bls_1795-20_1974.pdf

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Area WAGE SURVEYW ichita, Kansas, Metropolitan Area, April 1974Bulletin 1795-20

SEDGWICK

Wichita

BUTLER

DOCUMENT COLLECTION

MAR 1 8 1975

Dayton & l.iont ornery Co. Public Library

U.S. DEPARTMENT OF LABOR Bureau of Labor Statistics

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

A N N O U N CEM EN T

Area Wage Surveys bulletins w ill be issued once every 3 years. These bulletins w ill contain information on establishment practices and supplementary benefits as well as earnings. In the interim years, supplements containing data on earnings only w ill be issued at no additional costs to holders o f the Area Wage bulletin. I f you wish to receive these supplements, please complete the coupons listed on the last page of this bulletin and m ail to any of the BLS regional addresses listed on the back cover. No further action on your part is necessary. Each year, you w ill receive the supplement when it is published.

Preface

This bulletin provides results of an April 1974 survey of occupational earnings and supplementary wage benefits in the Wichita, Kansas, Standard Metropolitan Statistical A rea (Butler and Sedgwick Counties). The survey was made as part of the Bureau of Labor Statistics' annual area wage survey program . The program is designed to yield data for individual metropolitan areas, as w ell as national and regional estimates for all Standard Metropolitan Statistical Areas in the United States, excluding Alaska and Hawaii.

A m ajor consideration in the area wage survey program is the need to describe the leve l and movement of wages in a variety of labor markets, through the analysis of ( l ) the leve l and distribution of wages by occupation, and (2) the movement of wages by occupational category and skill leve l. The program develops information that may be used for many purposes, including wage and salary administration, collective bargaining, and assistance in determining plant location. Survey results also are used by the U.S. Department of Labor to make wage determinations under the Service Contract A ct of 1965.

Currently, 94 areas are included in the program . (See lis t of areas on inside back cover.) In each area, occupational earnings data are collected annually. Information on establishment practices and supplementary wage benefits, collected every second year in the past, is now obtained every third year. Results of the next two annual surveys, providing earnings data only, w ill be issued as free supplements to this bulletin. The supplements may be obtained from the Bureau's regional o ffices. (See back cover for addresses.)

Each year after all individual area wage surveys have been completed, two summ ary bulletins are issued. The firs t brings together data for each metropolitan area surveyed. The second summary bulletin presents national and regional estimates, projected from individual metropolitan area data.

The Wichita survey was conducted by the Bureau's regional o ffice in Kansas City, Mo., under the general direction of Edward Chaiken, Associate Assistant Regional D irector for Operations. The survey could not have been accomplished without the cooperation of the many firm s 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.

Note:

Also available for the Wichita area are listings of union wage rates for seven selected building trades. F ree copies of these are available from the Bureau's regional o ffices. (See back cover for addresses.)


A R E A W A G E S U R V E Y Bu lletin 1795-20August 1974

VU.S. D E P A R T M E N T O F LABO R , Peter J. Brennan, Secretary BUREAU OF LABOR STATISTICS, Julius Shiskin, Commissioner

W ichita, K an sas, M etropolitan Area, April 1974C O N T E N T S

Page2 Introduction

Tables:

A. Earnings:Weekly earnings o f o ffice workersWeekly earnings o f professional and technical workersAverage weekly earnings of o ffice, professional, and technical workers, by sex Hourly earnings of maintenance and powerplant workers Hourly earnings of custodial and m aterial movement workersAverage hourly earnings of maintenance, powerplant, custodial, and m ateria l movement workers, by sex Indexes of earnings for selected occupational groups and percents of increase for selected periods Percents of increase in average hourly earnings for selected occupational groups, adjusted for employment shifts

ish m e n t p ra c t ic e s and su p p le m e n ta ry w a g e p ro v is io n s :Minimum entrance salaries fo r inexperienced typists and clerks Late-sh ift pay provisions for manufacturing plant workers Scheduled weekly hours and days of firs t-sh ift workers Annual paid holidays Identification of m ajor paid holidays Paid vacation provisionsHealth, insurance, and pension plan provisions

3 A- 1.5 A -2.6 A -3.7 A -4.8 A - 5.9 A- 6.

10 A - 7.11 A - 8.

B. Estab!12 B - l.13 B-2.14 B-3.15 B-4.16 B-4a.17 B-5.19 B-6.

21 Appendix A . Scope and method of survey 25 Appendix B. Occupational descriptions

Fo r sale by the Superin tendent o f Docum ents, U.S. Governm ent P r in tin g O ffice , W ashington, D.C. 20402, G PO Bookstores, or B LS Reg ional O ffice s listed on back cover. P rice 65 cents. M ake checks payable to Superin tendent o f Docum ents.

1Digitized for FRASER http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis

Introduction

This area is 1 of 94 in which the U.S. Department of Labor's Bureau of Labor Statistics conducts surveys of occupational earnings and related benefits on an areawide basis. In this area, data were obtained by personal v is its o f Bureau fie ld economists to representative establishments within six broad industry divisions: Manufacturing; transportation, communication, and other public utilities; wholesale trade; reta il trade; finance, insurance, and rea l estate; and services. M ajor industry groups excluded from these studies are government operations and the construction and extractive industries. Establishments having fewer than a prescribed number of workers are omitted because of insufficient employment in the occupations studied. Separate tabulations are provided for each of the broad industry divisions which m eet publication criteria .

A -s e r ie s tables

Tables A - l through A-6 provide estimates of straight-tim e hourly or weekly earnings for workers in occupations common to a variety of manufacturing and nonmanufacturing industries. Occupations were selected from the following categories: (a) O ffice c ler ica l, (b) p ro fessional and technical, (c) maintenance and powerplant, and (d) custodial and m a t e r ia l m o v e m e n t . In the 22 la r g e s t s u rv e y a r e a s , t a b le s A - l a through A-6a provide sim ilar data for establishments employing 500 workers or m ore.

Following the occupational wage tables are two tables providing indexes and percents of change in average earnings of o ffice c ler ica l workers, industrial nurses, skilled maintenance workers, and unskilled

plant workers. The firs t o f these, table A -7 , m easures changes in average earnings of the four occupational groups over time. Where possible, data are presented for all industries and manufacturing. Table A -8 presents another measure of wage movements. The percents of change reported for the occupational groups are computed to elim inate changes in average earnings caused by employment shifts among establishments as w ell as turnover of establishments included in survey samples. Where possible, data also are presented for nonmanufacturing. Appendix A discusses m ore fully differences between these tables.

B -series tables

The B -series tables present information on minimum entrance salaries for o ffice w orkers; la te-sh ift pay provisions and practices for plant workers in manufacturing; and data separately for plant and office workers on scheduled weekly hours and days of firs t-sh ift workers; paid holidays; paid vacations; and health, insurance, and pension plans.

Appendixes

This bulletin has two appendixes. Appendix A describes the methods and concepts used in the area wage survey program and provides information on the scope of the area survey. It also provides in fo rmation on labor-management agreement coverage. Appendix B provides job descriptions used by Bureau fie ld economists to c lassify workers in occupations for which straight-tim e earnings information is presented.

2


A. EarningsTable A-1. W eekly earnings of office w orkers in W ichita, Kans., April 1974

Weekly earnings 1 (standard)

Numberof

workers

Averageweekly

(standard] Mean ^ Median ^ Middle ranged

41 40 .0$147.00

$148.00

$ $132. 50 -162 .00

43 40 .5 112.50 122.50 85 .0 0 -1 2 8 .5 0

202 4 0 .0 154.00 154.00 136 .00 -167 .0078 39 .5 142.50 143.00 1 31 .00 -156 .50

124 40 .0 161.00 161.00 1 48 .00 -172 .5040 4 0 .0 182.50 164.50 161 .50 -212 .00

335 40 .0 124.00 121.50 105 .00 -140 .50107 40 .0 126.50 125.00 116 .50 -140 .00228 40 .0 123.00 118.00 100 .00 -142 .5068 40 .0 160.00 160.00 151 .50 -169 .00

115 4 0 .0 133.50 128.00 111 .50 -152 .0061 40 .0 129.00 129.00 114 .50 -144 .50

30

Oo*

160.00 162.00 141 .00 -216 .00

98 40 .5 127.00 124.50 1 16 .00 -145 .5058 40 .0 135.50 128.00 119 .00 -149 .5040 * 0 . 5 115.00 116.00 100* 50—127•00

98 40 .0 140.00 141.00 1 27 .00 -154 .0054 40 .0 138.00 138.50 123. 0 0 -154 .5044 40 .0 142.00 143.00 136 .50 -154 .00

211 40 .0 117.50 1 1 1 .0 0 101 .00 -129 .5087 40 .0 121.00 120.50 108 .50 -138 .00

