAPHERS. GENERAL..............................
NONMANUFACTURING. ......................................
1 6 1 . GO
40. G
1 32 .50 1 4 0 .0 0 1 2 7 .5 0 -
E ...................................
STENOGRAPHERS.....................
NCNMANUFACTURING.
TRANSCRIBING-MACHINE
T Y P I S T S ..................
T Y P I S T S ....................................
MANUFACTURING. . . .
T Y P I S T S . CLASS E . .
MA N U FA C TU R I N G .. ..
F IL E
CLERKS........................
FILE CLERKS. CLASS
C ....................................
W o r k e r s w e r e d i s t r i b u t e d as f o l l o w s :
1 2 6 .50
6 at $ 3 2 0 to $ 3 4 0 ; and 4 at $ 3 4 0 to $ 3 6 0 .
S e e f o o t n o t e s at e n d o f t a b l e s .
Table A-1. Weekly earnings of office workers, Greenville—Spartanburg, S.C., June 1979— Continued
Weekly earnings1
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 io n
MESSENGERS..............................
wodcen
Mean 2
$14 5.0 0
Middle range 2
$ 1 2 9 .0 0 - $159.50
1 40 .00 1 48 .00 1 3 6 .0 0 -
1 5 2 .5 0 1 6 0 .0 0 1 5 2 . GO-
4 0 .C
ORDER CLERKS........................
1 4 0 .0 0 1 5 0 .0 0 1 3 6 .0 0 1 4 9 .0 0 -
ACCOUNTING CLERKS, CLASS A
NONMANUFACTURING..
ACCOUNTING CLERKS, CLASS B
PAYROLL CLERKS..................
KEY ENTRY OPER AT ORS ..
KEY ENTRY OPERATORS
8 ............
CLASS A ............
(IN
ACCOUNTING C L E R K S . . . .
PUBLIC U T I L I T I E S .................. ..................
WEEKLY EARNINGS
SWITCHBOARD OPERATORS
STRAIGHT -TIME
SWITCHBOARD OPERATORRECEPTIONISTS..................
ORDER CLERKS , CLASS
RECEIVINC
Table A-2. Weekly earnings of professional and technical workers, Greenville—Spartanburg, S.C., June 1979
O ccu p a tion and in d u stry d iv is io n
woiken
hours *
Median*
COMPUTER SYSTEMS ANALYSTS
( B U S I N E S S ) ...................................................................
MANUFACTURING...............
J36 M.C 0
*355.00
CCMPUTER SYSTEMS ANALYSTS
( B U S I N E S S ) . CLASS B ...................................
MANUFACTURING................
M •0
MO.O
3M C.50
CCMPUTER PROGRAMMERS ( B U S I N E S S ) . . . .
NCNMANUFACTURING...
COMFUTER PROGRAMMERS
CLASS A................................
( IN DOLLARS)
1 5C
3 CO
M O
$ 3 1 7 . 5 0 —S M 1 6 .5 0
3 2 0 . 5 0 - MM1.00
3 10 .00 3 1 6 .5 0 -
2 6 M .5 0
2M1. 5 0 2 62 .50 2 25 .50 -
2 89 .00 2 90 .50 -
2 62 .50 -
(B USINESS).
CCMPUTER PROGRAMMERS
CLASS C.................................
CLASS B.................................
(BUSINESS).
2MO.OO
180 .00 1 80 .00 1 8 0 .0 0 -
COMPUTER OPERATORS. CLASS B ...............
NONMANUFACTURING.. .
19M.C0
22M.OO
C ...............
1 9 0 • CO
GRAFTERS......................................
2M 8.C0
2 M 3 .5 0
2M0.C0
28M .C0
GRAFTERS. CLASS E . . .
2 3 0 .0 0 2 2M .50-
DRAFTERS. CLASS C . . .
23 M. 0 0
2 0 5 .0 0 1 76 .00 -
232.CO
CRAFTERS.
2M 7 .5 0 2 M 9 .5 0 2 3 0 .0 0 -
MO.C
2M 8 .C 02 32 .50 -
2 1 0 . 002 10 . 00-
2 M 6 . 50
COMPUTER O P E R A T O R S . . . .
NONMANUFACTURING. . .
COMPUTER OPERATORS.
CLASS D . . .
ELECTRONICS TECHNICIANS................................
PUBLIC U T I L I T I E S .
ELECTRONICS TECHN ICIA NS.
CLASS A .
ELECTRONICS TE CHNICIANS.
CLASS B .
REGISTERED INDUSTRIAL NURSES..................
S ee fo o tn o te s at end o f t a b le s .
Table A-3. Average weekly earnings of office, professional, and technical workers, by sex,
Greenville—Spartanburg, S.C., June 1979
A vera ge
O ccupation,
s e x , 3 and i n d u s t r y d i v i s i o n
W e e k ly
O ccu pation ,
w orkers
(s t a n d a r d )
$ 1 5 1 . 5 0 FIL E CLERKS F IL F
Cl A * *
A ...................................
MANUFACTURING....................................................
SECRETARIES*
CLASS C * * * . * .....................
3S * 5
AC . 0
40)0
2 1 A.00
2S .5
ic . d
KEY ENTRY
AC • 0
KEY ENTRY OPERATORS*
OPERATORS*
A N U F A C T U R I N G __________________________________
NCNM
NONMA N U F A C T I J R TNG_______________________
T Y P I S T S ..............................................................................
KANUF AC TURING* ........................................ ....
AG *0
A"' *0
NONMANUFACTURING............................................
CPERATCR-
W e e k lv
h o u rs ^
(s ta n d a rd )
e a r n in g * 1
AC *0
$343 .00
COMPUTER PROGRAMMERS ( 3USI NE SS ) . . . .
MANUFACTURING.....................................................
COMPUTER PROGRAMMERS (B U S I N E S S ) *
CLASS A......................................................................
COMPUTER OPERATORS.. . . . . . . . . . . . . . . .
MANUFACTURING........................ .. .........................
NCNMANUFACTURING............................................
4C .0
3 9 .D
216 .5 0
MANUFACTURING...................................................
■7
AO *0
CRAFTERS...........................................................................
4C.0
DRAFTERS. CLASS 9 ............................................
DRAFTERS* CLASS C............................................
4C)D
22 A.00
( BU SINESS )
- CONTINUED
s e x . 3 and i n d u s t r y d i v i s i o n
OCCUPATIONS - MEN— CONTINUED
CLFRKS.
SECRETARIES)
e a r n in g s 1
OFFICE OCCUPATIONS WOMEN— CONTINUED
OFFICE OCCUPATIONS WOMEN
sta n d a rd )
OCCUPATIONS HEN
MESSENGERS.....................................................................
s t a n d a rd )
ACCOUNTING CLERKS:
MA NUFACTURING***. ........................................
(m e a n 2 )
N um ber
A v u ifi
(m e a n * )
MANUFACTURING........................ •
DRAFTERS*
• • • • • *• • •
ELECTRONICS TECHNICIANS.................................
PUBLIC U T I L I T I E S * •• * .................. ....
CLASS D ...............................................................
ELECTRONICS TE CHNICIANS. CLASS A .
OCCUPATIONS - WOMEN
EU SIN ESSi.
CLERKS.................... .............................................
S ee fo o tn o te s at end o f ta b le s
OCCUPATIONS -
AC.O
COMPUTER OPERATORS...............................................
MANUFACTURING........................ • • • • • • • • • •
REGISTERED INDUSTRIAL
3S.5
N U R S E S .......
Table A-4. Hourly earnings of maintenance, toolroom, and powerplant workers, Greenville—Spartanburg, S.C., June 1979
NUMBER OF WORKERS RECEIVING STRAIGHT-TIME
Hourly earnings *
HOURLY EARNINGS
CGLLARS)
7 .20
7 .6 0
9 .2 C
9 .6 0 1 C .C 0 1 0 .90
*4.00
A.DC UNDER
5 .9 0 5 .6 0
A.2D
O ccu p a tion and in d u str y d i v is io n
5 . DO 5 . 2 0
6 . 80
2 . 6G1C.CC1C.4C
MAINTENANCE CARPENTERS...................................
$5.2 5
$ 9 .9 0 9 .9 2-
$ 5 .5 6
MAINTENANCE EL EC TR IC IA N S..............................
5 .6 1 5 .6 1 -
MAINTENANCE MACHINISTS....................................
5 .9 35 .9 8 -
MAINTENANCE MECHANICS ( M A C H I N E R Y ) . .
MAINTENANCE MECHANICS
(MOTOR V EH IC LE S) ..................................................
6 .2 7 5 . DC7 .2 0 7 .6 0 -
MAINTENANCE P I P E F I T T E R S .................................
9 .9 2 9 .9 2-
MAINTENANCE TRADES HELPERS........................
9 .2 39 .2 3-
MACHINE-TOOL OPERATORS (T O O L R O O M ) ..
TOOL AND DIE MAKERS............................................
STATIONARY ENGINEERS.........................................
S ee fo o tn o te s at end o f ta bles.
Table A-5. Hourly earnings of material movement and custodial workers, Greenville—Spartanburg, S.C., June 1979
Hourly earnings 4
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 n
Mein2
NUMBER OF WORKER S RECEIVING
.32 0
TRUCKDRIVERS.
TRUCK.....................
$ 6.7 7
$7 • C 5
$ 5 .4 9 3 .7 6 6 .1 7 7 .6 0 -
4 .C 4
3 .7 3-
3 .8 23 .2 54 .2 5-
6 .7 0 -
TRUCKDRIVERS,
U T I L I T I E S ......................................
SHIPPERS..........................................................................
TRAC TOR-TRAILER . . . .
4 .G S -
JA NITORS. PORTERS. AND C L E A N E R S . . . .
MANUF ACTURING .............................................................
N©MANUFACTURING ...................................................
4 • OC 4 . 2 C
9 .6 0 1 0 .0 0 1 0 .4 0
3 .5 0 3 .7 1 3 .8 03 .8 0 —
4 .0 0 —
4 .0 7 4.0 .7-
1 .543
7 9 7 7-
See footn otes at end o f ta b le s .
POWER-TRUCK OPERATORS
(OTHER THAN F O R K L I F T ) ...................................
4 . 2a3 .8 3-
OPERATORS..............................................
9 .6 0 1 0 .0 0
2 . GO' 2 . 8 0
COLLARS)
4 .2J
4.C C
STRAIGHT- TIME HOURLY EARNINGS
Table A -6. Average hourly earnings of maintenance, toolroom, powerplant, material movement
and custodial workers, by sex, Greenville—Spartanburg, S.C., June 1979
O ccu pa tion ,
s e x , 3 and in d u s t r y d i v i s i o n
MAINTENANCE. TOOLROOM,
POWERPLANT OCCUPATIONS -
A verage
(m ean 2 )
earnings 4
MAINTENANCE EL EC T RI CI AN S .............................
MANUFACTURING..................................................
?n ■
MAINTENANCE MECHANICS (M A C H I N E R Y ) ..
(m ea n 2 )
MAINTENANCE MACHINISTS...................................
MATERIAL MOVEMENT AND CUSTODIAL
$5 • 2 5
TRUCKDRIVERS -
■'7
^5_2
, nc
(MOTOR V E H IC L E S ) .................................................
4 •8 C
MACHINE-TOOL
GUARDS,
J AN IT O RS ,
B.................................................
PORTERS,
AND C L E A N E R S . . . .
ltG 35
ORDER F I L L E R S ............................................................
WAREHOUSEMEN........................................... ...................
(T OO LRO OM) ..
GUARDS................................................................................
MAINTENANCE P I P E F I T T E R S ................................
TRAC T OR -T RA IL ER . . . .
OCCUPATIONS - MEN
MATERIAL HANDLING LAEORERS........................
TRUCKDRIVERS...............................................................
NON MANUFACTURING..................................
See footnotes
at e n d o f t a bl e s,
1 .3 0 3
<*81
PACKERS....................................................
3 ,6 7
JA NI T O RS ,
Table A-7. Percent increases in average hourly earnings for selected occupational groups,
Greenville—Spartanburg, S.C., for selected periods
J une 1975
J un e 1976
Jun e 1977
J u n e 1977
A l l in d u stries:
O f f i c e c l e r i c a l ________ ____________________ _____ ___
E l e c t r o n i c da ta p r o c e s s i n g . . .
. .. .. .. .. ..
I n d u s t r i a l n u r s e s _______________________________________
S k i l l e d m a i n t e n a n c e t r a d e s . __ ______________________
U n s k i l l e d pl a nt w o r k e r s ____________ ______ ________
M anufacturing:
O f f i c e c l e r i c a l . ________________________________ _____
E l e c t r o n i c da t a p r o c e s s i n g _____________________________
I n d u s t r i a l n u r s e s _________________________________________
S k i l l e d m a i n t e n a n c e t r a d e s _____________________________
U n s k i l l e d pl a nt w o r k e r s _________________________________
c>
(' )
( >
Industry and o ccu pa tion a l group 5
N onm anufacturing:
O f f i c e c l e r i c a l _______________________________ ___________
U n s k i l l e d pl a n t w o r k e r s _________________________________
Se e f o o t n o t e s
a t e nd o f t a b l e s .
A r e v i s e d d e s c r i p t i o n f o r c o m p u t e r o p e r a t o r s i s b e i n g i n t r o d u c e d in this a r e a in 1979.
The re v is e d d e s crip tio n is n ot c o n s id e r e d
e q u i v a l e n t to the p r e v i o u s d e s c r i p t i o n . T h e r e f o r e , the e a r n i n g s o f c o m p u t e r o p e r a t o r s a r e n o t u s e d in c o m p u t i n g p e r c e n t i n c r e a s e s f o r the e l e c t r o n i c
da ta p r o c e s s i n g g r o u p .
Table A-8. Average pay relationships within establishments for white-collar occupations,
O ffi c e c l e r i c a l o c c u p a tio n b eing c o m p a r e d —
O ccu pation w hich equals
SE CR ET ARI ES. CLASS A...........................
SE CR ET ARI ES. CLASS E...........................
SECR ET ARI ES. CLASS C...........................
SEC R ET AR IE S. CLASS D...........................
SE CR ET ARI ES. CLASS E ...........................
STENOGRAPHERS. SENIOR ........................
STENOGRAPHERS. GENERAL.....................
TRANSCRIBING-NACHINE T Y P I S T S . .
T Y P I S T S . CLASS B......................................
FILE CLERK S. CLASS C...........................
MESSENGERS........................................................
SWITCHBOARD OPERATORS........................
SWITCHBOARD OPERATORREC EP TI O NI ST S......................................
ORDER CLERKS. CLASS 3 ........................
ACCOUNTING CLERKS. CLASS A-------ACCOUNTING CLERKS. CLASS E . . . .
PAYROLL CLERKS............................................
KEY ENTRY OPERATORS. CLASS A . .
KEY ENTRY OPERATORS. CLASS E . .
Transcribingmachine
typists
(6 !
<6 )
1 C6
Switch
operatorrecep
tionists
Accounting clerks
Stenographers
Typists,
File clerks,
Messen
clerks,
ia o
P r o f e s s i o n a l a nd t e c h n i c a l o c c u p a t i o n b e i n g c o m p a r e d —
E lectron ics tech nicia n s
( B U S I N E S S ) . CLASS B...........................
(B U SI N E SS ) . CLASS A...........................
(B U SI N E SS ) . CLASS E...........................
(B U SI N E SS ) . CLASS C...........................
COMPUTER CF ERA T0RS. CLASS B . . .
COMPUTER OPERATORS. CLASS C . . .
DRAFTERS. CLASS B ...................................
DRAFTERS. CLASS C ...................................
DRAFTERS. CLASS D ...................................
ELECTRONICS TECHNICIANS.
CLASS A .............................................................
CLASS 3 ..............................................................
REGISTERED INDUSTRIAL N U R S E S . .