124 40 .0 115.00 106.50 96. 00 -118 .0025 40 .0 166.00 158.50 143 .50 -197 .00

46 4 0 .0 101.00 96 .00 79 .00 -1 2 0 .5 029 4 0 .0 9 4 .50 90 .00 73 .5 0 -1 1 0 .0 0

843 40 .0 151.00 151.50 1 32 .50 -165 .50609 4 0 .0 153.00 154.50 1 42 .50 -165 .00234 4 0 .0 147.00 135.00 123 .00 -166 .5062 4 0 .0 185.00 196.50 159 .50 -204 .50

50 4 0 .0 174.50 171.00 166 .00 -178 .0038 4 0 .0 177.50 172.00 1 68 .00 -178 .00

210 4 0 .0 154.00 157.50 132 .50 -167 .00143 4 0 .0 158.00 159.00 155 .00 -168 .0067 4 0 .0 145.50 135.50 1 25 .50 -165 .50

400 40 .0 152.00 151.50 1 4 1 .50 -159 .50301 4 0 .0 152.50 152.50 14 6 .0 0 -1 5 8 .5 099 4 0 .0 151.50 139.50 1 2 4 .00 -182 .5047 4 0 .0 175.50 175.00 1 5 3 .50 -201 .00

183 4 0 .0 139.00 132 .50 1 2 1 .00 -157 .00127. 4 0 .0 140.50 138.00 1 22 .00 -165 .00

56 3 9 .5 136.00 124.50 1 20 .00 -142 .00

Occupation and industry d iv is ic

Number o f w orkers rece iv in g stra igh t-tim e w eek ly earnings o f—

* $ $ $ $ $70 75 80 85 90 95

andunder — — - — —

___I§ _____80___&§____ 90____95 100

S * * $ S t S S S $ t S $ $ S100 110 120 130 140 150 160 170 180 190 200 210 220 230 240

and

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

HEN AND WOMEN COMBINED

BOOKKEEPING-MACHINE CPEPAT0RS.CLASS A -----------------------------------------------

BOOKKEEPING-MACHINE OPERATORS*CLASS B -----------------------------------------------

CLERKS, ACCOUNTING, CLASS A ------------MANUFACTURING --------------------------------NONMANUFACTURING ---------------------------

PUBLIC U T IL IT IE S -----------------------

CLERKS, ACCOUNTING, CLASS B ------------MANUFACTURING ---------------------------------NONMANUFACTURING ---------------------------


CLERKS, ORDER--------------------------------------MANUFACTURING --------------------------------NONMANUFACTURING


CLERKS, PAYROLL----------------------------------MANUFACTURING --------------------------------NONMANUFACTURING --------------------------

KEYPUNCH OPERATORS, CLASS A ------------MANUFACTURING ---------------------------------NONMANUFACTURING ---------------------------

KEYPUNCH OPERATORS, CLASS B ------------MANUFACTURING ---------------------------------NONMANUFACTURING---------------------------


MESSENGERS (OFFICE BOYS AND G IR L S I- NONMANUFACTUR IN G ---------------------------

SECRETARIES ------------------------------------------MANUFACTURING---------------------------------NONMANUFACTURING ---------------------------


SECRETARIES, CLASS A ----------------------MANUFACTURING ---------------------------------

SECRETARIES, CLASS B ---------------------MANUFACTURING--------------------------------NONMANUFACTURING ---------------------------

SECRETARIES, CLASS C ---------------------MANUFACTURING ---------------------------------NONMANUFACTURING---------------------------


SECRETARIES, CLASS D ----------------------MANUFACTURING---------------------------------NONMANUFACTURING ---------------------------

- - 11 2 2 - - 2 18 4 4

- _ _ _ 2 - 8 8 17 22 29- - - 2 - - 6 10 15 18

_ 8 21

7 7 11

10 _ 26 13 14 39 61 48 38 23- - - 2 2 2 7 23 24 21 15

10 - - 24 11 12 32 38 24 17 8- - - - 1 1 2 2 3 7

- - - 4 - 3 18 19 20 10 8

~ 8 13 12 10 8

_ . . 11 9 20 29 1 12- - - - - 2 - 16 14 1 12

- - 9 9 4 15 “

- - - - - - 3 12 11 20 20- - - - - - 3 5 9 15 4- - • “ 7 2 5 16

- _ 4 19 6 19 53 38 21 12 15- - - - - 10 14 19 16 11 10

_ 4 19 6 9 392

19 51

1 55

11 _ 2 2 8 3 7 2 3 611 - 2 2 4 2 1 1 3 1 -

. - 2 - - 1 15 56 120 82 124- - 2 - - - 2 36 61 37 111

* __ 1 13 201

595

45 135

2 3 -

_ _ _ l 10 35 22 12- - - - - - - 4 18 6 6- - - “ - 1 6 17 16 6

- - _ - - 1 2 22 32 36 88— — - - — - - 12 13 17 83

_ * 1 2 101

194

19 55

_ _ 2 12 24 51 21 24- - 2 - - - 2 20 30 14 22“ - 10 4 21 7 2

331122

4

29101919

149

13

26188

14777

11

181168

135

35102517

201

IS19

111

4945

4

123118

5 3

752

1038221

9

1614

4435

9

3425

99

981

11

3023

71

22

13 213 l

1

181441

862

1414

1010

30201 0

8

32

871

208

1212

11

42

133

1010

See footnotes at end o f tables,


Table A-1. Weekly earnings of office workers in W ichita, Kans., April 1974— ContinuedWeekly earnings 1

(standard)

Occupation and industry d iv is ionNumber

ofworkcre

Averageweekly

(standard) Mean i Median ̂ Middle ranged

HEN ANO WOMEN COMBINED— CONTINUED

L .$ $ $

A 0*0 126 50119 50

J97*99 *9?

30 5 128 50 127*00

36 ^ 0 .0 134.50 139.00

SWITCHBCARC OPERATOR-RECEPTIONISTS- 78 40 .0 108.00 99 .00 9 1 .5 0 -1 2 2 .5 0

? o "o 105*00 ^97*00

1 Tr 1 j 1 i f vLA j j A108*50

117*00 116*00

Num ber o f w orkers re ce iv in g s tra igh t-tim e w eek ly earnings o f—

$ $ t $ S * $ * * * * * * $ t t * $ $ % t70 75 80 85 90 95 100 110 120 130 140 150 160 170 180 190 200 210 220 230 240

andunder and

75 80 85 90 95 100 110 120 130 140 150 160 170 180 190 200 210 220 230 240 over

5 3 7 3 12 15 15 28 24 3- - - 2 - 2 11 9 12 14 22“ 5 * 1 7 1 1 6 3 14 2 - ~ - 3 - - - -

- - - - 1 3 8 20 32 31 22 15 17 5 2 2 _ _- - - — — 4 15 13 18 12 16 5 - - - - - - -

* “ 1 3 8 16 17 18 4 3 1 - 2 2 - - -

- - - - - - 2 5 10 2 13 3 1

9 2 - 4 15 12 - 11 14 - 8 _ _ _ _ 1 _ 2- - - 2 11 1 - 10 6 - 7 - - - - _ - _ _ _

9 2 2 4 11 - 1 8 - 1 - - - - 1 - 2 -

- - - 4 - - 20 3 5 _ 22 3 1- * 4 - 20 3 2 - 8 3 1

_ - 3 37 61 7 65 35 12 18 16 4 22 14 5 5 9 29 1 18 16 4

See footnotes at end o f tab les.


Table A-2. Weekly earnings of professional and technical workers in Wichita, Kans., April 1974Weekly earnings 1

(standard)Number o f w orkers rece iv in g s tra igh t-tim e w eek ly earnings o f—

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

A verageweekly

(standard) Mean Median ̂ Middle ranged

$100

andunder

110$

120$

130s

140s

150»

160*

170$

180%

190»

200s210

$220

*230

*240

$250

$260

$270

$280

$290

$300

and

110 120 130 14C ,150-. 160 170 180 190 200 210 220 230 240 250 260 270 280 290 300 over

MEN AN0 WOMEN COMBINED

COMPUTER OPERATORS, CLASS A ------------ 53 40 .0 39.5

4 0 .C40 .0

176.00171.00

151.50151.50

136.00133.00

S180.00173.00

144.50146.00

127.50123.00

$ $ 162 .00 -195 .50 - - 5 1 4 1 7 9 9 8 3 6 -

MANUFACTURING —

5440

1 3 3 .5 0 - 171.501 3 2 .0 0 - 173 .00

1 1 9 .5 0 - 153.501 1 8 .0 0 - 153 .50

COMPUTER OPERATORS, CLASS B ------------MNONMANUFACTURING

COMPUTER OPERATORS, NONMANUFACTURING

CLASS C ------------ 8064

40 .040 .0 21 18 2 5 6 u i

COMPUTER PROGRAMMERS t34 40 .0 202.50 196.00 187 .50 -214 .00 2 2 8 7 5 3 3 2 1

COMPUTER SYSTEMS ANALYSTS,48 40 .0 298.00 287.50 279 .00 -3 3 4 .0 0 2 1 11 *21B U S I N E S S * CL A SS A - -

COMPUTER SYSTEMS ANALYSTS,5025

40 .040 .0

259 .00238.00

255.50242.50

2 34 .50 -288 .002 26 .00 -254 .50

B U S I N E S S * C L A S S B -----------------------2 6 7

95 40 .0 217.00 212.50 2 02 .00 -231 .00 _ 2 _ 15 4 15 26 9 7 2 4 4

DRAFTSMEN, CLASS B - — 117105

9485

40 .040 .0

183.00182.00

138.50136.00

187.50185.50

1 6 8 .0 0 - 199.001 6 6 .0 0 - 198.00

- - - 2 - 14 16 15 17 27 16 1010M AN Ur ACT UK I N b --------------------------------

7DRAFTSMEN* CLASS C40 .0 135.50 109 .50 -158 .50 5 62

NURSES, INDUSTRIAL (R E G ISTE R E D )----- 3332

40 .040 .0

175.00174.00

171.00170.50

166 .00 -182 .50 - - - - - 5 11 9 2 2 3 1lMANUFACTURING —————— ———— —— ——

W orkers w ere d istributed as fo llow s: 6 at $300 to $320; 7 at $320 to $340; 5 at $340 to $360; and 3 at $360 to $380.

See footnotes at end o f tables.


Table A -3. Average weekly earnings of office, professional, and technical workers, by sex,in W ichita, Kans., April 1974

Numberof

workers

A v *n g , Averse* Average

S e x , o c c u p a t io n , an d in d u s t r y d iv i s i o n Weekly houn *

(ftaaderd)

Wtakly tuning,1(lUodard)

S e x , o c c u p a t io n , a n d in d u s t r y d iv is i o nNumber

ofwoiken

Weeklyhoun*

(standard)

Weeklyearnings1(standard)

S e x , o c c u p a t io n , an d in d u s t r y d iv is i o nNumber

ofworkers

Weekly houn 1

(standard)

Weekly earnings 1 (standard)

O F F IC E OCCUPATIONS - HEN,$

O F FIC E OCCUPATIONS - HOMEN— CONTINUED

O FFIC E OCCUPATIONS - HOMEN— CONTINUED

39 3 9 .5 17 7.5 0% i $1 5 1.0 0 260 106. 50

25 4 C .0808 117.00

147.00

O FFIC E OCCUPATIONS - NOPENlOCCUPATIONS - MEN

BOOKKEEPING-MACHINE OPERATORS, CLASS A

274 0 .04 0 .0

181. 50 178.00

AO 4 0 .0 1 4 6.5 0 J t C " t l kK I c S f CLASS B 4 0 .0 154.00

BCOKKEEPING-MACHINE OPERATORS, 4 0 .0CLA SS B

129.00151

6091

4 0 .0 3 9 .54 0 .0

146.50139.001 5 5 .0 0

152.504 0 .0

? ?• ? 125.50151.50

CCMPUTE* PROGPAHNEftSe1 7 5.5 02 1 0 .0 0.

105213

58

4 0 .04 0 . 0 121.50 56 3 9 .5

141.00 136. 00;

tu n ru iC R 3 T 3 It F } AN ALYSIS*68 6 0 .0 2 9 8 .0 0

4 0 .0 1 ^ 6 .5 0COMPUTER SYSTEMS AN ALYSTS,

9047

4 0 .0 123.50 262.004 0 .0 11 7.0 0

42 4 0 .04 0 .0 124.00

89 4C 5 126 005435

s e

54**

4 0 .04 1 .0

4 0 .0

135.00 117.50

140.00

8375

35

3 9 .53 9 .5

4 0 .0

128.50115 4 0 .0 183.50103 4 0 .0 182.00

135.50

108.004 0 .0 132.00

4 0 . 0 1 4 Z .0 0PROFESSIONAL ANO TECHNICAL

OCCUPATIONS - HOMEN40 0 117 50**94122 4 0 .0 1 1 5 .0 0 1 58 4 0 .0 147.50

25 4 0 .0 8 9 .0 0

11 8.0 0N U R S E S , 1NCUSTRIAL (R EG IST ER E D ! ----- 33 4 0 .0 175.00

M A N U F A C T U R I N G ———— — — — ———— —

See footnote at end of tab les.


Table A-4. Hourly earnings of maintenance and powerplant workers in Wichita, Kans., April 1974

Occupation and industry d iv is ion

Hourly earnings3 N u m b e r o f w o r k e r s r e c e i v i n g s t r a i g h t - t i m e h o u r l y e a r n i n g s o f -----

S * * * * $ * 1 * t S t [ * ** % i i i t % S $ *

of TT J 3 . 0 0 U n d e r3 . 1 0 3 . 2 0 3 . 3 0 3 . 4 0 3 . 5 0 3 . 6 0 3 . 7 0 3 . 8 0 3 . 9 0 4 . 0 0 4 . 1 0 * . 2 0 4 . 4 0 4 . 6 0 4 . 8 0 5 . 0 0 5 . 2 0 5 . 4 0 5 . 6 0 5 . 8 0 6 . 0 0

worker: Mean 2 Median2 Middle range 2 $ a n d3 . 0 0 u n d e r

3 . 1 0 3 , 2 0 ? , 3 0 3 . 4 0 3 . 5 0 3 . 6 0 3 . 7 0 3 . 8 0 3 . 9 0 4 . 0 0 4 . J O 4 . 2 0 4 . 4 0 4 . 6 C 4 . E 0 5 . 0 0 5 . 2 0 5 . 4 0 5 , 6 0 5 . 8 0 6 . 0 0 o v e r

$ $ $ $4 5 4 . 8 0 4 . 5 5 4 . 3 4 - 5 . 1 3 - -* - - -7 - - - - - - 2 2 11 15 2 - 4 - 6 1 - 24 3 4 . 7 $ 4 . 5 5 4 . 3 3 - 5 . 0 5 2 2 1 1 1 5 2 ~ 2 - 6 1 2

1 1 4 4 . 9 9 4 . 8 1 4 . 3 9 - 5 . 7 2 1 1 7 2 0 15 13 4 3 6 1 4 3 _1 0 5 4 . 9 3 4 . 7 5 4 . 3 4 - 5 . 7 1 * - * - - 1 1 7 2 0 1 5 1 3 4 3 6 1 3 4 - -

7 3 4 . T 1 4 . 3 6 4 . 1 4 - 5 . 4 5 - - - . 1 - - 1 9 2 _ 1 5 1 4 4 _ 3 6 1 7_

* 1 06 1 4 . 7 9 4 . 3 9 4 . 1 4 - 5 . 7 3 9 1 - 1 5 6 4 - 3 6 1 6 - 1 0

3 8 3 . 8 0 3 . 5 8 3 . 2 8 - 4 . 8 3 < ■* 6 1 2 - 5 3 3 1 3 2 - - - . - - 12 - _ _ _ _3 6 3 . 7 5 3 . 5 S 3 . 2 3 - 4 . 8 2 6 1 2 5 3 3 1 3 2 * 1 0 - - - - -

4 3 5 . 2 8 5 . 7 2 4 . 3 8 - 5 . 8 3 - - - _ - - - _ - _ 6 _ 6 _ 1 - - - - 1 6 1 43 8 5 . 2 3 5 . 6 9 4 . 3 6 - 5 . 8 4 * * * * 6 * 6 * 1 “ * ” 1 1 1 4 •

1 9 1 4 . 9 9 5 . 1 7 4 . 2 7 - 5 . 6 3 2 _ 1 8 5 9 2 11 2 4 5 6 8 10 5 9 1_

6 4 4 . 1 8 4 . 0 4 3 . 7 8 - 4 . 2 8 2 - - - - — - 1 8 9 - 9 2 11 1 - T* 4 2 6 - - -

1 2 7 5 . 4 0 5 . 4 3 5 . 1 5 - 5 . 6 7 1 - 4 5 2 6 4 5 9 1 -

1 2 0 5 . 4 0 5 . 2 8 5 . 1 5 - 5 . 6 7 4 5 2 6 - 5 8 - -

2 0 9 4 . 7 3 4 . 6 5 4 . 2 2 - 5 . 2 8 - - - - - _ 9 • 1 9 - 1 1 8 3 0 1 8 2 5 2 0 1 0 1 0 15 2 9 51 9 3 4 . 6 7 4 . 6 2 4 . 2 1 - 5 . 0 7 * * * * * 9 * 1 9 * * 1 8 3 0 1 8 2 5 2 0 1 0 1 0 - 2 9 5 -