C om puter operators
C om puter program mers (business)
Com puter systems
analysts (business),
S e e f o o t n o t e at e n d o f t a b l e s .
T a b l e s A - 8 an d A - 9 p r e s e n t the a v e r a g e p a y r e l a t i o n s h i p b e t w e e n p a i r s o f o c c u p a t i o n s w it h i n e s t a b l i s h m e n t s .
F o r e x a m p l e , a v a l u e o f 122 i n d i c a t e s the e a r n i n g s
o c c u p a t i o n d i r e c t l y a b o v e i n the h e a d i n g a r e 22 p e r c e n t g r e a t e r th a n e a r n i n g s f o r the o c c u p a t i o n d i r e c t l y to the l e f t in the st u b .
S i m i l a r l y , a v a l u e o f 85 i n d i c a t e s e a r n i n g s
o c c u p a t i o n i n the h e a d i n g a r e 15 p e r c e n t b e l o w e a r n i n g s f o r the o c c u p a t i o n i n the st u b .
See a ppen dix A fo r m e th o d o f com putation.
Table A-9. Average pay relationships within establishments for blue-collar occupations
M a i n t e n a n c e , t o o l r o o m , a n d p o w e r p l a n t o c c u p a t i o n b e in g c o m p a r e d —
Occupation w hich equals
M echanics
Pipefitters
M achinists
M achinery
T o o l and d ie makers
Stationary engineers
MAINTENANCE CARPENTERS.....................
MAINTENANCE EL ECTRICI ANS ...............
MAINTENANCE MACHINISTS.....................
(MACHINERY).................................................
(MOTOR VE H IC L E S )...................................
MAINTENANCE P IP E F I T T E R S ..................
MAINTENANCE TRADES H E L P E R S . . . .
MACHINE-TOOL OPERATORS
( TOOLROOM)....................................................
TOOL AND DIE MAKERS.............................
STATIONARY ENGINEERS...........................
M a c h in e -to o l
operators ( toolr oom )
Trades helpers
M otor v eh ic les
Guards, class B
Janitors, porters,
and cleaners
M a t e r i a l m o v e m e n t an d c u s t o d i a l o c c u p a t i o n b ei n g c o m p a r e d —
Truckdrivers
TRUCKDRIVERS. LIGHT TRUCK............
TRUCKDRIVERSt MEDIUM T R U C K . . . .
TRUCKDRIVERS. TRACTOR-TRAILER.
SHIPPERS............................................................
RECEIVERS.........................................................
SHIPPERS AND RECEIVERS.....................
WAREHOUSEMEN.................................................
ORDER F I L L E R S ..............................................
SHIPPING PACKERS......................................
MATERIAL HANDLING L A B O R E R S . . . .
FORKLIFT OPERATORS................................
(OTHER THAN F C R K L I F T ) .....................
GUARDS. CLASS B.........................................
JANIT OR S. PORTERS. AND
CLEANERS..........................................................
Medium truck
Shippers and
W arehousemen
Power-truck
(other than
forklift)
Order fillers
Shipping packers
1 u9
S e e f o o t n o t e at en d o f t a b l e s .
T a b l e s A - 8 an d A - 9 p r e s e n t t h e a v e r a g e p a y r e l a t i o n s h i p b e t w e e n p a i r s o f o c c u p a t i o n s w it h i n e s t a b l i s h m e n t s .
F o r e x a m p l e , a v a l u e o f 122 i n d i c a t e s th a t e a r n i n g s f o r t h e o c c u p a t i o n d i r e c t l y
a b o v e i n t h e h e a d i n g a r e 22 p e r c e n t g r e a t e r th a n e a r n i n g s f o r th e o c c u p a t i o n d i r e c t l y t o t h e l e f t in t h e stub .
S i m i l a r l y , a v a l u e o f 85 i n d i c a t e s e a r n i n g s f o r t h e o c c u p a t i o n i n th e h e a d i n g a r e 15 p e r c e n t
b e l o w e a r n i n g s f o r t h e o c c u p a t i o n in th e stub.
See a ppen dix A fo r m e th o d o f com p utation.
Establishment practices and supplementary wage provisions
Table B-1. Minimum entrance salaries for inexperienced typists and clerks, Greenville—Spartanburg, S.C., June 1979
In experienced typists
Other in ex p erien ced c l e r i c a l w o rk e r s
M anuf a ct u r ing
M inim um w eek ly straigh t-tim e s a la r y 7
Non m anufactu rin g
B a s e d on s t a n d a r d w e e k l y h o u r s 9 oi
in dustries
Al l
ESTABLISHMENTS HAVING A SP EC IF IE D
MINIMUM ---------------------------------------------------------
$ 120 .00
$ 12 5.0 0
$ 2 10 .00
$2 0 0 .00
STUDIED
UNDER $ 1 1 0 . 0 0 -------$ 1 1 0 . 00 AND UNDER
$ 1 1 5 . 00 AND UNDER
$ 1 2 0 . CO AND UNDER
1 1 1 0 . 00 AND UNDER
$ 14 5 00 AND UNDER
$ ISO • 00 AND UNDER
$ 1 7 5 . . 0 0 AND UNDER
$ 1 8 5 . 0 0 AND UNDER
$ 2 1 0 .. 0 0 AND UNDER
$ 2 2 0 . .00 AND UNDER
$ 2 <t0 . . 0 0 AND UNDER
$ 2 5 0 . , 0 0 AND UNDER
$ 2 5 5 ., 0 0 AND UNDER
$ 2 7 5 , 0 0 AND UNDER
$ 2 0 0 . 0 0 AND CVER -
-•
ESTABLISHMENTS HAVING NO S P ECI FIE D
MINIMUM -----------------------------------------------------------
ESTABLISHMENTS WHICH DID NOT
WORKERS IN THIS CATEGORY ------
See fo o tn o te s at end o f ta b le s .
M a nufacturing
N o n m a n u f a c t u r in g
B a s e d o n s t a n d a r d w e e k l y h o u r s 9 o f—
Table B-2. Late-shift pay provisions for full-tim e manufacturing production
and related workers, Greenville—Spartanburg, S.C., June 1979
j[A U _ fu ll^ t im i^ n a n u fa c t u r in g ^ r o d u c t io n a n d r e la t e d w o r k e jrs = _ ^ 0 0 _ j> e rc e n t]_
W o r k e r s o n l a t e s h i ft s
All w o rk e r s 9
S e c o n d sh if t
T h i r d shi ft
S e c o n d shi ft
T h i r d s h i ft
PERCENT OF WORKERS
IN ESTABLISHMENTS WITH L AT E -S H I F T PROVISIONS
WITH NO PAY DIFFERENTIAL FOR LA T E- S HI F T WORK
WITH PAY DIFFERENTIAL FOR L AT E- S H IF T WORK ----UNIFORM CENTS-PER-HOUR DIFFERENTIAL -------------UNIFORM PERCENTAGE DIFFERENTIAL ----------------------OTHER DIFFERENTIAL ------------------------------------------------------
1 C. 0
S <0
10 . 0
{ 1 C>
AVERAGE PAY DIFFERENTIAL
UNIFORM CENTS-PER-HOUR DIFFERENTIAL ------------------UNIFORM PERCENTAGE DIFFERENTIAL ---------------------------PERCENT OF WORKERS BY TYPE ANC
AMOUNT OF PAY DIFFERENTIAL
UNIFORM c e n t s - p e r - h o u r :
CENTS ---------------------------------------------------------------------8 CENTS -----------------------------------------------------------------------10
CENTS -------------------------------------------------------------------15 CENTS ---------------------------------------------------------------------16 CENTS ---------------------------------------------------------------------20 CENTS ---------------------------------------------------------------------25 CENTS ---------------------------------------------------------------------26 AND UNDER 27 CENTS ---------------------------------------30 CENTS ---------------------------------------------------------------------35 CENTS ---------------------------------------------------------------------NO CENTS ----------------------------------------------------------------------
UNIFORM p e r c e n t a g e :
5 PERCENT -------------------------------------------------------------------10 PERCENT -----------------------------------------------------------------
Table B-3. Scheduled weekly hours and days of full-time first-shift workers, Greenville—Spartanburg, S.C., June 1979
O ffice w orkers
P r o d u c t i o n and r e l a t e d w o r k e r s
A ll industries
M anufacturing
P u b lic utilities
N on m anufactu rin g
A ll in dustries
N o n m anuf a c t u r ing
PERCENT OF WORKERS BY SCHEDULED
WEEKLY HOURS AND DAYS
WORKERS -------------------------
2D HOURS—5 DAYS ---------------------------------------------20 HOURS-5 CAYS ---------------------------------------------25 HOURS -------------------------------------------------------------* 1 / 2 D A Y S --------------------------------------------------1
5 DAYS -----------------------------------------------------------26 HOURS -------------------------------------------------------------5 D A Y S -----------------------------------------------------------6 DAYS -----------------------------------------------------------26 1 / 4 HOURS—5 D A Y S ------------------------------------27 HOURS-5 CAYS ---------------------------------------------27 1 / 2 HOURS-5 DAYS ------------------------------------28 1 / 2 HO URS-5 DAYS ------------------------------------40 HOURS -------------------------------------------------------------4 DAYS -----------------------------------------------------------4 1 / 2 D A Y S ------------- ------------------------------------5 DAYS -----------------------------------------------------------5 1 / 2 CAYS --------------------------------------------------41 8 / 1 C HOURS-5 DAYS ---------------------------------42 1 / 2 HOURS-5 DAYS ------------------------------------45 HOURS-5 DAYS ---------------------------------------------45 1 / 4 HOURS—6 DAYS ------------------------------------46 HOURS—6 DAYS ---------------------------------------------48 HOURS- 6 DAYS ---------------------------------------------49 1 / 2 HOURS- 6 DAYS ------------------------------------55 HOURS-5 1 / 2 DAYS -------------------------------------
ALL FULL-TIME
(1 1 )
(11 )
(1 1 1
(id
( 11)
AVERAGE SCHEDULED
ALL WEEKLY WORK SCHEDULES -----------------------
S ee fo o tn o te s at end o f ta b le s .
Table B-4. Annual paid holidays for full-time workers, Greenville—Spartanburg, S.C., June 1979
WORKERS -------------------
IN ESTABLISHMENTS NOT PROVIDING
PAID HOLIDAYS ---------------------------------------IN ESTABLISHMENTS PROVIDING
PAID HOLIDAYS ---------------------------------------AVERAGE NUMBER CF PAID
1DC
FOR WORKERS IN ESTABLISHMENTS
PROVIDING HOLIDAYS ---------------------------PERCENT OF WORKERS EY NUMBER
OF PAID HOLIDAYS PROVIDED
----------------------------------------------------HOLIDAYS --------------------------------------------------HOLIDAYS --------------------------------------------------H O L I D A Y S --------------------------------------------------HOLIDAYS --------------------------------------------------PLUS 1 HALF DAY -------------------------------PLUS 2 HALF CAYS -----------------------------E HOLIDAYS --------------------------------------------------7 HOLIDAYS --------------------------------------------------PLUS 2 HALF DAYS -----------------------------PLUS A HALF DAYS -----------------------------8 HOLIDAYS --------------------------------------------------PLUS 1 HALF DAY -------------------------------S HOLIDAYS -------------------------------------------------PLUS 1 HALF DAY -------------------------------10 HOLIDAYS -----------------------------------------------11 HOLIDAYS -----------------------------------------------holiday
PERCENT OF WORKERS BY TOTAL
PAID HOLIDAY TIME PROVID ED12
1 CAY OR MORE ------------------------------------------2 DAYS OR MORE ----------------------------------------3 DAYS OR MORE ----------------------------------------A DAYS OR MORE ----------------------------------------5 DAYS OR MORE ----------------------------------------E 1 / 2 DAYS OR MORE -------------------------------6 DAYS OR MORE ----------------------------------------7 DAYS OR MORE ----------------------------------------8 DAYS OR MORE ----------------------------------------8 1 / 2 DAYS OR MORE -------------------------------9 DAYS OR MORE ----------------------------------------ID CAYS OR MORE --------------------------------------11 DAYS ---------------------------------------------------------
Table B-5. Paid vacation provisions for full-time workers, Greenville—Spartanburg, S.C., June 1979
O ffice w ork er s
N on m a nufactu rin g
A l l in d u s t r i e s
M anuf a c t u r ing
N onmanufacturing
P u b l i c u t il it i e s
WORKERS ---------------
PAID VACATIONS ---------------------------------IN ESTABLISHMENTS PROVIDING
PAID VACATIONS ---------------------------------LENGTH-OF-TIME PAYMENT ------------PERCENTAGE PAYMENT ---------------------OTHER PAYMENT ---------------------------------AMOUNT
OF PAID
UNDER 1 WEEK -------------------------1 WEEK ---------------------------------------OVER 1 AND UNDER 2 WEEKS
2 WEEKS -------------------------------------OVER 2 AND UNDER 2 WEEKS
2 WEEKS -------------------------------------year
y e a r s of s e r v i c e :
4 WEEKS --------------------------------------
2 WEEKS ------------------------------------OVER 2 AND UNDER 2 WEEKS
4 WEEKS ------------------------------------years
se r v ic e
2 YEARS OF SER VI CE :
it W E E K S -------------------------------------2
VACATION A F T E R : 13
G MONTHS OF S E R V IC E:
2 WEEKS -------------------------------------1
( 11 >
5 YEARS OF SE RV IC E:
1 WEEK ---------------------------------------OVER 1 AND UNDER 2 WEEKS
2 WEEKS ------------------------------------OVER 2 ANC UNDER 2 WEEKS
2 WEEKS ------------------------------------4 WEEKS -----------------------------------OVER 4 AND UNDER 5 WEEKS
See fo o tn o te s at end o f t a b le s .
Table B-5. Paid vacation provisions for full-time workers, Greenville—Spartanburg, S.C., June 1979— Continued
P r o d u c t i o n an d r e l a t e d w o r k e r s
O ffice w o rk e r s
Nonm anufacturing
P u b l ic utilities
A M OU NT OF P A I D V A C A T I O N A F T E R 13CONTINUED
YEARS OF S E R V I C E !
1 WEEK --------------------OV E R 1 AN D U N D E R 2 W E E K S
2 WEEKS -------------------OV E R 2 AN D U N D E R 2 W E E K S
3 WEEKS -------------------OV E R 3 AN D U N D E R A W E E K S
A WEEKS -------------------OV E R A AN D U N D E R 5 W E E K S
1 WEEK ---------------------OV E R 1 AND U N D E R 2 W E E K S
2 WEEKS -------------------O V E R 2 AND U N D E R 3 W E E K S
3 WEEKS -------------------O V E R 3 AN D U N D E R A W E E K S
15 YEARS OF S E R V I C E !
1 WEEK ---------------------O V E R 1 AN D U N D E R 2 W E E K S
2 WEEKS -------------------3 WEEKS -------------------OV E R 3 AN D U N D E R 1 W E E K S
A WEEKS -------------------CV E R A AN D U N D E R 5 W E E K S
OV E R 5 AN D U N D E R G W E E K S
(1 1 >
2 WEEKS -------------------3 WEEKS -------------------OV E R 3 AN D U N D E R A W E E K S
A WE EK S -------------------OV E R A AN D U N D E R 5 W E E K S
5 WEEKS ------------------OV E R 5 AN D U N D E R S W E E K S
G WE EK S -------------------7 WE EK S --------------------
1 WEEK ---------------------OV E R 1 ANC U N D E R 2 W E E K S
2 WE EK S -------------------3 WE EK S -------------------OV E R 3 A N D U N D E R A W E E K S
A WE EK S --------------------OV E R A A N D U N D E R 5 W E E K S
5 WEEKS -------------------O V E R 5 AN D U N D E R 6 W E E K S
G WEEKS -------------------7 WE EK S --------------------
i d
See footn otes
at en d o f t a b l e s .