3 1 4 . 6 5 4 . 3 9 4 . 2 1 - 5 . 5 6 2 - 3 - - • - - _ _ _ 2 9 1 _ 2 _ _ 9 2 1 _3 1 4 . 6 5 4 . 3 9 4 . 2 1 - 5 . 5 6 2 * 3 * * * * * * - 2 9 1 - 2 - - 9 2 l -

4 2 5 . 2 7 5 . 5 6 4 . 6 8 - 5 . 7 0 - - - - _ - - - - - - _ - 1 4 - 3 7 1 8 - _4 2 5 . 2 7 5 . 5 6 4 . 6 8 - 5 . 7 0 - - * * ~ * * * * - “ * • 14 3 7 18 - -

3 1 9 4 . 8 4 4 . 6 8 4 . 6 2 - 5 . 1 9 2 5 2 0 1 1 1 4 7 1 3 2 4 5 6 _ 2 33 1 9 4 . 8 4 4 . 6 8 4 . 6 2 - 5 . 1 9 2 5 2 0 1 1 1 4 7 13 2 4 5 6 2 3

MEN ANO WOMEN COMBINED

CARPENTERS, MAINTENANCE ------MANUFACTURING-------------------

ELECTRICIANS, MAINTENANCE - MANUFACTURING-----------------

ENGINEERS, STATIONARY ----------MANUFACTURING -------------------

HELPERS, MAINTENANCE TRADES MANUFACTURING ----— ------------

MACHINISTS, MAINTENANCE ------MANUFACTURING -------------------

MECHANICS, AUTOMOTIVE(MAINTENANCE! -----------------------

MANUFACTURING-------------------NCNMANUFACTURING --------------

PUBLIC U T IL IT IE S ----------

MECHANICS, MAINTENANCE — -----MANUFACTURING -------------------

PA IN TER S , MAINTENANCE ----------MANUFACTURING -------------------

PIPEFITTERS, MAINTENANCE ----MANUFACTURING -------------------

TOOL ANC DIE MAKERS --------------MANUFACTURING -------------------

* A l l w orkers w ere at $6 to $6.20.* * W orkers w e re distributed as fo llow s: 2 at $2.60 to $2.70; and 4 at $2.80 to $2.90.



Table A-5. Hourly earnings of custodial and material movement workers in W ichita, Kans., April 1974Hourly earnings3

Numberof

workers Mean 2 Median2 Middle range 2

$ $ $ $239 2 .66 1 .96 1 .8 5 - 3 .48

91 3 .86 3 .68 3 .4 4 - 4 .3 4

426 2 .9 3 2 .81 2 .2 2 - 3 .52172 3 .6 1 3 .8 0 3 .1 0 - 3 .93254 2 .47 2 .35 2 .0 4 - 2.88

46 3 .3 2 3 .30 3 .2 1 - 3 .49

679 3 .3 9 2 .8 7 2 .5 4 - 3 .8727 5 3 .38 3 .17 2 .8 4 - 3 .89404 3 .3 9 2 .59 2 .4 2 - 3 .69

233 3.10 3 .03 2 .3 8 - 3 .42

149 3.07 2 .65 2 .0 8 - 4 .0 681 3.88 3 .78 2 .6 8 - 5 .14

50 3.74 3 .82 3 .3 8 - 3.9934 3.7S 3 .85 3 .6 5 - 4 .05

54 3.41 3 .22 3 .0 6 - 3 .9448 3.47 3 .25 3 .0 9 - 3 .96

37 3.68 3 .59 3 .4 2 - 3 .9 431 3 .74 3 .6 3 3 .4 4 - 3 .94

636 4 .1 5 3 .77 3 .1 4 - 5 .51234 3 .99 3 .82 3 .4 7 - 4 .43402 4 .25 3 .45 2 .9 8 - 6 .2 2

74 2 .1 7 2 .08 1 .8 3 - 2 .5364 2 . OS 2 .04 1 .8 1 - 2.20

299 4 .00 3 .43 3 .1 3 - 4 .6271 3.86 4 .1 2 3 .4 3 - 4 .43

228 4 .05 3 .1 9 3 .1 0 - 6 .21

182 4 .8S 4 .62 3 .7 9 - 6 .2193 3.98 3 .79 3 .7 2 - 4 .44

201 4.01 3 .74 3 .3 7 - 4 .85191 4 .0 1 3 .99 3 .0 9 - 4 .85

Occupation and industry d ivision

Number o f w orkers re ce iv in g s tra igh t-tim e hourly earnings o f—

$ $1.60 1.70

andwider

1.70 1.80

i---1--- *--1---$--- $---1---*---1---1---1---i---*---i--- i---5---* * l *---*1 .80 2 .0 0 2 .20 2 .4 0 2 .60 2 .8 0 3 .0 0 3 .2 0 3 .4 0 3 .6 0 3 .8 0 4 .0 0 4 .2 0 4 .4 0 4 .6 0 4 .8 0 5 .0 0 5 .2 0 5 .40 5 .6 0 5 .8 0

2 .0 0 2 .2 0 2 .40 2 .6 0 2 .8 0 3 .0 0 3 .2 0 3 .4 0 3 .6 0 3 .8 0 4 .0 0 4 .2 0 4 .4 0 4 .6 0 4 .8 0 5 .0 0 5 .2 0 5 .40 5 .60 5 .80 over

HEN ANO WOMEN COMBINED

GUAR0S AND WATCHMEN--------------------------MANUFACTURING --------------------------------

JANITORS, PORTERS, AKO CLEANERS ----MANUFACTURING--------------------------------NONMANUFACTURING--------------------------

PUBLIC U T IL IT IE S ----------------------

LABORERS, MATERIAL HANDLING -----------MANUFACTURING -------------------------------NCNMANUFACTURING --------------------------

ORDER FILLERS -----------------------------------

PACKERS, SHIPPING ------------------------------MANUFACTURING -------------------------------

RECEIVING CLERKS -------------------------------MANUFACTURING -------------------------------

SHIPPING CLERKS ---------------------------------MANUFACTURING-------------------------------

SHIPPING ANO RECEIVING CLERKS -------MANUFACTURING -------------------------------

TRUCKORIVERS -------------------------------------MANUFACTURING -------------------------------NONMANUFACTURING--------------------------

TRUCKORIVERS, LIGHT (UNCER 1-1/2 TONS I -----------------------------------n c n m a n u fa c t u r in g --------------------------

TRUCKORIVERS, MEDIUM (1 -1 / 2 TOAND INCLUDING 4 TONS) -----------------MANUFACTURING -------------------------------NONMANUFACTURING --------------------------

TRUCKORIVERS, HEAVY (CVER 4 TONSTRAILER TYPE) -------------------------------MANUFACTURING -------------------------------

TRUCKERS, POWER (FC R K LIFT ) -------------MANUFACTURING -------------------------------

_ 125 18 _ - 2 2 11 3 25 10 10 2 17 - 1 13 - - - - -10 3 25 10 10 2 17 1 13 ~ ~

1 10 37 55 30 16 63 31 26 34 22 13 50 - - 28 6 4 - - - - -- - - - - - 33 4 19 17 6 6 50 28 5 4 - - - -1 10 37 55 30 16 30 27 7 17 16 7 - - - 1 - - - -- - - - - - 2 6 2 14 15 6 * * 1 * "

2 9 36 66 128 45 107 20 13 55 17 38 1 6 26 10 - 14 4 4 - *7 8- - 9 2 2 10 21 78 19 12 33 5 37 - - 24 9 - 14 - * - -2 - - 34 64 118 24 29 1 l 22 12 1 1 6 2 l “ 4 4 “ 78

- - 8 32 20 20 8 8 72 3 25 3 1 - - - 1 - 24 8 - - -

7 7 32 14 2 28 14 - _ - 6 - 4 1 - - - 34 _ - - -

- - - - - 2 24 1C - * 6 4 l “ 34 * "

_ - - 2 _ - 5 7 1 9 15 5 3 1 - - _ 2 - - -

- - - - - 2 - - 5 - 1 9 7 5 3 - 2 “ - **

_ _ - _ _ 6 19 11 - - 9 7 - - - - 2 - - -

- - - - - - 2 17 11 - - 9 7 ~ 2 “

- _ _ 1 1 1 5 11 6 9 _ - _ 1 - 2 _ - _ -4 10 6 9 ” “ “ 2 * -

_ 15 11 23 4 11 38 10 85 34 54 46 12 12 27 47 24 3 2 18 21 - * 139- - - - - 9 - - 7 24 34 42 9 11 27 40 13 - - 10 - 8

15 11 23 4 2 38 10 78 10 20 4 3 1 7 11 3 2 18 11 131

15 11 23 4 10 9 - - l - * - 1 _ - - - - - _

15 11 23 4 1 9 - ~ ” ~"

1“ * " "

_ _ _ 1 29 1C 85 12 46 4 3 7 10 16 11 3 2 - *6 07 2 26 - - 6 10 10 10 - - - - -

- 1 29 10 78 10 20 4 3 l 6 1 3 2 “ 60

2 7 42 9 _ 30 13 _ _ 16 11 _ *5 22 7 42 9 - - 30 3 - - -

_ - _ _ 4 - 1 5 42 25 36 39 10 14 _ - 77 6 11 7 - 4

- - - - 4 - l 5 39 7 9 21 10 14 - - - 75 6 - - - ~

* A l l w orkers w e re at $6.20 to $6.40.