O ffice w ork ers
N o n m a nuf a c t u r ing
A M O U N T OF PA I D V A C A T I O N A F T E R > 3 CONTINUED
30 y e a r s o f s e r v i c e :*
1 WE EK -----------------------------O V E R 1 AND U N D E R 2 W E E K S ------2 W E E K S ----------------------------3 W E E K S ----------------------------O V E R 3 AN D U N D E R q W E E K S ------A WE E K S ----------------------------O V E R q AN D U N D E R 5 W E E K S ------5 W E E K S ----------------------------O V E R 5 AN D U N D E R 6 W E E K S ------6 WE E K S ----------------------------7 W E E K S -----------------------------
i n )
E s tim a te s o f p r o v is i o n s fo r lo n g e r p e r io d s o f s e r v i c e are identical.
Table B-6. Health, insurance, and pension plans for full-time workers, Greenville—Spartanburg, S.C., June 1979
OF W O R K E R S
IN E S T A B L I S H M E N T S P R O V I D I N G AT
LEAST ONE OF THE B E N E F I T S
SH OW N E E L C W 14----------------------
LI F E I N S U R A N C E -------------------N O N C O N T R I B U T O R Y P L A N S ---------
A C C I D E N T A L D E A T H AND
D I S M E M B E R M E N T I N S U R A N C E ------N C N C O N T R I B U T O R Y P L A N S ---------
S I C K N E S S AND A C C I D E N T I N S U R A N C E
OR SI C K LE A V E OR B O T H 15---------
ALL F U L L - T I M E
W O R K E R S --------
S I C K N E S S AND A C C I D E N T
I N S U R A N C E ----------------------N O N C O N T R I E U T O R Y P L A N S -----SICK LE A V E (F UL L PAY AND NO
W A IT IN G P E R I O D ) --------------SICK LE AV E ( P A R T I A L PAY OR
W A IT IN G P E R I O D ) ---------------
I N S U R A N C E ------------------------N C N C 0 N T R I 3 U T C R Y P L A N S ---------
H O S P I T A L I Z A T I O N I N S U R A N C E -----N O N C O N T R I B U T O R Y P L A N S ---------
S U R G I C A L I N S U R A N C E --------------N C N C O N T R I B U T O R Y P L A N S ---------
M E D I C A L I N S U R A N C E ---------------N C N C O N T R I B U T O R Y P L A N S ---------
MA JO R M E D I C A L I N S U R A N C E --------N O N C O N T R I B U T O R Y P L A N S ---------
DE NT AL I N S U R A N C E -----------------N C N C O N T R I B U T O R Y P L A N S ---------
R E T I R E M E N T P E N S I O N --------------N C N C O N T R I B U T O R Y P L A N S ---------
at e n d o f t a b l e s ,
Table B-7. Life insurance plans for full-time workers, Greenville—Spartanburg, S.C., June 1979
p l a n s 16
Non contribu tory
A l l in dustries
N on contribu tory
N oncontributory
TYPE OF PLAN AND AMOUNT
ALL FULL -TIME WORKERS ARE PROVIDED THE SAME
FLAT-SUM COLLAR AMOUNT:
PERCENT OF ALL FULL-TIME WORKERS17-----------AMOUNT OF INSURANCE PROVIDED: 18
ME A N ---------------------------------------------------------MEDIAN ----------------------------------------------------MIDDLE RANGE ( 5 0 PERCENT) -------MIDDLE RANGE ( 8 0 PERCENT) ---------
AMOUNT OF INSURANCE I S EASED ON A SCHEDULE
WHICH IND ICATES A S P EC IF IE D DOLLAR AMOUNT OF
INSURANCE FOR A SP EC IF IE D LENGTH CF SERV IC E:
PERCENT OF ALL FUL L-T IME WORKERS 17--------------------------AMOUNT OF INSURANCE PROVIDED 18 AFTER:
ME A N -------------------------------------------------------------------------MEDIAN --------------------------------------------------------------------MIDDLE RANGE I 50 P E R C E N T ) -----------------------MIDDLE RANGE ( 8 0 PERCENT) -----------------------1 YEAR OF SE RV IC E:
ME AN -------------------------------------------------------------------------MEDIAN --------------------------------------------------------------------MIDDLE RANGE ( 5 0 PERCENT) -----------------------MIDDLE RANGE ( 8 0 PERCENT) -----------------------5 YEARS OF SE RV IC E:
ME A N -------------------------------------------------------------------------MEDIAN --------------------------------------------------------------------MIDDLE RANGE ( 5 0 PERCENT) -----------------------MIDDLE RANGE ( 8 0 PERCENT) -----------------------10 YEARS OF S E R V IC E :
ME A N ---------------------------------------; --------------------------------MEDIAN --------------------------------------------------------------------MIDDLE RANGE ( 5 0 PERCENT) -----------------------MIDDLE RANGE ( 8 0 PERCENT) -----------------------2C YEARS CF SE R V IC E :
ME A N -------------------------------------------------------------------------MEDIAN --------------------------------------------------------------------MIDDLE RANGE ( 5 0 PERCENT) -----------------------KIDDLE RANGE ( 8 D PERCENT) ------------------------
$4 . 800
$4 f GCO
$ 2 , 000- 6 .0 0 0
$ 1 , 5 0 0 - 8 .5 0 0
$ 4,4 00
$4,0 00
$ 2 , 000- 6 ,0 0 0
$ 2 ,OOC— 6 , 0 0 0
$ 1 ,5 0 0 - 7 ,5 0 0
$ 4 . COO
$ 2 . 0C0 — 6 . 0 0 0
$ 1 ,5 0 0 - 7 .5 0 0
$6 ,2 0 0
$4 , GCO
$ 1 .5 0 0 -1 0 .0 0 0
$ 2 ,0 0 0
$2 » 00 C— 5 . 0 0 0
$ 1 . 5 0 0 - 1 0 . ODD
$ 1 , 5 0 0 - 3 . COG
$ 1 , 5 0 0 - 5 , CCD
$ 1 0,2 00
Table B-7. Life insurance plans for full-time workers, Greenville—Spartanburg, S.C., June 1979— Continued
Noncontributory
pl a n s 16
TYPE OF PL A N AN D AM O U N T
OF I N S U R A N C E — C O N T I N U E C
AM OU NT OF I N S U R A N C E IS EA S E C ON A S C H E D U L E
WHICH I N D I C A T E S A S P E C I F I E D C O L L A R AM O U N T OF
I N S U R A N C E F O R A S P E C I F I E D A M O U N T CF E A R N I N G S :
P E R C E N T OF AL L F U L L - T I M E W O R K E R S 17----------A M O U N T CF I N S U R A N C E P R O V I D E D 18 IF:
AN N U A L E A R N I N G S ARE *5 .0 00 :
M E A N ------------------------------------M E D I A N ---------------------------------M I D D L E RA N G E (50 P E R C E N T ) ---------MI D D L E R A N G E (80 P E R C E N T ) ---------AN N U A L E A R N I N G S ARE $1 0, 0 0 0 :
M E A N ------------------------------------M E D I A N ---------------------------------MI D D L E R A N G E (50 P E R C E N T ) --------M I D D L E R A N G E (80 P E R C E N T ) ---------AN N U A L E A R N I N G S ARE S 1 5 . C 0 0 :
M E A N ------------------------------------M E D I A N ---------------------------------M I D D L E R A N G E (50 P E R C E N T ) --------K I D D L E RA N G E (80 P E R C E N T ) --------AN N U A L E A R N I N G S ARE * 2 0 . 0 0 0 :
M E A N ------------------------------------M E D I A N ---------------------------------MI D D L E RA N G E (50 P E R C E N T ) ---------M I D D L E R A N G E (80 P E R C E N T ) ---------A M O U N T OF I N S U R A N C E IS E X P R E S S E D AS A F A C T O R OF
A N N U A L E A R N I N G S : 19
P E R C E N T OF A L L F U L L - T I M E W O R K E R S 17-----------F A C T O R OF A N N U A L E A R N I N G S US E D TO C A L C U L A T E
A M O U N T OF I N S U R A N C E : 18
M E A N -------------------------------------M E D I A N ----------------------------------M I D D L E RA N G E (50 P E R C E N T ) ----------M I D D L E R A N G E (80 P E R C E N T ) ----------P E R C E N T OF AL L F U L L - T I M E W O R K E R S C O V E R E D BY
PL A N S NOT S P E C I F Y I N G A M A X I M U M A M O U N T OF
I N S U R A N C E ---------------------------------------P E R C E N T OF AL L F U L L - T I M E W O R K E R S C O V E R E D BY
PLANS S P E C I F Y I N G A M A X I M U M A M O U N T OF
I N S U R A N C E ---------------------------------------S P E C I F I E D M A X I M U M A M C U N T OF I N S U R A N C E : 18
M E A N -------------------------------------M E D I A N ----------------------------------MI D D L E R A N G E (50 P E R C E N T ) ----------M I D D L E R A N G E (80 P E R C E N T ) ----------AM O U N T OF I N S U R A N C E IS B A S E D ON SO M E O T H E R TYPE
OF p l a n :
P E R C E N T OF ALL F U L L - T I M E W O R K E R S 17-----------
* 5 .0 0 0 -1 0 .0 0 0
$ 5 ,0 0 0 -1 0 .0 0 0
* 6 .0 0 0
* 5 .0 0 0 - 5 .0 0 0
* 5 ,0 0 0-10 .00 0
* 6 ,6 0 0
* 5 . 0 0 0 —1 0 , 0 0 0
* 9 ,0 0 0 - 5 .0 0 0
* 9 .0 0 0 -1 0 ,0 0 0
$1<*. 700
$ 15 ,00 0
$ 10 .0 0 0 -1 6 .0 0 0
$10 . 0 00 - 2 0 . 0 0 0
*1 3.7 00
*1 0 .0 0 0 -1 6 .0 0 0
$8 , 000- 2 0.0 00
*1 5 .0 0 0
*1 0.0 00 -1 6.0 00
* 1 0 . 000- 2 0 .0 0 0
* 8 . 000- 2 0 .0 00
* 12,000
* 8 . 000- 2 0 ,0 0 0
*11,9 00
*11.5 00
* 8 ,0 0 0 -1 5 .0 0 0
* 8 . 000- 2 0 .0 0 0
*11,800
* 1 0 .0 00
* 12.0 00
* 1 9 . BOO
$2 0,000
$ 1 2 , 000- 20.000
$ 10 . 0 0 0 - 3 0 . 0 0 0
* 12 . 000- 2 0 .0 0 0
$2 0.000
* 1 2 , 000- 2 0 .0 0 0
* 1 9 ,0 0 0 -3 0 .0 0 0
* 2 0.0 00
*1 2 , 000- 20.000
*1 2.0 0 0 -3 0 .0 0 0
*1 8,100
*1 5.000
* 1 2.0 00 -3 0.0 00
$ 1 0 . 0 0 0 - 3 0 . 000
* 1 2,0 00
* 1 2 . 000- 2 0 ,0 0 0
*15.100
* 1 2 . O C O -3 0 . 0 0 0
$ 2 5 .M
$ 15 ,0 0 0 -9 0 .0 0 0
$ 1 0 . 0 0 0 - VO. 0 00
* 1 5 .0 0 0 -2 0 .0 0 0
* 1 2 . 0 0 0 —9 0 . 0 0 0
$2 0 ,0 0 0
* 1 2 . 0 0 0 - 9 0 . OCO
* 20.000
* 1 0 ,0 00 -9 0.0 00
$ 1 0 ,0 0 0 -9 0 ,0 0 0
*1 9 ,9 0 0
1 . 00- 2. 0 C
1. 00- 2 .0 0
1 .0 0 -1 .5 0
1 . 00- 2 .0 0
1 . 0 G -2 .C 0
1 . CO -2 .C O
S ee footn otes at end o f ta b les .
2 . CO
1 . C O - 2 . 00
2<00
1 . 00- 2 . 0 0
*2 52.600
*250 .00 0
*50.0 00 -5 00 ,00 0
* 5 0.0 00 -5 00 .00 0
*255.900
*2 50 ,00 0
* 5 0 .0 0 0 -5 0 0 .0 0 0
*2 5 0 .0 0 0
*5 0 .0 0 0 -5 0 0 .0 0 0
*2 50 .00 0
*100.C C 0-5O 0.D O C
*9 0.0 00 -5 00 .00 0
Some of these standard footnotes may not apply to this bulletin.
1 Standard hours reflect the workweek for which employees receive
their regular straight-tim e salaries (exclusive of pay for overtime at reg
ular and/or prem ium rates), and the earnings correspond to these weekly
hours.
2 The mean is computed for each job by totaling the earnings of
all workers and dividing by the number of workers. The median desig
nates position— half of the workers receive the same or m ore and half re
ceive the same or less than the rate shown. The middle range is defined
by two rates of pay; a fourth of the workers earn the same or less than
the lower of these rates and a fourth earn the same or more than the
higher rate.
3 Earnings data relate only to workers whose sex identification was
provided by the establishment.
4 Excludes prem ium pay for overtime and for work on weekends,
holidays, and late shifts.
5 Estim ates for periods ending prior to 1976 relate to men only for
skilled maintenance and unskilled plant workers. All other estimates r e
late to men and women.
6 Data do not meet publication criteria or data not available.
7 F orm ally established minimum regular straight-tim e hiring sa l
aries that are paid for standard workweeks. Data are presented for all
standard workweeks combined, and for the most common standard work
weeks reported.
8 Excludes workers in subclerical jobs such as m essenger.
9 Includes all production and related workers in establishments
currently operating late shifts, and establishments whose form al provisions
cover late shifts, even though the establishments were not currently
operating late shifts.
10 L ess than 0.05 percent.
1 L ess than 0.5 percent.
12 A ll combinations of full and half days that add to the same amount;
for exam ple, the proportion of workers receiving a total of 10 days
includes those with 10 full days and no half days, 9 full days and 2
half days, 8 full days and 4 half days, and so on. Proportions then
were cumulated.
1 Includes payments other than "length of t im e ," such as percentage
of annual earnings or flat-sum payments, converted to an equivalent time
basis; for example, 2 percent of annual earnings was considered as 1 week's
pay. Periods of service are chosen arbitrarily and do not necessarily reflect
individual provisions for progression; for example, changes in proportions
at 10 years include changes between b and 10 years. Estimates are cumula
tive. Thus, the proportion eligible for at least 3 weeks' pay after 10 years
includes those eligible for at least 3 weeks' pay after fewer years of service.
14 Estim ates listed after type of benefit are for all plans for which
at least a part of the cost is borne by the employer. "Noncontributory
plans" include only those financed entirely by the employer. Excluded are
legally required plans, such as w orkers' disability compensation, social se
curity, and railroad retirement.
1 Unduplicated total of workers receiving sick leave or sickness and
accident insurance shown separately below. Sick leave plans are limited to
those which definitely establish at least the minimum number of days' pay
that each employee can expect. Informal sick leave allowances determined
on an individual basis are excluded.
16 Estimates under "A ll plans" relate to all plans for which at least
a part of the cost is borne by the em ployer. Estimates under "Noncontrib
utory plans" include only those financed entirely by the employer.
17 For "A ll in d u strie s," all full-tim e production and related workers
or office workers equal 100 percent. For "M anufacturing," all full-tim e
production and related workers or office workers in manufacturing equal 100
percent.
18 The mean amount is computed by multiplying the number of
workers provided insurance by the amount of insurance provided, totaling
the products, and dividing the sum by the number of workers. The median
indicates that half of the workers are provided an amount equal to or smaller
and half an amount equal to or larger than the amount shown. Middle
range (50 percent)— a fourth of the workers are provided a m amount equal to
or less than the sm aller amount and a fourth are provided an amount equal
to or more than the larger amount. Middle range (80 percent)— 10 percent of
the workers are provided a m amount equal to or less than the smaller
amount and 10 percent are provided a m amount equal to or more than the
larger amount.