Table A -6 . A verage hourly earnings of m aintenance, powerplant,j custodial, and m aterial m ovement w orkers, by sex.in W ichita, Kan s., April 1974

Sex, occupation, and industry d iv is ionNumber

ofwoikers

Average (mean2 )

hourly earnings3

Sex, occupation, and industry d iv is ionNumber

ofworkers

Average(mean2 )hourly

earnings3

MAINTENANCE AND PUWERPLANT CUSTODIAL ANO MATERIAL MOVEMENT:OCCUPATIONS - MEN OCCUPATIONS-MEN— CONTINUED

$CARPENTERS, MAINTENANCE ------------------- 45 4.8Q LABORERS* MATERIAL HANDLING ------------ £33 3 .4 2

NONMANUFACTURING --------------------------- 395 3 .42ELECTRICIANS, MAINTENANCE ---------------- 114 4 .9 9

MANUFACTURING ~ —— ————— ———

ENGINEERS* STATIONARY — — —— — ———MANUFACTURING -------------------------------- 61 4 .7 9

RECEIVING CLERKS--------------------------------- 48 3 .73HELPERS, MAINTENANCE TRACES ------------- 38 3 .80 MANUFACTURING-------------------------------- 32 3 .76

MANUFACTURING --------------------------------- 36 3.75SHIPPING CLERKS---------------------------------- 50 3 .43

MACHINISTS* MAINTENANCE —— ——— — —MANUFACTURING-------------------------------- 38 5.23

SHIPPING ANC RECEIVING CLERKS -------- 33 3 .72MECHANICS, AUTOMOTIVE

191 4 .99( MAINT6NANCE) ------------------- —MANUFACTURING ——— —— — —

127 k " a nlNLNMANUF ACTUR ING — ~ ——— -----PUBLIC U T IL IT IE S ----------------------- 120 5.40]

TRUCKDRIVERS, LIGHT (UNDER2C9MECHANICS* MAINTENANCE — — — ——

MANUFACTUR ING — - —

PAINTERS, MAINTENANCE ----------------------- 31 4 .65 TRUCKCRIVERS, MECIUM (1 -1 / 2 TOMANUFACTURING -------------------------------- 31 4 .65 AND INCLUDING 4 TCNS) ------------------ 292 4 .02

42m a n u fa c t u r in g --------------------------------- 6 4 3.94

PIPEFITTERS, MAINTENANCE -------- -------MANUFACTURING-------------------------------- 42 5.27]

TRUCKDRIVERS, HEAVY (OVER 4 TCNS*TCCL ANO CIE MAKERS — — —

319 4 .84m a n u f a c t u r in g --------------------------------

TRUCKERS, POWER IF C R K L IF T I-------------- 277 4 .03CUSTODIAL AND MATERIAL MOVEMENT MANUFACTURING -------------------------------- i e 7 4.03

OCCUPATIONS—MENCUSTODIAL ANO MATERIAL MOVEMENT

GUARDS ANC WATCHMEN--------------------------- 217 2 .7 2 OCCUPATIONS—WOMENMANUFACTURING --------------------------------- 90 3 .85

JANITCRS, PORTERS, ANC CLEANERS ----- 112 2.46)JANITCRS, PORTERS, ANC CLEANERS ----- 314 3 .1 0 NONMANUFACTURING--------------------------- 91 2.17;

MANUFACTURING -------------------------------- 151 3 .59NCNMANUFACTURING --------------------------- 163 2.64) LABORERS, MATERIAL HANDLING ------------ 46 2 .9 8



Table A-7. Indexes of earnings for selected occupational groups in W ichita, Kans., April 1973 and April 1974, and percents of change* ** for selected periods

P eriod

A l l industries Manufacturing

W eek ly earnings H ourly earnings W eek ly earnings Hourly earnings

O ffice c le r ic a l (m en and women)

Industria l nurses

(m en and women)

Skilledmaintenance

trades(men)

Unskilledplant

w orkers(m en)

O ffic e c le r ic a l (m en and women)

Industria l nurses

(m en and women)

Skilledmaintenance

trades(m en)

Unskilledplant

w orkers(m en)

Indexes (D ecem ber 1967*100)

A pril 1971 _________ 128.6 134.3 133.1 136.9 126.7 133.4 129.3 137.5A p r il 1974 . ... _ 135.7 142.5 141.0 135.5 132.5 141.5 136.8 140.3

Percen ts o f change *

Septem ber I960 to Septem ber 1961 ... 2.1 4.0 1.7 * * —0.4 3.0 4.0 2.1 1.9Septem ber 1961 to October 1962:

13-month in crease . , 1.5 3.8 1.7 2.9 1.9 3.8 .9 2*7Annual rate o f in crease - _____ 1.4 3.5 1.6 2.7 1.8 3.5 .8 2,5

October 1962 to Septem ber 1963:11-month in crease . . . . ____ _ 3.0 1.8 4.7 5.3 1.6 1.8 4.2 3,6Annual rate o f increase .. ___ . „ 3.3 2.0 5.1 5.8 1.7 2.0 4.6 3.9

Septem ber 1963 to Septem ber 1964___ ___________ 1.8 .5 3.7 4.2 1.0 0 3.9 2.8Septem ber 1964 to October 1965:

13-month increase ............. 3.0 1.8 2.1 1.3 2.3 2.3 2.0 2.6Annual rate o f in crease . 2.8 1.7 1.9 1.2 2.1 2.1 1.8 2.4

October 1965 to October 1966_____________________ 6.3 3.5 4.9 3.5 4.4 3.1 4.8 1.0October 1966 to D ecem ber 1967:

14-month increase 5.2 5.1 6.0 7.8 5.7 5.1 6.4 5.6Annual rate o f in crease . 4.4 4.4 5.1 6.6 4.9 4.4 5.5 4.8

D ecem ber 1967 to D ecem ber 1968 . . 5.8 6.9 5.8 7.3 6.1 6.9 5.4D ecem ber 1968 to A p r il 1970:

16-month increase _ 4.6 9.9 4.0 4.2 4.5 10.3 2.3 7.4Annual rate o f increase 3.4 7.3 3.0 3.1 3.4 7.6 1.7 5.5

A p r il 1970 to A p r il 1971 . . . . „ 5.1 4.2 6.9 1.2 3.9 3.4 6.7 .7A p r il 1971 to A p r il 1972___________________________ 4.7 3.7 6.8 10.5 4.3 3.7 6.6 11.0A o r i l 1972 to A p r il 1973 ...... 5.6 5.8 6.0 9.5 5.6 5.5 5.5 5.9A p r il 1973 to A p r il .1974___________________________ 5.5 6.1 5.9 * * -0 .1 4.6 6.1 5.8

______ _ L

2.0

‘ ■ i-

* A ll changes are in creases unless otherw ise indicated.* * Th is d ecrease re fle c ts labor tu rnover and a h igher proportion o f em ploym ent reported in low -w age establishm ents rather than wage decrease;

NOTE: Th is m easure o f wage changes w il l be discontinuedbeginning July 1974. It w i l l be rep laced by the m easure presented in table A - 8.


Table A -8 . Percents of increase in average hourly earn ings for selected occupational groups, adjusted for em ploym ent sh ifts, in W ichita, Kans., for selected pejriods

Industry and occupational group

A p r il 1972 to

A p r il 1973

A p r il 1973 to

A p r il 1974

A ll industries:6.8

5.6 7.86.0 6.0

4.4

6.0

6.6

Manufacturing:4.75.4 7.85.6 5.15.3 3.2

Nonmanufacturing:* 7.8* ** *

8.0 5.4

* Data do not m eet publication c r ite r ia .

N O TE : Table A -8 provides percents o f change in average hourly earnings fo r selectedoccupational groups, adjusted to exclude the e ffe c t o f em ploym ent sh ifts. The new method fo r computing wage trends is based on changes in average hourly earnings fo r establishm ents reporting the index jobs in both the current and previous year (matched estab lishm ents), holding establishm ent em ploym ent in the jobs constant.

The new wage trends are not linked to the current indexes because the new wage trends m easure changes in m atched establishm ent averages whereas the current indexes m easure changes in area averages . Other ch a ra c te r is tics o f the new wage trends which d iffe r from the cu rren t ones include (1 ) earnings data o f o ffic e c le r ic a l w orkers and industria l nurses a re converted to an hourly basis , and (2) trend estim ates are provided fo r nonmanufacturing establishm ents.

F o r a m ore deta iled descrip tion o f the new method used to compute area wage survey indexes, see "Im proving A rea Wage Survey Indexes, " Monthly Labor R ev iew , January 1973, pp. 52-57.


B. Establishment practices and supplementary wage provisionsTable B-1. Minimum entrance salaries for inexperienced typists and c lerks in W ichita, Kans., April 1974

Inexperienced typists

Manufacturing Nonmanufacturing Manufacturing Nonmanufacturing

Minimum w eekly s tra igh t-tim e s a la ry 4 A ll Based on standard w eekly hours6 o f— A ll Based on standard vweekly hours6 ---

industriesA ll

schedules40

A llschedules 40

A llschedules 40

A llschedules 40

82 28 XXX 54 XXX 82 28 XXX 54 XXX

25 13 13 12 11 36 15 14 21 17

. _ _ . 1 - - 1 1- - - - - - - " •- - - - - - “ “ * ■- - - - - 1 - 1 “2 1 1 1 1 3 1 1 2 2- - - - - 1 “ " 1 -- - - - - 1 - “ 1 14 1 1 3 3 6 1 1 5 4

2 1 1 1 1 2 1 1 1 12 - - 2 1 1 - 1 i1 1 1 - - 2 1 1 1 "1 1 1 - - 2 2 2 " "1 1 1 - - 1 1 i “1 1 1 - - 1 1 i ■1 1 1 - - - “ - “

4 2 2 2 2 4 2 2 2 21 - - 1 1 1 - 1 12 2 2 - - 3 3 2 _1 - - 1 1 1 - 1 1- - - - - - ” “- - - - - _2 1 1 1 1 2 1 1 1 1- - - - - " - * “- - - - 1 1 1 ” “- - - - - 2 2 2

14 3 XXX 11 XXX 20 7 XXX 13 XXX

Establishm ents which did not em ploy w orkers43 12 XXX 31 XXX 26 6 XXX 20 XXX

Other inexperienced c le r ic a l w orkers ■



(A l l plant w orkers in manufacturing ■ 100 percent)

Table B-2. Late-shift pay provisions for manufacturing plant workersin Wichita, Kans., April 1974

P ercen t o f manufacturing plant w orkers—

Late -sh ift pay provis ionIn establishm ents having provis ions 7

fo r late shifts A ctua lly working on late shifts

Second shift Th ird o r other shift Second shift Th ird o r other

shift

T o t a l__________________________________________ 99.6 95.9 18.0 5.3

No pay d iffe ren tia l fo r w ork on late sh ift______ 0.2 . (8) -

Pay d iffe ren tia l fo r w ork on late sh ift__________ 99.3 95.9 18.0 5.3

Type and amount o f d iffe ren tia l:

U n iform cents (per h ou r)__________________ 95.3 38.6 17.2 2.6

5 cen ts_______________ ____ ________________ 2.2 - - .7 cen ts____________________________________ 1.5 - - -10 cents___________________________________ 24.4 6.3 5.9 .7

1.514 cents—.___________________ _____________ 4.8 4.8 .6 .115 cents________ _____ ____________________ 6.9 17.1 .4 1.116 cents______ ____________________________ 1.0 1.0 .3 .118 cents___________________________________ 53.3 2.0 9.8 -20 cents________ __________________________ 1.2 2.6 .2 ( 8)30 cents.__________________________________ - 2.1 - .340 cents_______ ___________________________ - 1.2 .2

8 hours ' pay fo r 6V2 hours ' w ork , plusun iform cents per hour ___ __ __ _ - 51.3 - 2 . 1

10 cents . . . ..... ........... ........... - 19.8 - 1.215 cents___________________________________ - 31.5 “ .8

8 hours ' pay fo r 71/* h ou rs ' w ork , plus15 cents per hou r_________________________ - 2.0 "

U niform cents per hour plus fo rm a lpaid lunch p e r io d __________ ______________ 2.4 2.4 .5 .5

Other fo rm a l pay d if fe r e n t ia l_______ _____ 1.7 1.7 .4 .2



Table B-3. Scheduled weekly hours and days of first-shift workers in Wichita, Kans., April 1974

W eek ly hours and daysPercen t o f plant w orkers P e rcen t o f o ffic e w orkers

A ll industries Manufacturing Pub lic u tilities A ll industries Manufacturing Pub lic utilities

A l l w o r k e r s ___________________________________ 100 100 100 100 100 100

35 hours— 5 davs 1 2 137 hours— 5 d a y s _______________________ _________ 1 - - - - _37 '/s hours— 5 days_______________________________ 2 1 - 1 1 138V« hours— 5 d ays_______________________________ - - - 8 - _40 hours— 5 d a y s __________________________________ 83 87 100 85 95 9942 l/z hours— 5 d ays_____________ ________ _________ - - - 3 -44 hours . . . _____________ 2 - - 1 1 _

5 days 1( ’ )

- - _ _ _5 */j days - - 1 1 -

45 hours— 5 d a y s __________________________________ 4 6 - 1 2 _48 hours 5 2 . ( ’ ) _ _

5 d ays___________________________________ _ ____ 2 - - - -6 days___________________________________________ 2 2 - ( ’ )

1_ -

50 hours ___ _ ___ , . _ 2 2 . 1 _5 d ays___________________________ ________________ 1 2 - 1 1 _5 Vj days _______ . . __ ___ 1

See footnote at end o f tab les.


Table B-4. Annual paid holidays in Wichita, Kans., April 1974

ItemP ercen t o f plant w orkers P e rcen t o f o ffic e w orkers

A ll industries Manufacturing Pub lic u tilities A ll industries Manufacturing Pub lic utilities

A ll w orkers __ 100 100 100 100 100 100

W orkers in establishm ents providingpaid ho lidays_____________________________________ 98 100 100 99 100

W orkers in establishm ents providingno paid holidays 2 - - ( ’ ) - -

Number o f days 10

1 holiday 1 _ ( » )2 holidays 3 - . ( ’ ) _6 holidays ___ 21 10 1 13 67 holidays 8 3 12 12 7 27 holidays plus 2 ha lf d ays______ 1 - - 18 holidays , ________ 8 9 32 18 4 328 holidays plus 2 ha lf d ays______ 1 2 . 1 i9 ho lidays___ 18 20 48 18 19 5410 h o lid a y s__ 25 36 7 21 37 811 h o lid a y s______ 2 4 . 1 212 holidays 11 16 - 14 24 -

Tota l holiday t im e 11

12 days 11 16 . 14 2411 days o r m ore 13 20 - 16 2610 days o r m o r e __________________________________ 38 56 7 36 63 89 days o r m ore . 57 77 55 55 83 628 days o r m o r e _________ _______ , ________ _ 66 86 87 74 87 947 days o r m ore 73 90 99 86 94 966 days o r m o re ____________________________________ 94 100 100 98 100 1002 davs o r m ore 97 100 100 98 100 1001 day o r m o r e __ 98 100 100 99 100 100



Table B-4a. Identification of major paid holidays in W ichita, Kans., April 1974P ercen t o f plant w orkers P e rcen t o f o ffic e w ork ers

H o lid a y10A ll industries Manufacturing Pub lic u tilities A ll industries Manufacturing Pub lic u tilities

A ll w o r k e r s ___________________________________ 100 100 100 100 100 100

New Y e a r 's Day 95 100 100 99 100 100L in co ln 's B irthday „ _ ( ’ ) - 7 1 - 8W ashington's B ir th d a y__ ____________ __ 8 7 61 23 5 64Good F r id ay ........................... ...... .... 12 10 74 13 8 82E aster Sunday_____________________________________ 6 5 - 3 2 -E aster M on day____________________________________ 3 5 - 1 2 -

M em oria l Day 93 100 100 99 100 100Fourth o f July .................. 94 100 100 99 100 100Labor Day ......... .. ............ 94 100 100 99 100 100V eterans Day .. . .. 8 6 74 24 4 82Thanksgiving Dav ............ 97 100 100 99 100 100Day a fter Than ksg iv in g__________________________ 55 81 - 55 85 -

C hristm as E v e ____________________________________ 4 0 59 13 37 63 13C hristm as DavA l l work ing days between C hristm as Day

98 100 100 9 9 100 100

and New Y e a r 's E v e 1* . ____________ 13 20 - 16 26 -

E xtra day during C hristm as week . 1 5 2 2 - 13 23 -

New Y e a r 's Eve 27 4 0 - 27 46 -

Floa tin g holiday, 1 d a y 13_________________________E m p loyee 's b irthday__________________________ ___

14 20 - 13 2 4 -

1 6 1 4 1 9 15 20 13E m ployee 's ann iversary __________ ___________ __ 1 0 11 10 15



Table B-5. Paid vacation provisions in Wichita, Kans., April 1974P ercen t o f plant w orkers P e rcen t o f o ffic e w orkers