19 A factor of annual earnings is the number by which annual earnings
are multiplied to determine the amount of insurance provided. For example,
a factor of 2 indicates that for annual earnings of $ 1 0 ,0 0 0 the amount of
insuramce provided is $ 2 0 ,0 0 0 .
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 be 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 y ears, 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 sam ple, 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 em ployees. 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 sm all 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 m em ber. If no suitable substitute is available,
additional weight is assigned to a sample mem ber that is sim ilar to the
m issing unit.
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 limited
area studies in approximately 100 areas at the request of the Employment Standards Administration of the
U. S. Department of Labor.
Occupations and earnings
Occupations selected for study are common to a variety of manufac
turing and nonmanufacturing industries, and are of the following types: (1)
Office clerical; (2) professional and technical; (3) maintenance, toolroom,
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 -s e r ie s tables because either (1) employ
ment in the occupation is too small to provide enough data to merit presen
tation, 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-tim e
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-livin g
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 tim e. 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 firm s 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 m ost 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 estim ates. Industries
and establishments differ in pay level and job staffing, and thus contribute
differently to the estim ates for each job.
Pay averages may fail to reflect
accurately the wage differential among jobs in individual establishments.
Skilled maintenanc
Mechanics (motor vehicle)
Tool and die makers
Average pay levels for men and women in selected occupations
should not be assumed to reflect differences in pay of the sexes within
individual establishm ents.
Factors which may contribute to differences
include progression within established rate ranges (only the rates paid
incumbents are collected) and performance of specific duties within the
general survey job descriptions. Job descriptions used to classify employees
in these surveys usually are more generalized than those used in individual
establishments and allow for minor differences among establishments in
specific duties perform ed.
Unskilled plant
Janitors, porters, and
Material handling laborers
Percent changes for individual areas in the program are computed
1. Average earnings are computed for each occupation for
the 2 years being compared. The averages are derived
from earnings in those establishments which are in the
survey both years; it is assumed that employment
remains unchanged.
Occupational employment estimates represent the total in all estab
lishments within the scope of the study and not the number actually surveyed.
Because occupational structures among establishments differ, estimates of
occupational employment obtained from the sample of establishments studied
serve only to indicate the relative importance of the jobs studied.
differences in occupational structure do not affect materially the accuracy of
the earnings data.
Each occupation is assigned a weight based on its
proportionate employment in the occupational group in
the base year.
These weights are used to compute group averages.
Each occupation's average earnings (computed in step 1)
is multiplied by its weight. The products are totaled
to obtain a group average.
The ratio of group averages for 2 consecutive years is
computed by dividing the average for the current year
by the average for the earlier year.
expressed as a percent— less 100 is the percent change.
Wage trends for selected occupational groups
The percent increases presented in table A -7 are based on changes
in average hourly earnings of men and women in establishments reporting
the trend jobs in both the current and previous year (matched establishments).
The data are adjusted to remove the effect on average earnings of em ploy
ment shifts among establishments and turnover of establishments included
in survey sam ples.
The percent increases, however, are still affected by
factors other than wage increases. Hirings, layoffs, and turnover may
affect an establishment average for an occupation when workers are paid
under plans providing a range of wage rates for individual jobs. In periods
of increased hiring, for example, new employees may enter at the bottom
of the range, depressing the average without a change in wage rates.
For a more detailed description of the method used to compute
these wage trends see "Improving Area Wage Survey Indexes," Monthly
Labor Review, January 1973, pp. 5 2 -5 7 .
Average pay relationships within establishments
Relative m easures of occupational pay are presented in table A -8
for white-collar occupations and in table A -9 for blue-collar occupations.
These relative values reflect differences in pay between occupations within
individual establishments. Relative pay values are computed by dividing an
establishment's average earnings for an occupation being compared by the
average for another occupation (designated as 100) and multiplying the
quotient by 100. For example, if janitors in a firm average $4 an hour and
forklift operators $ 5 , forklift operators have a relative pay value of 125
compared with janitors. ($ 5 -7- $ 4 = 1.25 x 100 = 125.) In combining the
relatives of the individual establishments to arrive at an overall average,
each establishment is considered to have as many relatives as it has
weighted workers in the two jobs being compared.
The percent changes relate to wage changes between the indicated
dates. When the tim e span between surveys is other than 12 months, annual
rates are also shown. (It is assumed that wages increase at a constant
rate between surveys.)
Occupations used to compute wage trends are:
Stenographers, senior
Stenographers, general
T ypists, cla sses A and B
File clerk s, cla sses A ,
B, and C
M essengers
Order clerk s, cla sses
A and B
Accounting clerk s,
cla sse s A and B
Payroll clerks
Key entry operators,
cla sses A and B
Electronic data processing 2
Computer systems analysts,
classes A , B, and C
Computer program m ers,
Skilled maintenance
Mechanics (machinery'
The earnings o f computer operators are not included
introduced in this survey which is
A revised job description is being
Pay relationships based on overall averages may differ considerably
because of the varying contribution of high- and low-wage establishments to
the averages. For example, the overall average hourly earnings for forklift
operators may be 50 percent m ore than the average for janitors because the
average for forklift operators may be strongly influenced by earnings in
high-wage establishments while the average for janitors may be strongly
influenced by earnings in low-wage establishments. In such a case, the
intra-establishment relationship will indicate a much sm aller difference in
earnings.
Industrial nurses
The incidence of selected establishment practices and supplementary
wage provisions is studied for fu ll-tim e production and related workers and
office workers.
Production and related workers (referred to hereafter as
in the wage trend computation for this group.
production workers) include working supervisors and all nonsupervisory
not equivalent to the previous description.
workers (including group
leaders and trainees) engaged in fabricating,
processing, assem bling, inspection, receiving, storage, handling, pack
ing, warehousing, shipping, maintenance, repair, janitorial and guard s e r
vices, product development, auxiliary production for plant's own use
(e .g ., power plant), and recordkeeping and other services closely a sso c i
ated with the above production operations. (Cafeteria and route workers
are excluded in manufacturing industries but included in nonmanufacturing
industries.) In finance and insurance, no workers are considered to be
production workers. Office workers include working supervisors and all nonsupervisory workers (including lead workers and trainees) performing
clerical or related office
functions in such departments as accounting,
advertising, purchasing, collection, credit, finance, legal, payroll, personnel,
sales, industrial relations, public relations, executive, or transportation.
Administrative, executive, professional, and part-tim e employees as well
as construction workers utilized as separate work forces are excluded from
both the production and office worker categories.
Minimum entrance salaries (table B - l ) . Minimum entrance salaries
for office workers relate only to the establishments visited.
Because of the
optimum sampling techniques used and the probability that large establish
ments are m ore likely than sm all establishments to have formal entrance
rates above the subclerical level, the table is more representative of policies
in medium and large establishments. (The " X 's " shown under standard
weekly hours indicate that no meaningful totals are applicable.)
Shift differentials— manufacturing (table B -2 ). Data were collected
on policies of manufacturing establishments regarding pay differentials for
production workers on late shifts. Establishments considered as having
policies are those which (1) have provisions in writing covering the operation
of late shifts, or (2) have operated late shifts at any time during the 12
months preceding a survey.
When establishments have several differentials
which vary by job, the differential applying to the majority of the production
workers is recorded.
When establishments have differentials which apply
only to certain hours of work, the differential applying to the majority of
the shift hours is recorded.
For purposes of this study, a late shift is either a second (evening)
shift which ends at or near midnight or a third (night) shift which starts at
or near midnight.
Differentials for second and third shifts are summarized separately
for (1) establishment policies (an establishment's differentials are weighted
by all production workers in the establishment at the time of the survey)
and (2) effective practices (an establishment's differentials are weighted by
production workers employed on the specified shift at the time of the survey).
Scheduled weekly hours; paid holidays; paid vacations; and health,
insurance^ and pension plans.
Provisions which apply to a majority of the
production or office workers in an establishment are considered to apply to
all production or office workers in the establishment; a practice or provision
is considered nonexistent when it applies to less than a majority. Holidays;
vacations; and health, insurance, and pension plans are considered applicable
to employees currently eligible for the benefits as well as to employees who
will eventually become eligible.
Scheduled weekly hours and days (table B -3 ). Scheduled weekly
hours and days refer to the number of hours and days per week which fu ll
time first (day) shift workers are expected to work, whether paid for at
straight-tim e or overtime rates.
Paid holidays (table B -4 ).
Holidays are included if workers who
are not required to work are paid for the tim e off and those required to
work receive premium pay or compensatory time off. They are included
only if they are granted annually on a form al basis (provided for in
written form or established by custom). Holidays
in a particular year they fall on a nonworkday
granted another day off. Paid personal holiday
the automobile and related industries, are included
are included even though
and employees are not
plans, typically found in
as paid holidays.
Data are tabulated to show the percent of workers who (1) are
granted specific numbers of whole and half holidays and (2) are granted
specified amounts of total holiday time (whole and half holidays are
aggregated).
Paid vacations (table B -5 ). Establishments report their method of
calculating vacation pay (time basis, percent of annual earnings, flat-sum
payment, etc.) and the amount of vacation pay granted. Only basic formal
plans are reported. Vacation bonuses, vacation-savings plans, and "extended"
or "sabbatical" benefits beyond basic plans are excluded.
For tabulating vacation pay granted, all provisions are expressed
on a time basis. Vacation pay calculated on other than a time basis is
converted to its equivalent time period. Two percent of annual earnings,
for example, is tabulated as 1 week's vacation pay.
A lso, provisions after each specified length of service are related
to all production or office workers in an establishment regardless of length of
service. Vacation plans commonly provide for a larger amount of vacation
pay as service lengthens. Counts of production or office workers by length
of service were not obtained. The tabulations of vacation pay granted
present, therefore, statistical m easures of these provisions rather than
proportions of workers actually receiving specific benefits.
Health, insurance, and pension plans (tables B -6 and B -7 ) . Health,
insurance, and pension plans include plans for which the employer pays
either all or part of the cost. The cost may be (1) underwritten by a
com m ercial insurance company or nonprofit organization, (2) covered by a
union fund to which the employer has contributed, or (3) borne directly by
the employer out of operating funds or a fund set aside to cover the cost.
A plain is included even though a m ajority of the employees in an establish
ment do not choose to participate in it because they are required to bear
part of its cost (provided the choice to participate is available or will
eventually become available to a majority). Legally required plans such as
social security, railroad retirement, w orkers' disability compensation, and
temporary disability insurance 3 are excluded.
Temporary disability insurance which provides benefits to covered workers disabled by injury or illness
which is not work-connected is mandatory under State laws in California, New Jersey, New York, and Rhode
Island. Establishment plans which meet only the legal requirements are excluded from these data, but those
under which (1) employers contribute more than is legally required or (2) benefits exceed those specified in the
State law are included. In Rhode Island, benefits are paid out of a State fund to which only employees
contribute. In each of the other three States, benefits are paid either from a State fund or through a private plan.
State fund financing: In California, only employees contribute to the State fund; in New Jersey,
employees and employers contribute; in New York, employees contribute up to a specified maximum
and employers pay the difference between the employees' share and the total contribution required.
Private plan financing: In California and New Jersey, employees cannot be required to contribute
more than they would if they were covered by the State fund; in New York, employees can agree
to contribute more if the State rules that the additional contribution is commensurate with the
benefit provided.
Federal legislation ( Railroad Unemployment insurance A ct) provides temporary disability insurance benefits
to railroad workers for illness or injury, whether work-connected or not. The legislation requires that employers
bear the entire cost o f the insurance.
Life insurance includes formal plans providing indemnity (usually
through an insurance policy) in case of death of the covered worker.
Information is also provided in table B -7 on types of life insurance plans
and the amount of coverage ip all industries combined and in manufacturing.
Accidental death and dismemberment insurance is limited to plans
which provide benefit payments in case of death or loss of limb or sight as a
direct result of an accident.
Sickness and accident insurance includes only those plans which
provide that predetermined cash payments be made directly to employees
who lose time from work because of illness or injury, e .g ., $ 50 a week
for up to 26 weeks of disability.
Sick leave plans are limited to formal plans4 which provide for
continuing an em ployee's pay during absence from work because of illn ess.
Data collected distinguish between (1) plans which provide full pay with no
waiting period, and (2) plans which either provide partial pay or require a
waiting period.
L on g-term disability insurance plans provide payments to totally
disabled employees upon the expiration of their pcid sick leave and/or sick
ness and accident insurance, or after a predetermined period of disability
(typically 6 months). Payments are made until the end of the disability, a
maxim um age, or eligibility for retirement benefits. Full or partial pay
ments are alm ost always reduced by social security, workers' disability
compensation, and private pension benefits payable to the disabled employee.
Hospitalization, surgical, and medical insurance plans reported
in these surveys provide full or partial payment for basic services rendered.
Hospitalization insurance covers hospital room and board and may cover
other hospital expenses. Surgical insurance covers surgeons' fees. Medical
insurance covers doctors' fees for home, office, or hospital calls. Plans
restricted to post-operative medical care or a doctor's care for minor
ailments at a w orker's place of employment are not considered to be
m edical insurance.
M ajor m edical insurance coverage applies to services which go
beyond the basic services covered under hospitalization, surgical, and
M ajor medical insurance typically (1) requires that a
"dedu ctible" (e .g ., $ 5 0 ) be met before benefits begin, (2) has a coinsurance
feature that requires the insured to pay a portion (e .g ., 20 percent) of
certain expenses, and (3) has a specified dollar maximum of benefits (e .g .,
$ 10, 000 a year).
Dental insurance plans provide normal dental service benefits,
usually for fillin gs, extractions, and X -r a y s . Plans which provide benefits
only for oral surgery or repairing accident damage are not reported.
Retirement pension plains provide for regular payments to the
retiree for life. Included are deferred profit-sharing plans which provide
the option of purchasing a lifetime annuity.
The following tabulation shows the percent of full-tim e production
and office workers employed in establishments in the Greenville—
area in which a union contract or contracts covered a majority of the workers
in the respective categories, June 1979:
Production and
related workers
Nonmanufacturing
An establishment is considered to have a contract covering all
production or office workers if a majority of such workers is covered by
a labor-management agreement.
Therefore, all other production or office
workers are employed in establishments that either do not have labormanagement contracts in effect, or have contracts that apply to fewer than
half of their production or office workers. Estimates are not necessarily
representative of the extent to which all workers in the area may be covered
by the provisions of labor-management agreements, because £ lall estab
lishments are excluded and the industrial scope of the survey is limited.
Industrial composition in manufacturing
Nearly three-quarters of the workers within the scope of the survey
in the Greenville—
Spartanburg area were employed in manufacturing firm s.
The following presents the major industries as a percent of all manufacturing:
Textile m ill products__________________________________________________ 47
Weaving m ills, synthetics _________________________________________ 16
Weaving m ills, cotton _____________________________________________ 13
Knitting m ills _______________________________________________________
Machinery, except e le c tr ic a l_________________________________________ 11
Special industry machinery _______________________________________
Apparel and other textile products ___________________________________ 10
Chemicals and allied products________________________________________ 10
Plastics materials and synthetics _________________________________
Electric and electronic equipment____________________________________
Rubber and miscellaneous plastics products ________________________
This information is based on estimates of total employment derived
from universe materials compiled before actual survey.
Proportions in
various industry divisions may differ from proportions based on the results
considered as having a formal plan if it specifies at least the minimum number
each employee. Such a plan need not be written, but informal sick leave
of the survey as shown in appendix table 1.
An establishment is
of days of sick leave available to
allowances determined on an individual basis are excluded.
Labor-management agreement coverage
Appendix table 1. Establishments and workers within scope of survey and number studied,
Greenville—Spartanburg, S.C .,1 June 1979
N u m b er of establish m en ts
Industry d iv isio n 2
M inim um
em ploym ent
in e s t a b l i s h
m e n t s in s c o p e
o f st u d y
W o r k e r s in e s t a b l i s h m e n t s
W it h in s c o p e o f s t u d y
W i t h in s c o p e
o f study 3
St u d i ed
St ud ie d
T otal4
95 ,8 24
76 , 2 9 1
7, 39 6
1 6 .5 22
3. 3 8 4
1. C 7 3
9. 77 9
3, 7 7 2
1 T he G r e e n v il le — pa rta n b u rg Standard M e t r o p o lit a n S ta tistica l A r e a , as defin ed by the O ffice
o f M a n a g e m e n t a n d B u d g e t t h r o u g h F e b r u a r y 1 97 4, c o n s i s t s o f G r e e n v i l l e , P i c k e n s , a n d S p a r t a n b u r g
Counties.
T h e " w o r k e r s w it h i n s c o p e o f s t u d y " e s t i m a t e s p r o v i d e a r e a s o n a b l y a c c u r a t e d e s c r i p t i o n
o f t h e s i z e an d c o m p o s i t i o n o f the l a b o r f o r c e in c l u d e d in th e s u r v e y .
E s t i m a t e s a r e no t i n t e n d e d ,
h o w e v e r , f o r c o m p a r i s o n with o t h e r s t a t i s t i c a l s e r i e s t o m e a s u r e e m p l o y m e n t t r e n d s o r l e v e l s
s i n c e ( 1) p l a n n in g o f w a g e s u r v e y s r e q u i r e s e s t a b l i s h m e n t da ta c o m p i l e d c o n s i d e r a b l y i n a d v a n c e
o f t h e p a y r o l l p e r i o d s t u d i e d , a n d ( 2 ) s m a l l e s t a b l i s h m e n t s a r e e x c l u d e d f r o m th e s c o p e o f th e
survey.
2 T h e 1972 e d i t i o n o f th e S t a n d a r d I n d u s t r i a l C l a s s i f i c a t i o n M a n u a l w a s u s e d t o c l a s s i f y
e s t a b l i s h m e n t s b y i n d u s t r y d iv is io n^
A l l g o v e r n m e n t o p e r a tio n s a r e e x clu d e d f r o m the s c o p e of
the su rvey .
3 I n c l u d e s a l l e s t a b l i s h m e n t s w ith t o t a l e m p l o y m e n t at o r a b o v e t h e m i n i m u m l i m i t a t i o n .
o u t le t s (w it h in the a r e a ) o f c o m p a n i e s in i n d u s t r i e s s u c h a s t r a d e , f i n a n c e , a u t o r e p a i r s e r v i c e ,
and m o t i o n p i c t u r e t h e a t e r s a r e c o n s i d e r e d a s o n e e s t a b l i s h m e n t .
F u ll-tim e
office w ork ers
ALL INDUSTRY O I V I S I O N S --------------------------------------------M A N U F A C T U R I N G ------------------------------------------------------------------------N O N M A N U F A C T U R I N G -----------------------------------------------------------------T R A N S P O R T A T I O N . C O M M U N I C A T I O N , ANC
OT HE R P U B L I C U T I L I T I E S 5 -----------------------W H O L E S A L E TR A C E
-------------------------------------------------------------R E T A I L TRADE
--------------------------------------------------------------------F I N A N C E , I N S U R A N C E , AND RE AL E S T A T E
--------------S E R V I C E S 7 ------------------------------------------------------------------------------
p r o d u c t i o n and
related w o rk e r s
(6 J
l6 J
( 6>
4 Includes ex ecu tiv e, p r o fe s s io n a l, p a r t - t im e , s e a s o n a l, and o th e r w o r k e r s e x c lu d e d f r o m
s e p a r a t e p r o d u c t i o n an d o f f i c e c a t e g o r i e s .
5 A b b r e v i a t e d t o " p u b l i c u t i l i t i e s " in the A - a n d B - s e r i e s t a b l e s .
T a x i c a b s and s e r v i c e s
in cidental to w a ter tra n sp orta tion a r e excluded.
6 S e p a r a t e da t a f o r th is d i v i s i o n a r e not p r e s e n t e d i n t h e A - a n d B - s e r i e s t a b l e s , but the
d i v i s i o n i s r e p r e s e n t e d in t h e " a l l i n d u s t r i e s " and " n o n m a n u f a c t u r i n g " e s t i m a t e s .
7 H o t e l s and m o t e l s , l a u n d r i e s and o t h e r p e r s o n a l s e r v i c e s ; b u s i n e s s s e r v i c e s ; a u t o m o b i l e
r e p a i r , r e n t a l , an d p a r k i n g ; m o t i o n p i c t u r e s ; n o n p r o f i t m e m b e r s h i p o r g a n i z a t i o n s ( e x c l u d i n g r e l i g i o u s
a n d c h a r i t a b l e o r g a n i z a t i o n s ) ; and e n g i n e e r i n g and a r c h i t e c t u r a l s e r v i c e s .
th e
Appendix B.
The prim ary purpose of preparing job descriptions for the
Bureau's wage surveys is to a ssist 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 a r e a
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 sig
nificantly from those in use in individual establishments or those pre
pared for other purposes. In applying these job descriptions, the
Bureau's field representatives are instructed to exclude working super
v iso r s; apprentices; and part-tim e, 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 description, are excluded.
SECRET ARY— Continued
Exclusions— Continued
Assigned as a personal secretary, normally to one individual.
Maintains a close and highly responsive relationship to the day-to-day activ
ities of the supervisor. Works fairly independently receiving a minimum of
detailed supervision and guidance. Perform s varied clerical and secretarial
duties requiring a knowledge of office routine and understanding of the
organization, p rogram s, and procedures related to the work of the supervisor.
secretary concept
b. Stenographers not fully trained in secretarial-type duties;
c. Stenographers serving as office assistants to a group of pro
fessional, technical, or managerial persons;
d. Assistant-type positions which entail more difficult or more re
sponsible technical, administrative, or supervisory duties which
are not typical of secretarial work, e .g ., Administrative A ssist
ant, or Executive Assistant;
Exclusions.
Not all positions that are titled "se c r e ta r y " possess the
above characteristics.
Examples of positions which are excluded from the
definition are as follow s:
Positions which do not meet the "personal"
described above;
Listed below are several occupations for which revised descriptions or titles are being introduced
in this survey:
Truckdriver
Shipper and receiver
Key entry operator
(previously surveyed
as shipping and
receiving clerk)
Stationary engineer
Boiler tender
The Bureau has discontinued collecting data for tabulating -machine operator, bookkeeping-machine
operator, and machine biller. Workers previously classified as watchmen are now classified as guards
under the revised description.
S E C R E T A R Y — Continued
E x clu sion s— Continued
Classification by Level— Continued
P o sitio n s which do not fit any o f the situations liste d in the
section s below titled ''L e v e l o f S u p e r v i s o r ," e .g ., s e c r e ta r y to the
presid en t o f a company that e m p lo y s, in a ll, o v er 5 ,0 0 0 p e rso n s;
T r a in e e s .
segment often involving as many as several hundred persons)
of a company that employs, in a ll, over 25, 000 persons.
C la ssifica tio n by L e v e l
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.
a. Secretary to the chairman of the board or president of a company
that employs, in all, over 100 but fewer than 5 ,0 0 0 persons; or
b. Secretary to a corporate officer (other than the chairman of
the board or president) of a company that em ploys, in all,
over 5 ,000 but fewer than 2 5 ,0 0 0 persons; or
Secretary to the head, immediately below the corporate officer
level, of a major segment or subsidiary of a company that
employs, in all, over 2 5 ,0 0 0 persons.
L e v e l o f S e c r e ta r y 's S u p erviso r (LS)
S e c re ta ry to the su p e rv iso r o r head o f a s m a ll
unit (e .g ., few er than about 25 o r 30 p e r so n s); or
S e c re ta ry to a non su p e rv iso ry staff s p e c ia lis t, p ro fessio n a l
e m p lo y ee , adm inistrative o ffic e r o r a s sista n t, sk illed technician
o r expert.
(N O T E :
M any
com panies a ssig n sten og rap h ers,
rath er than s e c r e ta r ie s as d e sc rib e d above, to this le v e l of
su p e rv iso ry o r n on su p erviso ry w o r k e r .)
S e c re ta ry to an executive o r m a n a g e ria l p erso n whose respon
sib ility is not equivalent to one o f the sp e c ific le v e l situations in
the definition fo r LS—3 , but whose organ ization al unit n orm ally
num bers at le a st s e v e r a l dozen em p loy ees and is usually divided
into organ ization al segm en ts which are often , in tu rn, further
subdivided. In som e com p an ies, this le v e l includes a wide range
o f organ ization al ech e lo n s; in o th e r s, only one or two; or
S e c re ta ry to the head of am individual plant, fa c to ry , e t c ., (or
oth er equivalent le v e l o f o ffic ia l) that e m p lo y s, in a ll, few er
than 5 ,0 0 0 p e rs o n s.
S e c re ta ry to the chairm an of the b oard or presid en t o f a company
that e m p lo y s, in a ll, few er than 100 p e r so n s; o r
S e c re ta ry to a corporate o ffic e r (other tnan chairm an o f the
board or presid en t) of a com pany that e m p lo y s, in a ll, o ver 100
but few er than 5 ,0 0 0 p e r so n s; o r
S e c re ta ry to the head (im m ed iately below the o ffic e r le v e l) o ver
eith er a m a jo r corporatew ide functional activity (e .g ., m ark etin g ,
r e s e a r c h , o p eration s, in d u stria l re la tio n s, e tc .) o r a m a jo r
geographic o r organ ization al segm ent ( e .g ., a regional headquar
t e r s ; a m a jo r division) o f a com pany that e m p lo y s, in a ll,
o v er 5 ,0 0 0 but few er than 2 5 ,0 0 0 e m p lo y e e s; o r
S e c re ta ry to the head of
(or other equivalent le v e l
o v e r 5 ,0 0 0 p e r so n s; or
Level of Secretary's Responsibility (LR)
This factor evaluates the nature of the work relationship between
the secretary and the supervisor, and the extent to which the secretary is
expected to exercise initiative and judgment. Secretaries should be matched
at LR—1 or LR— described below according to their level of responsibility.
LR—1. Performs varied secretarial duties including or comparable
to most of the following:
Answers telephones,
coming mail.
personal ca lle rs,
b. Answers telephone requests which have standard answers.
reply to requests by sending a form letter.
in
Reviews correspondence, memoranda, and reports prepared by
others for the supervisor's signature to ensure procedural and
typographical accuracy.
Maintains supervisor's
instructed.
Types, takes and transcribes dictation, and files.
an individual plant, fa c to r y , e t c .,
of o ffic ia l) that e m p lo y s, in a ll,
e. Secretary to the head of a large and important organizational seg
ment (e .g ., a middle management supervisor of an organizational
N O TE : The term "corporate o fficer" used in the above LS def
inition refers to those officials who have a significant corporatewide policy
making role with regard to major company activities.
The title "v ic e
presiden t," though normally indicative of this role, does not in all cases
identify such positions.
Vice presidents whose prim ary responsibility is to
act personally on individual cases or transactions (e .g ., approve or deny
individual loan or credit actions; administer individual trust accounts; di
rectly supervise a clerical staff) are not considered to be "corporate
o fficers" for purposes of applying the definition.
SECRETAR Y— C ontinue d,
STENOGRAPHER— Continued
L R -2.
P erform s duties described under LR-1 and, in addition p er
form s tasks requiring greater judgment, initiative, and knowledge
of office functions including or comparable to most of the following:
S c r e e n s telephone and p e rso n al c a lle r s , determ ining which can
be handled by the su p e r v is o r 's subordinates o r other o ffic e s.
A n sw e r s req u ests which require a detailed knowledge of o f
fic e p ro ce d u re s o r collection of inform ation fr o m file s or
oth er o ffic e s .
M ay sign routine correspondence in own or
s u p e r v is o r 's n am e.
P erform s stenographic duties requiring significantly greater in
dependence and responsibility than stenographer, general, as evidenced by
the following: Work requires a high degree of stenographic speed and
accuracy; a thorough working knowledge of general business and office pro
cedure; and of the specific business operations, organization, policies,
procedures, file s, workflow, etc. Uses this knowledge in performing steno
graphic duties and responsible clerical tasks such as maintaining follow
up files; assembling m aterial for reports, memoranda, and letters; com
posing simple letters from general instructions; reading and routing incoming
m ail; and answering routine questions, etc.
C o m p ile s o r a s s is t s in com piling periodic reports on the b a sis
o f g en era l in stru c tio n s.
Sch edu les ten tative appointments without p r io r cle a ra n c e.
A s
s e m b le s n e c e s s a r y background m a te r ia l for scheduled m ee tin g s.
M a k e s a rra n g em en ts for m eetin gs and con feren ces.
E xplain s s u p e r v is o r 's requirem ents to other em p loy ees in su p er
v i s o r 's unit. (A lso ty p e s, takes dictation, and f i le s .)
The follow ing tabulation shows the le ve l of the s e c r e ta r y fo r each
LS and L R com bination:
L e v e l o f s e c r e t a r y 's
______ s u p e rv is o r ______
TRANSCRIBING-MACHINE TYPIST
Prim ary duty is to type copy of voice recorded dictation which does
not involve varied technical or specialized vocabulary such as that used in
legal briefs or reports on scientific research. May also type from written
copy. May maintain file s , keep simple records, or perform other relatively
routine clerical tasks.
(See Stenographer definition for workers involved
with shorthand dictation.)
Level of secretary's responsibility
TYPIST
LR -1
LS—1.
Stenographer, General. Dictation involves a normal routine vocabu
lary. May maintain file s, keep simple records, or perform other relatively
Uses a typewriter to make copies of various materials or to make
out bills after calculations have been made by another person. May include
typing of stencils, m ats, or sim ilar materials for use in duplicating
pro cesses.
May do clerical work involving little special training, such
as keeping simple records, filing records and reports, or sorting and
distributing incoming m ail.
Class A . Perform s one or m ore of the following: Typing material
in final form when it involves combining material from several sources; or
responsibility for correct s-pelling, syllabication, punctuation, etc., of tech
nical or unusual words or foreign language m aterial; or planning layout
and typing of complicated statistical tables to maintain uniformity and
balance in spacing. May type routine form letters, varying details to suit
circumstances.
STENOGRAPH ER
P r im a r y duty is to take dictation using shorthand, and to tra n sc rib e
the d ictation .
M ay a lso type fro m w ritten copy.
M ay operate fro m a
sten ograp h ic p o o l.
M ay o c c a sio n a lly tra n sc rib e fro m v oice recordin gs (if
p r im a r y duty is tra n sc rib in g fr o m r e c o rd in g s, see T ra n sc r ib in g -M a c h in e
T y p is t).
Class B . Perform s one or m ore of the following: Copy typing from
rough or clear drafts; or routine typing of form s, insurance policies, etc.;
or setting up simple standard tabulations; or copying more complex tables
already set up and spaced properly.
N O T E : T h is jo b is distinguished fr o m that of a s e c r e ta r y in that a
s e c r e t a r y n o r m a lly w orks in a confidential relationship with only one m an ager
o r execu tive and p e r fo r m s m o r e resp o n sible and discretion ary task s as
d e s c r ib e d in the s e c r e ta r y jo b definition.
Stenographer, Senior. Dictation involves a varied technical or spe
cialized vocabulary such as in legal briefs or reports on scientific research.
May also set up and maintain file s, keep records, etc.
F ile s, cla ssifies, and retrieves material in an established filing
system . May perform clerical and manual tasks required to maintain files.
Positions are classified into levels on the basis of the following definitions.
FILE CLERK— Continued
ORDER CLERK— Continued
Class A . C lassifies and indexes file material such as correspond
ence, reports, technical documents, etc., in an established filing system
containing a number of varied subject matter files. May also file this
material. May keep records of various types in conjunction with the files.