Vacation po licyA ll industries Manufacturing Public u tilities A ll industries Manufacturing Public utilities

A ll w o r k e r s ___________________ _______________ 100 100 100 100 100 100

Method o f payment

W orkers in establishm ents providingpaid v a ca tio n s ___________________________________ 100 100 100 100 100 100

Len gth -o f-tim e paym ent______________________ 96 94 100 99 99 100Percen tage paym en t__________________________ 4 6 - 1 1 -

W orkers in establishm ents provid ingno paid v a ca tio n s ________________________________ - - - - - -

Amount o f vacation pay 14

A fte r 6 months o f serv ice

Under 1 w e e k ______________________________________ 2 - - 1 - -1 week _ __ 5 - 41 11 - 43O ver 1 and under 2 weeks _______________________ 11 16 - 4 - -

A fte r 1 year o f serv ice

1 w e e k ___________________________________ 74 72 81 47 58 88O ver 1 and under 2 weeks _ _ _ _ 3 2 11 2 1 32 w eeks_____________________________________________ 12 9 8 51 41 93 w eek s_____________________________________________ 11 16 - - - -

A fte r 2 years o f s e rv ice

1 week _ _ 23 23 18 8 11 5O ver 1 and under 2 weeks _ _ 3 2 7 1 1 42 weeks _________________________ __________________ 63 59 70 91 86 91O ver 2 and under 3 weeks ( ’ ) - 4 - - -3 w eek s_________________ ________________________ . 11 16 - 1 1 -

A fte r 3 yea rs o f se rv ic e

1 w e e k ________________________ _____________________ 5 2 6 1 1 _

2 weeks ____________________________________________ 76 71 76 93 88 97O ver 2 and under 3 w eeks________________________ 7 10 17 6 10 33 w eek s_____________________________________________ 12 18 * 1 1 *

A fte r 4 y ea rs o f s e rv ice

1 w e e k ______________________________________________ 5 2 6 1 1 -2 w eek s_____________________________________________ 76 71 70 92 88 89O ver 2 and under 3 w eek s________________________ 8 10 18 6 10 113 w eek s_________________________ ___________________ 12 18 6 1 1 -

A fte r 5 years o f se rv ic e

21 week _2 w eek s_ ____________________________ __________ 70 66 64 65 53 84O ver 2 and under 3 w eek s________________________ 8 10 18 24 34 113 w eek s .__________________ __________________________ 18 22 18 10 12 5

A fte r 10 yea rs o f s e rv ice

1 w e e k ________________________ ____________________ 3 . - (•’ ) - -2 w eek s ______________________________ _______ ____ 20 12 6 18 6 1

O ver 2 and under 3 weeks 2 2 - 2 1 2

3 w eek s_____________________________________________ 5 5 5 7 82 68 7 3 94O ver 3 and under 4 weeks _ ___ _ 7 10 11 6 10 34 weeks _ _ _ _ __ 13 19 “ 5 10 “



Table B -5. Paid vacation provisions in W ichita, Kans., April 1974— ContinuedP ercen t o f plant w orkers P e rcen t o f o ff ic e w orkers

Vacation po licyA ll industries Manufacturing Pub lic u tilities A ll industries Manufacturing Pub lic u tilities

Amount o f vacation pay u — Continued


1 week 3 _ _ ( ’ ) _2 w eek s . ...... 20 12 6 18 6 iO ver 2 and under 3 w eek s________________________ 2 2 - 2 1 -3 weeks 55 57 82 54 50 96O ver 3 and under 4 weeks 7 10 11 20 34 34 weeks ____ _ . .. _ ___ ... _ _ _ _ ... 13 19 - 5 10 -


1 week _ . . . . . . _. ___ 3 _ _ ( ’ ) . _2 weeks 13 6 - 5 1 .O ver 2 and under 3 weeks 1 - - 1 . .3 weeks 56 58 82 54 52 85O ver .3 and under 4 weeks 7 10 6 23 34 24 weeks 19 26 1 17 13 11O ver 4 and under 5 weeks 1 - 11 ( ’ > - 3

A fte r 20 years o f se rv ic e

1 week 3 _ _ ( ’ ) _2 w eek s_____________ ' (_______________________________ 13 6 - 5 1 -O ver 2 and under 3 weeks . _ 1 - . 1 _ _3 weeks 20 18 8 15 14 3O ver 3 and under 4 weeks _ _ - - - (9) - 24 weeks _ . 39 44 79 70 71 82O ver 4 and under 5 weeks _ 18 26 7 6 10 35 weeks 5 7 1 4 5 11O ver 5 and under 6 weeks ________ _____ __ ( ’ ) * 4 - - -

Maximum vacation a va ila b le *

1 week ______ 3 - _ ( ’ ) _2 w eek s _____________________________________________ 13 6 - 5 1 -O ver 2 and under 3 w eek s ________________________ 1 - - 1 - -3 weeks 16 13 8 13 10 3O ver 3 and under 4 w eek s________________________ • - - ( ’ ) - 24 weeks 3 8 47 31. 60 74 37O ver 4 and under 5 weeks . .. 18 26 7 6 10 3

5 w eek s .... . . . . . . . . . . . . . . 7 3 50 14 3 55O ver 5 and under 6 w eek s ________________________ ( ’ ) - 4 - . _6 weeks ..... ............................ ... 3 5 1 2

* E stim ates o f p rov is ions fo r 25 and 30 yea rs o f s e rv ic e are identica l.



Table B-6. Health, insurance, and pension plan provisions in W ichita, Kans., April 1974

Type o f benefit and financing 15

P e rcen t o f plant w orkers P e rcen t o f o ffic e w orkers

A ll industries Manufacturing Pub lic u tilities A ll industries Manufacturing Public u tilities

A l l w orkers _ _ _ _ _ __ 100 100 100 100 100 100

W orkers in establishm ents provid ing atleast 1 o f the benefits shown be low _____ „ 99 100 100 99 100 100

L ife insu rance_______________________________ _ 96 100 100 99 100 100Noncontributory plans __ ..... .... _ 45 47 69 40 22 67

Acciden ta l death and dism em berm entin su ra n ce__________________________________ . 66 69 80 68 76 69

Noncontributory plans ..... .............. 34 37 68 42 43 66Sickness and accident insurance o r

sick leave o r both 16 ......... . . ___ 86 98 98 88 97 95

Sickness and accident in su ra n ce______ _ 72 93 25 40 59 17Noncontributory plans ...... . .......... 26 35 13 5 8 14

Sick leave (fu ll pay and nowaiting period ) _ _ _______ _ 26 28 39 48 42 44

Sick leave (pa rtia l pay o rwaiting period ) 43 53 34 34 48 34

Lon g-term d isab ility in su ra n ce_____________ 18 20 7 25 35 3Noncontributory plans _ _ _ _ _ 11 16 7 17 29 3

H osp ita lization insurance _ _______ _________ 96 99 100 99 100 100Noncontributory p lans__________________ __ 32 37 66 34 36 61

Surgical in su ran ce_________________________ _ 96 99 100 99 100 100Noncontributory p lans_________ ___________ 32 37 66 34 36 61

M edical in su rance________ ___________ _____ ___ 94 99 95 96 100 100Noncontributory p lans________________ ___ 32 37 60 34 36 61

M ajor m ed ica l insurance 96 99 100 99 100 100Noncontributory p lans_____________________ 32 37 66 34 36 61

Dental insu rance__________________________ ____ 23 31 13 26 41 14Noncontributory plans 8 11 5 24 39 11

R etirem en t pension _ __ 84 96 85 92 97 87Noncontributory p lans____________________ 79 94 85 79 95 87



Footnotes

A ll of these standard footnotes may not apply to this bulletin.

1 Standard hours re flec t the workweek fo r which em ployees rece ive their regu lar stra ight-tim e sa laries (exclusive of pay fo r overtim e at regu lar and/or prem ium ra tes ), and the earnings correspond to these weekly hours.

2 The mean is computed fo r each job by totaling the earnings of a ll w orkers and dividing by the number of w orkers. The median designates position— half of the em ployees surveyed rece ive m ore and half rece ive less than the rate shown. The m iddle range is defined by 2 rates of pay; a fourth of the w orkers earn less than the low er of these rates and a fourth earn m ore than the h igher rate.

3 Excludes prem ium pay fo r overtim e and fo r work on weekends, holidays, and late shifts.4 These sa laries relate to fo rm a lly established minimum starting (h iring) regu lar stra igh t-tim e salaries that are paid fo r standard

workweeks.5 Excludes w orkers in subclerica l jobs such as m essenger.6 Data are presented fo r a ll standard workweeks combined, and fo r the most common standard workweeks reported.7 Includes a ll plant w orkers in establishments currently operating late sh ifts, and establishments whose form al provisions cover late

shifts, even though the establishments w ere not currently operating late shifts.8 Less than 0.05 percent.9 Less than 0.5 percent.10 For purposes of this study, pay fo r a Sunday in Decem ber, negotiated in the automobile industry, is not treated as a paid holiday.11 A l l combinations of fu ll and half days that add to the same amount are combined; fo r exam ple, the proportion of w orkers receiving

a total of 9 days includes those with 9 fu ll days and no half days, 8 fu ll days and 2 half days, 7 fu ll days and 4 half days, and so on. Proportions then w ere cumulated.