May lead a sm all group of lower level file clerks.
adequacy of information recorded; ascertaining credit rating of customer;
furnishing customer with acknowledgement of receipt of order; following-up
to see that order is delivered by the specified date or to let customer know
of a delay in delivery; maintaining order file; checking shipping invoice
against original order.
Class B . Sorts, codes, and files unclassified material by simple
(subject matter) headings or partly classified material by finer subheadings.
Prepares simple related index and cro ss-referen ce aids. As requested,
locates clearly identified m aterial in files and forwards m aterial. May per
form related clerical tasks required to maintain and service files.
Exclude workers paid on a comm ission basis or whose duties include
any of the following: Receiving orders for services rather than for material
or merchandise; providing customers with consultative advice using knowl
edge gained from engineering or extensive technical training; emphasizing
selling skills; handling material or merchandise as an integral part of the job.
Class C . Perform s routine filing of material that has already been
classified or which is easily classified in a simple serial classification
system (e .g ., alphabetical, chronological, or numerical). As requested,
locates readily available m aterial in files and forwards material; and may
fill out withdrawal charge. May perform simple clerical and manual tasks
required to maintain and service files.
P erform s various routine duties such as running errands, operating
minor office machines such as sealers or m a ilers, opening and distributing
m ail, and other minor clerical work. Exclude positions that require operation
of a motor vehicle as a significant duty.
Class A . Handles orders that involve making judgments such as
choosing which specific product or m aterial from the establishment's product
lines will satisfy the customer's needs, or determining the price to be quoted
when pricing involves more them m erely referring to a price list or making
some simple mathematical calculations.
C lass B . Handles orders involving items which have readily iden
tified uses and applications. May refer to a catalog, manufacturer's manual,
or sim ilar document to insure that proper item is supplied or to verify
price of ordered item.
SWITCHBOARD OPERATOR
Operates a telephone switchboard or console used with a private
branch exchange (PBX) system to relay incoming, outgoing, and intrasystem
calls. May provide information to ca llers, record and transmit m essages,
keep record of calls placed and toll charges. Besides operating a telephone
switchboard or console, may also type or perform routine clerical work
(typing or routine clerical work may occupy the major portion of the worker's
tim e, and is usually performed while at the switchboard or console). Chief or
lead operators in establishments employing more than one operator are
excluded. For an operator who also acts as a receptionist, see Switchboard
Ope r ato r - Re ceptioni st.
SWITCHBOARD OPERATOR-RECEPTIONIST
At a single-position telephone switchboard or console, acts both as
an operator— see Switchboard Operator— and as a receptionist. Receptionist's
work involves such duties as greeting v isitors; determining nature of visitor's
business and providing appropriate information; referring visitor to appro
priate person in the organization or contacting that person by telephone and
arranging an appointment; keeping a log of visitors.
ORDER CLERK
Receives written or verbal custom ers' purchase orders for material
or merchandise from customers or sales people. Work typically involves
some combination of the following duties: Quoting prices; determining availa
bility of ordered items and suggesting substitutes when necessary; advising
expected delivery date and method of delivery; recording order and customer
information on order sheets; checking order sheets for accuracy and
Performs one or more accounting clerical tasks such as posting to
registers and ledgers; reconciling bank accounts; verifying the internal con
sistency, completeness, and mathematical accuracy of accounting documents;
assigning prescribed accounting distribution codes; examining and verifying
for clerical accuracy various types of reports, lists, calculations, posting,
etc.; or preparing simple or assisting in preparing more complicated journal
vouchers. May work in either a manual or automated accounting system.
The work requires a knowledge of clerical methods and office
practices and procedures which relates to the clerical processing and re
cording of transactions and accounting information. With experience, the
worker typically becomes familiar with the bookkeeping and accounting term s
and procedures used in the assigned work, but is not required to have a
knowledge of the formal principles of bookkeeping and accounting.
classified into levels
on the basis of the following
Class A . Under general supervision, perform s accounting clerical
operations which require the application of experience and judgment, for
example, clerically processing complicated or nonrepetitive accounting trans
actions, selecting among a substantial variety of prescribed accounting codes
and classifications, or tracing transactions through previous accounting
actions to determine source of discrepancies. May be assisted by one or
m ore class B accounting clerks.
Class B. Under close supervision, following detailed instructions
and standardized procedures, perform s one or more routine accounting
clerical operations, such as posting to ledgers, cards, or worksheets
ACCOUNTING CLERK— Continued
COMPUTER SYSTEMS ANALYST, BUSINESS— Continued
where identification of items and locations of postings are clearly indicated;
checking accuracy and completeness of standardized and repetitive records
or accounting documents; and coding documents using a few prescribed
accounting codes.
Does not include employees prim arily responsible for the man
agement or supervision of other electronic data processing employees,
or systems analysts prim arily concerned with scientific or engineering
problem s.
PAYROLL CLERK
For wage study purposes, systems analysts are classified as follows:
Perform s the clerical tasks necessary to process payrolls and to
maintain payroll records.
Work involves most of the following: Processing
workers' time or production records; adjusting workers' records for changes
in wage rates, supplementary benefits, or tax deductions; editing payroll
listings against source records; tracing and correcting errors in listings;
and assisting in preparation of periodic summary payroll reports. In a nonautomated payroll system , computes wages. Work may require a practical
knowledge of governmental regulations, company payroll policy, or the
computer system for processing payrolls.
Class A . Works independently or under only general direction on
complex problems involving all phases of systems analysis. Problems are
complex because of diverse sources of input data and multiple-use require
ments of output data. (For example, develops an integrated production
scheduling, inventory control, cost analysis, and sales analysis record in
which every item of each type is automatically processed through the full
system of records and appropriate followup actions are initiated by the
computer.) Confers with persons concerned to determine the data processing
problems and advises subject-m atter personnel on the implications of new or
revised systems of data processing operations. Makes recommendations, if
needed, for approval of major systems installations or changes and for
obtaining equipment.
Operates keyboard-controlled data entry device such as keypunch
machine or key-operated magnetic tape or disk encoder to transcribe
data into a form suitable for computer processing. Work requires skill in
operating an alphanumeric keyboard and an understanding of transcribing
procedures and relevant data entry equipment.
Positions are
May provide functional direction to lower level systems analysts
who are assigned to assist.
classified into levels on the basis of the following
Class B . Works independently or under only general direction on
problems that are relatively uncomplicated to analyze, plan, program, and
operate. Problems are of limited complexity because sources of input data
are homogeneous and the output data are closely related. (For example,
develops systems for maintaining depositor accounts in a bank, maintaining
accounts receivable in a retail establishment, or maintaining inventory
accounts in a manufacturing or wholesale establishment.) Confers with
persons concerned to determine the data processing problems and advises
subject-m atter personnel on the implications of the data processing systems
to be applied.
Class A . Work requires the application of experience and judgment
in selecting procedures to be followed and in searching for, interpreting,
selecting, or coding items to be entered from a variety of source documents.
On occasion may also perform routine work as described for class B.
N O TE : Excluded are operators above class A using the key entry
controls to a cce ss, read, and evaluate the substance of specific records to
take substantive actions, or to make entries requiring a sim ilar level of
Class B. Work is routine and repetitive. Under close supervision
or following specific procedures or detailed instructions, works from various
standardized source documents which have been coded and require little or no
selecting, coding, or interpreting of data to be entered. Refers to supervisor
problems arising from erroneous item s, codes, or missing information.
Works on a segment of a complex data processing scheme or
system , as described for class A. Works independently on routine assign
ments and receives instruction and guidance on complex assignments. Work
is reviewed for accuracy of judgment, compliance with instructions, and to
insure proper alignment with the overall system .
COMPUTER SYSTEMS A N A LYST, BUSINESS
Class C. Works under immediate supervision, carrying out analyses
as assigned, usually of a single activity. Assignments are designed to
develop and expand practical experience in the application of procedures and
skills required for system s analysis work. For example, may assist a higher
level systems analyst by preparing the detailed specifications required by
program m ers from information developed by the higher level analyst.
Analyzes business problems to formulate procedures for solving
them by use of electronic data processing equipment. Develops a complete
description of all specifications needed to enable programmers to prepare
required digital computer program s.
Work involves most of the following:
Analyzes subject-m atter operations to be automated and identifies conditions
and criteria required to achieve satisfactory results; specifies number and
types of records, file s, and documents to be used; outlines actions to be
performed by personnel and computers in sufficient detail for presentation
to management and for programming (typically this involves preparation of
work and data flow charts); coordinates the development of test problems and
participates in trial runs of new and revised system s; and recommends
equipment changes to obtain more effective overall operations.
(NOTE:
Workers, performing both system s analysis and programming should be
classified as system s analysts if this is the skill used to determine their pay.)
COMPUTER PROGRAMMER, BUSINESS
Converts statements of business problem s, typically prepared by a
system s analyst, into a sequence of detailed instructions which are re
quired to solve the problems by automatic data processing equipment.
Working from charts or diagram s, the programm er develops the pre
cise instructions which, when entered into the computer system in coded
COMPUTER PROGRAMMER, BUSINESS— Continued
language, cause the manipulation of data to achieve desired results. Work
involves most of the following: Applies knowledge of computer capa
bilities, mathematics, logic employed by computers, and particular sub
ject matter involved to analyze charts and diagrams of the problem to
be programmed; develops sequence of program steps; writes detailed flow
charts to show order in which data will be processed; converts these
charts to coded instructions for machine to follow; tests and corrects
programs; prepares instructions for operating personnel during production
run; analyzes, reviews, and alters programs to increase operating effi
ciency or adapt to new requirements; maintains records of program de
velopment and revisions. (NOTE: Workers performing both systems anal
ysis and programming should be classified as systems analysts if this is
the skill used to determine their pay.)
Does not include employees primarily responsible for the man
agement or supervision of other electronic data processing em ployees,
or programmers prim arily concerned with scientific and/or engineering
For wage study purposes, programm ers are classified
Class A . Works independently or under only general direction
on complex problems which require competence in all phases of pro
gramming concepts and practices. Working from diagrams and charts
which identify the nature of desired resu lts,' major processing steps to
be accomplished, and the relationships between various steps of the prob
lem solving routine; plans the full range of programming actions needed
to efficiently utilize the computer system in achieving desired end products.
At this level, programming is difficult because computer equip
ment must be organized to produce several interrelated but diverse prod
ucts from numerous and diverse data elements. A wide variety and ex
tensive number of internal processing actions must occur. This requires
such actions as development of common operations which can be re
used, establishment of linkage points between operations, adjustments to
data when program requirements exceed computer storage capacity, and
substantial manipulation and resequencing of data elements to form a
highly integrated program.
May provide functional direction to lower level programm ers who
are assigned to a ssist.
relatively simple program s, or on simple segments of complex program s.
Programs (or segments) usually process information to produce data in two
or three varied sequences or form ats. Reports and listings are produced by
refining, adapting, arraying, or making minor additions to or deletions from
input data which are readily available. While numerous records may be
processed, the data have been refined in prior actions so that the accuracy
and sequencing of data can be tested by using a few routine checks. Typically,
the program deals with routine recordkeeping operations.
Works on complex programs (as described for class A) under
close direction of a higher level program m er or supervisor. May assist
higher level program m er by independently performing less difficult tasks
assigned, and performing more difficult tasks under fairly close direction.
May guide or instruct lower level program m ers.
Class C. Makes practical applications of programming practices
and concepts usually learned in form al training courses. Assignments
are designed to develop competence in the application of standard pro
cedures to routine problems. Receives close supervision on new aspects
of assignments; and work is reviewed to verify its accuracy and conformance
with required procedures.
In accordance with operating instructions, monitors and operates
the control console of a digital computer to process data. Executes runs by
either serial processing (processes one program at a tim e) or m ulti
processing (processes two or more programs simultaneously). The following
duties characterize the work of a computer operator:
- Studies
- Loads equipment . wi t h
paper, etc.).
(tapes,
disks,
- Switches necessary auxilliary equipment into system .
- Starts and operates computer.
- Responds to operating and computer output instructions,
- Reviews error m essages and makes corrections during operation
or refers problems.
- Maintains operating record.
May test-run new or modified program s. May a s sist in modifying
system s or programs. The scope of this definition includes trainees working
to become fully qualified computer operators, fully qualified computer
operators, and lead operators providing technical assistance to lower level
operators. It excludes workers who monitor and operate remote term inals.
Class A. In addition to work assignments described for a class B
operator (see below) the work of a class A operator involves at least one
- Deviates from standard procedures to avoid the loss of infor
mation or to conserve computer tim e even though the procedures
applied materially alter the computer unit's production plans.
- Tests new program s, applications, and procedures.
- Advises programm ers
techniques.
subject-m atter
on s e t u p
- A ssists in (1) maintaining, modifying, and developing operating
systems or program s; (2) developing operating instructions and
techniques to cover problem situations; and/or (3) switching to
emergency backup procedures (such assistance requires a working
knowledge of program language, computer features, and software
system s).
An operator at this level typically guides
level operators.
COMPUTER OPERATOR— Continued
COMPUTER DATA LIBRARIAN
Class B . In addition to established production runs, work assign
ments include runs involving new program s, applications, and procedures
(i.e ., situations which require the operator to adapt to a variety of problems).
At this level, the operator has the training and experience to work fairly
independently in carrying out most assignments. Assignments may require
the operator to select from a variety of standard setup and operating
procedures. In responding to computer output instructions or error con
ditions, applies standard operating or corrective procedures, but may
deviate from standard procedures when standard procedures fail if deviation
does not m aterially alter the computer unit' s production plans. Refers the
problem or aborts the program when procedures applied do not provide a
solution. May guide lower level operators.
Maintains library of media (tapes, disks, cards, cassettes) used
for automatic data processing applications. The following or similar duties
characterize the work of a computer data librarian: Classifying, cataloging,
and storing media in accordance with a standardized system; upon proper
requests, releasing media for processing; maintaining records of releases
and returns; inspecting returned media for damage or excessive wear to
determine whether or not they need replacing. May perform minor repairs
to damaged tapes.
Perform s drafting work requiring knowledge and skill in drafting
methods, procedures, and techniques.
Prepares drawings of structures,
mechanical and electrical equipment, piping and duct systems and other
sim ilar equipment, system s, and assem blies. Uses recognized systems of
symbols, legends, shadings, and lines having specific meanings in drawings.
Drawings are used to communicate engineering ideas, designs, and informa
tion in support of engineering functions.
Class C . Work assignments are limited to established production
runs (i.e ., program s which present few operating problems). Assignments
may consist prim arily of on-the-job training (sometimes augmented by
classroom instruction). When learning to run programs, the supervisor or a
higher level operator provides detailed written or oral guidance to the
operator before and during the run. After the operator has gained experience
with a program , however, the operator works fairly independently in
applying standard operating or corrective . procedures in responding to
computer output instructions or error conditions, but refers problems to a
higher level operator or the supervisor when standard procedures fail.
The following are excluded when they constitute the primary purpose
of the job:
Supervisory work involving the management of a drafting program
or the supervision of drafters.
The following duties characterize the work of a peripheral equipment
charts,
skill, and ability
diagrams,
are classified into levels on the basis of the following
Class A. Works closely with design originators, preparing drawings
of unusual") complex or original designs which require a high degree of
precision.
Performs unusually difficult assignments requiring considerable
initiative, resourcefulness, and drafting expertise. A ssures that anticipated
problems in manufacture, assem bly, installation, and operation are resolved
by the drawings produced.
E xercises independent judgment in selecting and
interpreting data based on a knowledge of the design intent. Although working
prim arily as a drafter, may occasionally perform engineering design work
in interpreting general designs prepared by others or in completing missing
design details. May provide advice and guidance to lower level drafters or
serve as coordinator and planner for large and complex drafting projects.
- Loading printers and plotters with correct paper; adjusting
controls for fo rm s, thickness, tension, printing density, and
location; and unloading hard copy.
- Labelling tape reels, disks, or card decks.
- Checking labels and mounting and dismounting designated tape
reels or disks on specified units or drives.
- Setting controls which regulate operation of the equipment.
Class B. Prepares complete sets of complex drawings which
include multiple views, detail drawings, and assem bly drawings. Drawings
include complex design features that require considerable drafting skill to
visualize and portray. Assignments regularly require the use of mathematical
formulas to compute weights, load capacities, dimensions, quantities of
m aterials, etc. Working from sketches and verbal information supplied by
an engineer or designer, determines the most appropriate views, detail
drawings, and supplementary information needed to complete assignments.
Selects required information from precedents, manufacturers' catalogs, and
technical guides. Independently resolves most of the problems encountered.
Supervisor or designer may suggest methods of approach or provide advice
on unusually difficult problems.
and error indications and
- Examining tap es, cards, or other material for crea ses, tears,
or other defects which could cause processing problems.
This classification excludes workers (1) who monitor and operate a
control console (see computer operator) or a remote term inal, or (2) whose
duties are lim ited to operating decollaters, bursters, separators, or similar
Cartographic work involving the preparation of maps or plats
and related m aterials, and drawings of geological structures; and
- Observing panel lights for warnings
taking appropriate action.
Work involving t h e preparation
arrangements, floor plans, etc.;
Operates peripheral equipment w h i c h directly supports digital
computer operations. Such equipment is uniquely and specifically designed
for computer applications, but need not be physically or electronically
connected to a computer.
P rinters, plotters, card read/punches, tape
readers, tape units or drives, disk units or drives, and data display units
are examples of such equipment.
Illustrating work requiring artistic ability;
PERIPHERAL EQUIPMENT OPERATOR
Design work requiring the technical knowledge,
to conceive or originate designs;
DRAFTER— Continued
ELECTRONICS TECHNICIAN— Continued
N O TE : Exclude drafters performing work of sim ilar difficulty to
that described at this lievel but who provide support for a variety of organi
zations which have widely differing functions or requirements.
frequent engineering changes. Work involves: A detailed understanding of
the interrelationships of circuits; exercising independent judgment in p e r
forming such tasks as making circuit analyses, calculating wave fo rm s,
tracing relationships in signal flow; and regularly using complex text in
struments (e.g ., dual trace oscilloscopes, Q -m e te rs, deviation m eters,
pulse generators).
Class C . Prepares various drawings of parts and a ssem blies,
including sectional profiles, irregular or reverse curves, hidden lines, and
sm all or intricate details. Work requires use of m ost of the conventional
drafting techniques and a working knowledge of the term s and procedures of
the industry.
Fam iliar or recurring work is assigned in general term s;
unfamiliar assignments include information on methods, procedures, sources
of information, and precedents to be followed. Simple revisions to existing
drawings may be assigned with a verbal explanation of the desired results;
m ore complex revisions are produced from sketches which clearly depict
the desired product.
Class D. Prepares drawings of sim ple, easily visualized parts or
equipment from sketches or marked-up prints. Selects appropriate templates
and other equipment needed to complete assignments. Drawings fit familiar
patterns and present few technical problem s. Supervisor provides detailed
instructions on new assignm ents, gives guidance when questions a rise, and
reviews completed work for accuracy.
Class E . Working under close supervision, traces or copies
finished drawings, making clearly indicated revisions. Uses appropriate
templates to draw curved lines. Assignments are designed to develop
increasing skill in various drafting techniques. Work is spot-checked during
progress and reviewed upon completion.
NOTE: Exclude d r a f t e r s performing elementary
receiving training in the most basic drafting methods.
Works on various types of electronic equipment and related devices
by performing one or a combination of the following: Installing, maintaining,
repairing, overhauling, troubleshooting, modifying, constructing, and testing.
Work requires practical application of technical knowledge, of electronics
principles, ability to determine malfunctions, and skill to put equipment in
required operating condition.
The equipment— consisting of either many different kinds of circuits
or multiple repetition of the same kind of circuit— includes, but is not limited
to, the following: (a) Electronic transmitting and receiving equipment (e.g .,
radar, radio, television, telephone, sonar, navigational aids), (b) digital and
analog computers, and (c) industrial and medical measuring and controlling
This classification excludes repairers of such standard electronic
equipment as common office machines and household radio and television
sets; production assem blers and testers; workers whose primary duty is
servicing electronic test instruments; technicians who have administrative
or supervisory responsibility; and drafters, designers, and professional
enginee r s .
Class A. Applies advanced technical knowledge to solve unusually
complex problems (i.e ., those that typically cannot be solved solely by
reference to manufacturers' manuals or sim ilar documents) in working on
electronic equipment. Examples of such problems include location and
density of circuitry, electromagnetic radiation, isolating malfunctions, and
Work may be reviewed by supervisor (frequently an engineer or
designer) for general compliance with accepted practices. May provide
technical guidance to lower level technicians.
C lass B. Applies comprehensive technical knowledge to solve com
plex problems (i.e ., those that typically can be solved solely by properly
interpreting manufacturers' manuals or sim ilar documents) in working on
electronic equipment. Work involves: A fam iliarity with the interrelation
ships of circuits; and judgment in determining work sequence and in selecting
tools and testing instruments, usually less complex that those used by the
class A technician.
Receives technical guidance, as required, from supervisor or higher
level technician, and work is reviewed for specific compliance with accepted
practices and work assignments. May provide technical guidance to lower
level technicians.
Class C. Applies working technical knowledge to perform simple or
routine tasks in working on electronic equipment, following detailed in
structions which cover virtually all procedures. Work typically involves such
tasks as: Assisting higher level technicians by performing such activities as
replacing components, wiring circuits, and taking test readings; repairing
simple electronic equipment; and using tools and common test instruments
(e .g ., multim eters, audio signal generators, tube testers, oscilloscopes). Is
not required to be familiar with the interrelationships of circuits. This
knowledge, however, may be acquired through assignments designed to in
crease competence (including classroom training) so that worker can advance
to higher level technician.
level technician. Work is typically spot-checked, but is given detailed review
when new or advanced assignments are involved.
REGISTERED INDUSTRIAL NURSE
A registered nurse gives nursing service under general medical
direction to ill or injured employees or other persons who become ill or
suffer an accident on the prem ises of a factory or other establishment.
Duties involve a combination of the following: Giving first aid to the ill or
injured; attending to subsequent dressing of em ployees' injuries; keeping
records of patients treated; preparing accident reports for compensation or
other purposes; assisting in physical examinations and health evaluations of
applicants and em ployees; and planning and carrying out programs involving
REGISTERED INDUSTRIAL NURSE— Continued
health education, accident preven tion , evaluation of plant en viron m en t, or
oth er a ctiv ities affectin g the h ealth, w e lfa r e , and safety of all perso n n el.
N u rsin g s u p e rv is o r s o r head n u rse s in establish m en ts em ploying m ore than
one n u rse are exclu ded.
Maintenance, Toolroom, and Powerplant
MAINTENANCE MACHINIST— Continued
machine tools; shaping of metal parts to close tolerances; making standard
shop computations relating to dimensions of work, tooling, feeds, and speeds
of machining; knowledge of the working properties of the common metals;
selecting standard m aterials, parts, and equipment required for this work;
and fitting and assembling parts into mechanical equipment. In general, the
machinist's work normally requires a rounded training in machine-shop
practice usually acquired through a formal apprenticeship or equivalent
training and experience.
M A IN T E N A N C E C A R P E N T E R
MAINTENANCE MECHANIC (MACHINERY)
P e r fo r m s the carpen try duties n e c e ssa r y to construct and m aintain
in good rep a ir building w oodwork and equipment such as b in s, c r ib s , counters,
b e n c h e s , p a r titio n s, d o o r s , fl o o r s , s t a ir s , c a sin g s, and tr im m ade of wood
in an esta b lish m e n t.
W o rk in vo lv es m o st of the follow ing:
laying out o f w ork fr o m b lu e p rin ts, draw ings, m o d e ls , o r v e r b a l in stru ctio n s;
using a v a r ie ty of c a r p e n te r's handtools, portable power t o o ls , and standard
m e a su rin g in str u m e n ts; m aking standard shop computations relating to d i
m en sio n s o f w o rk ; and selec tin g m a teria ls n e c e ssa r y for the w ork. In gen
e r a l, the w ork o f the m aintenance carpenter requires rounded training and
ex p e rie n ce u su ally acq u ired through a fo rm a l apprenticeship or equivalent
train in g and e x p e rie n c e .
Repairs machinery or mechanical equipment of an establishment.
Work involves most of the following: Examining machines and mechanical
equipment to diagnose source of trouble; dismantling or partly dismantling
machines and performing repairs that mainly involve the use of handtools in
scraping and fitting parts; replacing broken or defective parts with items
obtained from stock; ordering the production of a replacement part by a
machine shop or sending the machine to a machine shop for major repairs;
preparing written specifications for major repairs or for the production of
parts ordered from machine shops; reassembling machines; and making all
necessary adjustments for operation. In general, the work of a machinery
maintenance mechanic requires rounded training and experience usually
acquired through a formal apprenticeship or equivalent training and ex
perience.
Excluded from this classification are workers whose primary
duties involve setting up or adjusting machines.
M A IN T E N A N C E E L E C T R IC IA N
P e r fo r m s a v a r ie ty o f e le c tr ic a l trade functions such as the in
sta lla tio n , m ain ten an ce, o r re p a ir of equipment for the gen eration , d is t r i
bution, o r utilization o f e le c t r ic energy in an establish m en t. W ork involves
m o s t o f the fo llow in g ; In stalling or repairing any of a v a riety o f e le c tr ic a l
equipm ent such as g e n e r a to r s , t r a n s fo r m e r s , sw itch boards, c o n tr o lle r s ,
circ u it b r e a k e r s , m o t o r s , heating units, conduit S y stem s, o r other t r a n s
m is s io n equipm ent; working fr o m b lu ep rin ts, draw ings, la yo u ts, o r other
s p e c ific a tio n s ; locatin g and diagnosing trouble in the e le c t r ic a l s y ste m or
equipm ent; w orking standard com putations relating to load requ irem en ts of
w irin g or e le c t r ic a l equipm ent; and using a variety of e le c tr ic ia n 's handtools
and m ea su rin g and testin g in stru m en ts. In g en eral, the work of the m ain
tenance e le c tr ic ia n req u ire s rounded training and experience usually acquired
through a fo r m a l appren ticesh ip or equivalent training and experien ce.
M A IN T E N A N C E P A IN T E R
Paints and re d e c o ra te s w a lls , woodwork, and fixtu res of an e sta b
lish m e n t. W ork in volves the follow in g: Knowledge of su rface p ecu liarities
and typ es of paint req u ired fo r different applications; preparin g su rfa ce for
painting by rem ovin g old fin ish or by placing putty or fille r in nail holes
and in te r s t ic e s ; and applying paint with spray gun or brush. May m ix c o lo r s ,
o i l s , white le a d , and oth er paint ingredients to obtain p rop er color o r con
sis te n c y . In g e n e r a l, the w ork o f the m aintenance painter requ ires rounded
train in g and ex p e rie n ce usually acquired through a fo rm a l apprenticeship or
equivalent training and ex p e rie n c e .
M A IN T E N A N C E M A CH IN IST
P rod u ces rep lacem en t parts and new parts in m aking repairs of
m e ta l parts o f m ec h a n ic a l equipm ent operated in an esta blish m en t. W ork in
v o lv e s m o s t o f the fo llow in g : Interpreting written instructions and s p e c ific a
tio n s ; planning and laying out o f work; using a variety of m a c h in ist's handto o ls and p r e c is io n m e a su rin g in stru m en ts; setting up and operating standard
MAINTENANCE MECHANIC (MOTOR VEHICLE)
Repairs automobiles, buses, motortrucks, and tractors of an estab
lishment. Work involves m ost of the following: Examining automotive
equipment to diagnose source of trouble; disassembling equipment and per
forming repairs that involve the use of such handtools as wrenches, gauges,
d rills, or specialized equipment in disassembling or fitting parts; replacing
broken or defective parts from stock; grinding and adjusting valves; r e
assembling and installing the various assem blies in the vehicle and making
necessary adjustments; and aligning wheels, adjusting brakes and lights, or
tightening body bolts.
In general, the work of the motor vehicle maintenance
mechainc requires rounded training and experience usually acquired through
a formal apprenticeship or equivalent training and experience.
This classification d o e s not i n c l u d e
custom ers' vehicles in automobile repair shops.
MAINTENANCE PIPEFITTER
Installs or repairs water, steam, gas, or other types of pipe and
pipefittings in an establishment. Work involves most of the following: Laying
out work and measuring to locate position of pipe from drawings or other
written specifications; cutting various sizes of pipe to correct lengths with
chisel and hammer or oxyacetylene torch or pipe-cutting machines; threading
pipe with stocks and dies; bending pipe by hand-driven or power-driven
machines; assembling pipe with couplings and fastening pipe to hangers;
making standard shop computations relating to p ressu res, flow, and size of
pipe required; and making standard tests to determine whether finished pipes
meet specifications. In general, the work of the maintenance pipefitter
requires rounded training and experience usually acquired through a formal
apprenticeship or equivalent training and experience. Workers primarily
engaged in installing and repairing building sanitation or heating systems
are excluded.
MAINTENANCE SH E E T -M E T A L WORKER
MACHINE-TOOL OPERATOR (TOOLROOM)— Continued
Fabricates, installs, and maintains in good repair the sheet-m etal
equipment and fixtures (such as machine guards, grease pans, shelves,
lockers, tanks, ventilators, chutes, ducts, metal roofing) of an establishment.
Work involves most of the following: Planning and laying out all types of
sheet-m etal maintenance work from blueprints, m odels, or other specifica
tions; setting up and operating all available types of sheet-m etal working
machines; using a variety of handtools in cutting, bending, forming, shaping,
fitting, and assembling; and installing sheet-m etal articles as required. In
general, the work of the maintenance sheet-m etal worker requires rounded
training and experience usually acquired through a formal apprenticeship or
equivalent training and experience.
work of a machine-tool operator (toolroom) at the skill level called for in
this classification requires extensive knowledge of machine-shop and tool
room practice usually acquired through considerable on-the-job training and
For cross-industry wage study purposes, this classification does not
include machine-tool operators (toolroom) employed in tool and die jobbing
TOOL AND DIE MAKER
Constructs and repairs jig s, fixtures, cutting tools, gauges, or
metal dies or molds used in shaping or forming metal or nonmetallic
material (e .g ., plastic, plaster, rubber, glass).
Work typically involves:
Planning and laying out work according to m odels, blueprints, drawings, or
other written or oral specifications; understanding the working properties of
common metals and alloys; selecting appropriate m aterials, tools, and
processes required to complete task; making necessary shop computations;
setting up and operating various machine tools and related equipment; using
various tool and die m aker's handtools and precision measuring instruments;
working to very close tolerances; heat-treating metal parts and finished tools
and dies to achieve required qualities; fitting and assembling parts to p re
scribed tolerances and allowances.
In general, the tool and die m aker's
work requires rounded training in machine-shop and toolroom practice
usually acquired through formal apprenticeship or equivalent training and
m il l w r ig h t
Installs new machines or heavy equipment, and dismantles and
installs machines or heavy equipment when changes in the plant layout are
required. Work involves most of the following: Planning and laying out work;
interpreting blueprints or other specifications; using a variety of handtools
and rigging; making standard shop computations relating to str e sse s, strength
of m aterials, and centers of gravity; aligning and balancing equipment;
selecting standard tools, equipment, and parts to be used; and installing and
maintaining in good order power transm ission equipment such as drives and
speed reducers. In general, the m illwright's work normally requires a
rounded training and experience in the trade acquired through a formal
apprenticeship or equivalent training and experience.
include tool and die makers who (1) are employed in tool and die jobbing
shops or (2) produce forging dies (die sinkers).
MAINTENANCE TRADES HELPER
A ssists one or more workers in the skilled maintenance trades, by
performing specific or general duties of le sse r skill, such as keeping a
worker supplied with materials and tools; cleaning working area, machine,
and equipment; assisting journeyman by holding materials or tools; and
performing other unskilled tasks as directed by journeyman. The kind of
work the helper is permitted to perform varies from trade to trade: In
some trades the helper is confined to supplying, lifting, and holding materials
and tools, and cleaning working areas; and in others he is permitted to
perform specialized machine operations, or parts of a trade that are also
performed by workers on a full-tim e basis.
Operates and maintains one or more system s which provide an
establishment with such services as heat, air-conditioning (cool, humidify,
dehumidify, filter, and circulate air), refrigeration, steam or high-tem pera
ture water, or electricity. Duties involve: Observing and interpreting
readings on gauges, m eters, and charts which register various aspects of
the system 's operation; adjusting controls to insure safe and efficient opera
tion of the system and to meet demands for the service provided; recording
in logs various aspects of the system 's operation; keeping the engines,
machinery, and equipment of the system in good working order.
May direct
and coordinate activities of other workers (not stationary engineers) in p er
forming tasks directly related to operating and maintaining the system or
system s.
MACHINE-TOOL OPERATOR (TOOLROOM)
Specializes in operating one or more than one type of machine
tool (e.g ., jig borer, grinding machine, engine lathe, milling machine) to
machine metal for use in making or maintaining jig s, fixtures, cutting tools,
gauges, or metal dies or molds used in shaping or forming metal or
nonmetallic material (e .g ., plastic, plaster, rubber, glass). Work typically
involves: Planning and performing difficult machining operations which
require complicated setups or a high degree of accuracy; setting up machine
tool or tools (e .g ., install cutting tools and adjust guides, stops, working
tables, and other controls to handle the size of stock to be machined;
determine proper feeds, speeds, tooling, and operation sequence or select
those prescribed in drawings, blueprints, or layouts); using a variety of
precision measuring instruments; making necessary adjustments during
machining operation to achieve requisite dimensions to very close tolerances.
May be required to select proper coolants and cutting and lubricating oils,
to recognize when tools need dressing, and to dress tools. In general, the
The classification excludes head or chief engineers in establishments
employing more than one engineer; workers required to be skilled in the
repair of electronic control equipment; and workers in establishments pro
ducing electricity, steam, or heated or cooled air prim arily for sale.
Tends one or more boilers to produce steam or high-temperature
water for use in an establishment.
F ires boiler.
Observes and interprets
boiler operation. Adjusts controls to insure safe and efficient boiler opera
tion and to meet demands for steam or high-temperature water.
May also
BOILER TENDER— Continued
SHIPPER AND RECEIVER— Continued
do one or m ore of the following: Maintain a log in which various aspects
of boiler operation are recorded; clean, oil, make minor repairs or assist
in repairs to boilerroom equipment; and, following prescribed methods,
treat boiler water with chem icals and analyze boiler water for such things
as acidity, causticity, and alkalinity.
receipts, or other records; checking for damaged goods; insuring that
goods are appropriately identified for routing to departments within the
establishment; preparing and keeping records of goods received.
For wage study purposes, workers are classified as follows:
The classification excludes workers in establishments producting
electricity, steam , or heated or cooled air primarily for sale.
WAREHOUSEMAN
As directed, performs a variety of warehousing duties which require
an understanding of the establishment's storage plan. Work involves most
of the following: Verifying materials (or merchandise) against receiving
documents, noting and reporting discrepancies and obvious damages; routing
materials to prescribed storage locations; storing, stacking, or palletizing
materials in accordance with prescribed storage methods; rearranging and
taking inventory of stored m aterials; examining stored materials and r e
porting deterioration and damage; removing material from storage and
preparing it for shipment. May operate hand or power trucks in performing
warehousing duties.
Drives a truck within a city or industrial area to transport
m aterials, merchandise, equipment, or workers between various types of
establishments such a s: Manufacturing plants, freight depots, warehouses,
wholesale and retail establishm ents, or between retail establishments and
cu stom ers' houses or places of business. May also load or unload truck
with or without h elpers, make minor mechanical repairs, and keep truck in
good working order. Salesroute and over-the-road drivers are excluded.
For wage study purposes, truckdrivers are classified by type and
rated capacity of truck, as follow s:
Exclude workers whose primary duties involve shipping and r e
ceiving work (see Shipper and Receiver and Shipping Packer), order filling
(see Order F ille r), or operating power trucks (see Power-Truck Operator).
Truckdriver, light truck
(straight truck, under IV2 tons, usually 4 wheels)
Truckdriver, medium truck
(straight truck, I V 2 to 4 tons inclusive, usually 6 wheels)
Truckdriver, heavy truck
(straight truck, over 4 tons, usually 10 wheels)
Truckdriver, tractor-trailer
ORDER FILLER
Fills shipping or transfer orders for finished goods from stored
merchandise in accordance with specifications on sales slips, customers'
orders, or other instructions.
May, in addition to filling orders and in
dicating items filled or omitted, keep records of outgoing orders, requisition
additional stock or report short supplies to supervisor, and perform other
related duties.
P erform s clerical and physical tasks in connection with shipping
goods of the establishment in which employed and receiving incoming
shipments.
In performing day-to-day, routine tasks, follows established
guidelines.
In handling unusual nonroutine problems, receives specific guid
ance from supervisor or other officials. May direct and coordinate the
activities of other workers engaged in handling goods to be shipped or being
received.
SHIPPING PACKER
Prepares finished products for shipment or storage by placing them
in shipping containers, the specific operations performed being dependent
upon the type, size, and number of units to be packed, the type of container
employed, and method of shipment.
Work requires the placing of items in
shipping containers and may involve one or more of the following: Knowledge
of various items of stock in order to verify content; selection of appropriate
type and size of container; inserting enclosures in container; using excelsior
or other material to prevent breakage or damage; closing and sealing
container; and applying labels or entering identifying data on container.
Packers who also make wooden boxes or crates are excluded.
Shippers typically are responsible for most of the following:
Verifying that orders are accurately filled by comparing items and quantities
of goods gathered for shipment against documents; insuring that shipments
are properly packaged, identified with shipping information, and loaded into
transporting vehicles; preparing and keeping records of goods shipped, e .g .,
m an ifests, bills of lading.
Receivers typically are responsible for most of the following:
Verifying the correctness of incoming shipments by comparing items and
quantities unloaded against bills of lading, invoices, m anifests, storage
MATERIAL HANDLING LABORER
GU ARD— C ontinue d
A worker employed in a warehouse, manufacturing plant, store, or
other establishment whose duties involve one or more of the following:
Loading and unloading various materials and merchandise on or from freight
cars, trucks, or other transporting devices; unpacking, shelving, or placing
materials or merchandise in proper storage location; and transporting
materials or merchandise by handtruck, car, or wheelbarrow.
Longshore
workers, who load and unload ships, are excluded.
Guards employed by establishments which provide protective se r
vices on a contract basis are included in this occupation.
POWER-TRUCK OPERATOR
Operates a manually controlled gasoline- or electric-pow ered truck
or tractor to transport goods and materials of all kinds about a warehouse,
manufacturing plant, or other establishment.
For wage study purposes, workers are classified by type of powertruck, as follows:
Pow er-truck operator (other than forklift)
For wage study purposes, guards are classified as follows:
Class A . Enforces regulations designed to prevent breaches of
security. Exercises judgment and uses discretion in dealing with em er
gencies and security violations encountered.
Determines whether first
response should be to intervene directly (asking for assistance when deemed
necessary and time allows), to keep situation under surveillance, or to re
port situation so that it cam be handled by appropriate authority.
require specialized training in methods and techniques of protecting security
areas. Commonly, the guard is required to demonstrate continuing physical
fitness and proficiency with firearm s or other special weapons.
Class B . Carries out instructions prim arily oriented toward in
suring that emergencies and security violations are readily discovered and
reported to appropriate authority. Intervenes directly only in situations which
require minimal action to safeguard property or persons.
Duties require
minimal training. Commonly, the guard is not required to demonstrate
physical fitness. May be armed, but generally is not required to demonstrate
proficiency in the use of firearm s or special weapons.
JANITOR, PORTER, OR CLEANER
Protects property from theft or damage, or persons from hazards
or interference. Duties involve serving at a fixed post, making rounds on
foot or by motor vehicle, or escorting persons or property. May be deputized
to make a rrests. May also help visitors and customers by answering
questions and giving directions.
Cleans and keeps in an orderly condition factory working areas and
washrooms, or premises of an office, apartment house, or com m ercial or
other establishment. Duties involve a combination of the following: Sweeping,
mopping or scrubbing, and polishing floors; removing chips, trash, and other
refuse; dusting equipment, furniture, or fixtures; polishing metal fixtures or
trim m ings; providing supplies and minor maintenance serv ices; and cleaning,
lavatories, showers, and restroom s. W orkers who specialize in window
washing are excluded.
Area Wage
A list of the latest bulletins available is presented below. Bulletins
may be purchased from any of the BLS regional offices shown on the back
cover, or from the Superintendent of Documents, U.S. Government Printing
Office, Washington, D .C . 20402. Make checks payable to Superintendent of
Documents. A directory of occupational wage surveys, covering the years
1970 through 1977, is available on request.
A rea
A k ro n , Ohio, D e c . 1978 __________________________________________
A lb a n y -S ch en e cta d y --T ro y , N. Y . , Sept. 1978 1________________
A n ah eim —
Santa Ana^-Garden G ro ve,
C a lif., O ct. 1 9 7 8 1 _______________________________________________
A tlan ta, G a ., M ay 1979___________________________________________
B a ltim o r e , M d ., A u g. 1978 1 ____________________________________
B illin g s , M on t., July 1 9 7 8 _______________________________________
B irm in gh a m , A la ., M a r . 1 9 7 8 __________________________________
B oston, M a s s ., Aug. 1 9 7 8 1______________________________________
B u ffalo, N .Y ., O ct. 1 9 7 8 1________________________________________
Canton, Ohio, M ay 1 9 7 8 __________________________________________
C hattanooga, Tenn.—G a ., Sept. 1978 1__________________________
C h ica g o, 111., M ay 1979___________________________________________
C in cin n ati, Ohio— y.—In d., July 1979 1 _______________________
C levelan d , Ohio, Sept. 1 9 7 8 _____________________________________
C olu m b u s, Ohio, Oct. 1 9 7 8 1 ____________________________________
C orpu s C h ris ti, T e x ., July 1 9 7 8 _______________________________
D a ll a s -F o r t W orth, T e x ., O ct. 1978 1__________________________
Davenport—Rock Island—M o lin e, Iowa—111., Feb. 1979_______
Dayton, Ohio, D e c . 1978 _________________________________________
Daytona B each , F la ., A u g. 1978 _______________________________
D enver^-B oulder, C o lo ., D ec. 1 9 7 8 _____________________________
D etro it, M ic h ., M a r . 1979 1 _____________________________________
F r e s n o , C a lif., June 1979_______________________________________
G a in e s v ille , F la ., Sept. 1978 ___________________________________
G a ry — am m ond— a s t C h ica g o, Ind., Oct. 1979 1_____________
G reen B ay, W i s ., July 1 9 7 8 1 ___________________________________
G re e n sb o ro —W in s to n -S a le m —
High Point,
N .C ., Aug. 1 9 7 8 __________________________________________________
G re en v ille—Spartanburg, S .C ., June 1979 1 __________________
H artford , C on n ., M a r . 1979_____________________________________
H ouston, T e x ., A p r . 1979________________________________________
H u n tsv ille, A l a ., F eb . 1979______________________________________
Indianapolis, Ind., O ct. 1 9 7 8 1 __________________________________
Jackson, M i s s ., Jan. 1979 1_____________________________________
J ac k so n v ille, F la ., D e c . 1978 __________________________________
K an sas C ity , M o .-K a n s ., Sept. 1 9 7 8 ___________________________
L os A n g e le s—Long B each , C a lif., O ct. 1 9 7 8 1 ________________
L o u is v ille , K y .-In d ., N ov. 1 9 7 8 ________________________________
M e m p h is, Tenn.— r k .—M i s s ., Nov. 1978 _____________________
and price *
2 0 2 5 -6 3 , $ 1.00
2 0 2 5 -5 8 , $ 1 .2 0
2 0 2 5 -1 5 , 80 cents
2 0 5 0 -7 , $ 1 .5 0
(To be surveyed)
2 0 2 5 -4 6 ,
2 0 5 0 -3 ,
Miami, F la ., Oct. 1978 1
Milwaukee, W is., Apr. 1979__________________________________
St. Paul, Minn.—W is., Jan. 1979_______________
Suffolk, N .Y ., June 1978 1____________________________
Newark, N .J ., Jan. 1979______________________________________
New Orleans, La., Jan. 1979 1_______________________________
New York, N .Y .-N .J ., M a y l9 7 8 * ____________________________
Norfolk—Virginia Beach—
Portsmouth, Va.—
N .C ., May 1979 1 _____________________________________________
Portsmouth and
Hampton, Va.—N .C ., May 1978------------------Northeast Pennsylvania, Aug. 1978 ---------------------------------------Oklahoma City, Okla., Aug. 1978____________________________
Iowa, Oct. 1978_______________________________
Omaha, Nebr.—
Clifton— assaic, N.J., June 1979_____________ ,___
Philadelphia, Pa.—
N.J., Nov. 1978 ___________________________
Pittsburgh, Pa., Jan. 1979 1 __________________________________
Portland, Maine, Dec. 1 9 7 8 1 _________________________________
Portland, Oreg.—Wash., May 1979___________________________
Poughkeepsie, N. Y ., June 1978 1_____________________________
Kingston—Newburgh, N .Y ., June 1978 1 _____
Pawtucket, R.I.—
M a ss., June 1978_____________________________________________
Richmond, Va., June 1979____________________________________
St. Louis, Mo.—111., Mar. 1979 1 _____________________________
Sacramento, C alif., Dec. 1978 _______________________________
Saginaw, Mich., Nov. 1978 ____________________________________
Ogden, Utah, Nov. 1978 1 ____________________
San Antonio, Tex., May 1979__________________________________
San Diego, C alif., Nov. 1978__________________________________
Oakland, C alif., Mar. 1979__________________
San Jose, C alif., Mar. 1979___________________________________
Everett, Wash., Dec. 1978___________________________
South Bend, Ind., Aug. 1978___________________________________
Mich., May 1979_______________________________
Trenton, N .J., Sept. 1978 1 ____________________________________
Utica-Rom e, N .Y ., July 1978_________________________________
Washington, D .C.—
Md.—V a ., Mar. 1979______________________
Wichita, K an s., Apr. 1979____________________________________
W orcester, M a ss., Apr. 1979________________________________
York, Pa., Feb. 1979__________________________________________
2025-60,
2050-8,
2050-22, $1.75
2050-11.
Prices are determined by the Government Printing Office and are subject to change.
* Data on establishment practices and supplementary wage provisions are also presented.
Penalty for private use, $300
Postage and Fees Paid
Third Class Mail
Lab-441
Bureau of Labor Statistics Regional Offices
Region I
1603 JFK Federal Building
Boston, Mass 02203
Phone: 223-6761 (AreaCode617)
Region II
Region III
Region IV
New York, N Y. 10036
3535 Market Street,
P.0 Box 13309
1371 Peachtree St., N.E.
Phone:881-4418 (Area Code 404)
Region V
Region VI
9th Floor, 230S. Dearborn St.
Chicago, III. 60604
555 Griffin Square Building
Dallas, Tex. 75202
Regions VII and VIII
Federal Office Building
911 Walnut St., 15th Floor
Kansas City, Mo. 64106
Regions IX and X
450 Golden Gate Ave.
San Francisco, Calif. 94102