12 These days are provided as part of a Christmas—New Y ea r holiday period which typ ica lly begins with Christm as Eve and ends with New Y e a r 's Day. Such a holiday period is common in the automobile, aerospace, and fa rm implement industries.

13 "F loa tin g " holidays va ry from yea r to year according to em ployer or em ployee choice.14 Includes payments other than "length of t im e ," such as percentage of annual earnings or fla t-sum payments, converted to an

equivalent tim e basis; fo r exam ple, 2 percent of annual earnings was considered as 1 week 's pay. Periods of serv ice are chosen a rb itra rily and do not n ecessarily re flec t individual provisions fo r progression ; fo r exam ple, changes in proportions at 10 years include changes between 5 and 10 years . Estim ates are cumulative. Thus, the proportion e lig ib le fo r at least 3 weeks' pay a fter 10 years includes those e lig ib le fo r at least 3 w eeks' pay a fter few er years of serv ice .

15 Estim ates lis ted a fter type of benefit are fo r a ll plans fo r which at least a part of the cost is borne by the em ployer. "Noncontributory plans" include only those financed en tire ly by the em ployer. Excluded are lega lly requ ired plans, such as workm en's compensation, socia l security, and ra ilroad retirem ent.

18 Unduplicated total of w orkers receiv ing sick leave or sickness and accident insurance shown separately below. Sick leave plans are lim ited to those which defin itely establish at least the minimum number of days' pay that each em ployee can expect. In form al sick leave allowances determ ined on an individual basis are excluded.

20


Appendix A

A re a wage and re la ted benefits data are obtained by personal v is its o f Bureau fie ld rep resen ta tives at 3 -yea r in terva ls . 1 In each of the in terven ing y ea rs , in form ation on em ploym ent and occupational earnings is co llec ted by a combination o f persona l v is it and m a il questionnaire fro m establishm ents participating in the previous survey.

In each o f the 942 areas cu rren tly surveyed, data are obtained from rep resen ta tive estab lishm ents w ithin six broad industry d iv is ions: Manufacturing; transportation , communication, and other public u tilit ies ; w holesale trade; re ta il trade; finance, insurance, and rea l estate; and se rv ic e s . M a jo r industry groups excluded from these studies are governm ent operations and the construction and ex tractive industries. Establishm ents having few er than a p resc r ib ed number of w orkers a re om itted because o f insu ffic ien t em ploym ent in the occupations studied. Separate tabulations are provided fo r each o f the broad industry d iv is ions which m eet publication c r ite r ia .

These surveys are conducted on a sam ple basis . The sampling procedures invo lve deta iled s tra tifica tion o f a ll establishm ents within the scope o f an individual area survey by industry and number o f em ployees. F rom this s tra tified un iverse a p robab ility sample is se lected , with each establishm ent having a predeterm ined chance o f se lection . To obtain optimum accuracy at m inim um cost, a g rea te r proportion o f la rge than sm a ll establishm ents is se lected . When data are com bined, each establishm ent is w eighted accord ing to its p robab ility o f se lection , so that unbiased estim ates a re generated. F o r exam ple, i f one out o f four establishm ents is se lected , it is given a weight o f four to represen t its e lf plus th ree others. An alternate o f the same o rig in a l p robab ility is chosen in the same in du stry -s ize c la ss ifica tion i f data are not ava ilab le fo r the o r ig in a l sam ple m em ber. I f no suitable substitute is ava ilab le , additional weight is assigned to a sam ple m em ber that is s im ila r to the m issing unit.

Occupations and Earnings

Occupations se lected fo r study a re common to a v a r ie ty o f manufacturing and nonm anufacturing industries, and are of the fo llow ing types: (1) O ffice c le r ic a l; (2) p ro fess ion a l andtechn ica l; (3) maintenance and powerplant; and (4 ) custodial and m a ter ia l m ovem ent. Occupational c la ss ifica tion is based on a un iform set o f job descrip tions designed to take account o f in te r establishm ent varia tion in duties within the same job. Occupations selected fo r study a re lis ted and d escribed in appendix B. U nless otherw ise indicated, the earnings data fo llow ing the job t it les a re fo r a ll industries combined. Earnings data fo r som e of the occupations lis ted and d escribed , or fo r some industry d ivisions within occupations, a re not p resen ted in the A - s e r ie s tab les, because e ith er (1) em ploym ent in the occupation is too sm all to p rov ide enough data to m erit presentation, or (2 ) there is poss ib ility o f d isc losu re o f individual establishm ent data. Earnings data not shown separate ly fo r industry d iv is ions a re included in a ll industries combined data, where shown. L ik ew ise , data are included in the o v e ra ll c lass ifica tion when a subc lass ifica tion o f e lec tron ics technicians, s ec re ta r ie s , or tru ck d rive rs is not shown o r in form ation to subclassify is not ava ilab le .

Occupational em ploym ent and earnings data are shown fo r fu ll-tim e w ork ers , i.e . , those h ired to work a regu lar w eek ly schedule. Earnings data exclude prem ium pay fo r o vertim e and fo r w ork on weekends, holidays, and late sh ifts. Nonproduction bonuses are excluded, but cost- o f- liv in g allowances and incentive bonuses are included. W eek ly hours fo r o ffice c le r ic a l and p ro fess ion a l and techn ica l occupations r e fe r to the standard workweek (rounded to the n earest ha lf hour) fo r which em ployees re ce iv e regu la r stra igh t-tim e sa la ries (exclu sive o f pay fo r o vertim e at regu lar and/or prem ium ra tes ). A v e ra g e w eek ly earnings fo r these occupations are rounded to the n earest ha lf do llar.

These surveys m easure the le v e l of occupational earnings in an a rea at a particu lar tim e. Com parisons o f individual occupational averages over tim e m ay not re fle c t expected wage changes. The averages fo r individual jobs are a ffec ted by changes in wages and em ploym ent patterns. F o r exam ple, p roportions o f w orkers em ployed by high- o r low -w age firm s m ay change, o r h igh-w age w ork ers m ay advance to better jobs and be rep laced by new w orkers at low er rates. Such shifts in em ploym ent could decrease an occupational a verage even though m ost establishm ents in an area in crease wages during the yea r. T rends in earnings o f occupational groups, shown in tab les A -7 and A -8 , a re b etter ind icators of wage trends than individual jobs within the groups.

A v e ra g e earnings re fle c t com posite , areaw ide estim ates. Industries and establishm ents d iffe r in pay le v e l and job staffing, and thus contribute d iffe ren tly to the estim ates fo r each job. Pay averages m ay fa il to re fle c t accu rate ly the wage d iffe ren tia l among jobs in individual estab lishm ents.

1 Personal visits were on a 2-year cycle before July 1972.2 Included in the 94 areas are 8 studies conducted by the Bureau under contract. These areas are Austin, Tex.; Binghamton, N .Y . —

Pa.; Durham, N. C .; Fort Lauderdale—Hollywood and West Palm Beach, F la .; Huntsville, A la . ; Lexington, K y .; Melbourne—Titusville—Cocoa, Fla.; and Poughkeepsie—Kingston—Newburgh, N .Y . In addition, die Bureau conducts more limited area studies in approximately 70 areas at the request o f the Employment Standards Administration of the U. S. Department of Labor.

A vera g e pay le v e ls fo r m en and wom en in se lected occupations should not be assumed to re f le c t d iffe ren ces in pay o f the sexes w ithin individual establishm ents. F actors which may contribute to d iffe ren ces include p rog ress ion w ithin established ra te ranges, since only the rates paid incumbents a re co llec ted , and perfo rm ance o f sp ec ific duties w ithin the genera l survey job descrip tions. Job d escrip tions used to c la s s ify em ployees in these surveys usually a re m ore gen era lized than those used in individual establishm ents and a llow fo r m inor d iffe ren ces among establishm ents in sp ec ific duties perfo rm ed .

Occupational em ploym ent estim ates rep resen t the total in a ll establishm ents w ithin the scope o f the study and not the number actually surveyed. Because occupational structures among establishm ents d iffe r , estim ates o f occupational em ploym ent obtained from the sample o f establishm ents studied s erve only to indicate the re la t iv e im portance o f the jobs studied. These d iffe ren ces in occupational structure do not a ffec t m a ter ia lly the accuracy o f the earnings data.

Wage trends fo r se lected occupational groups

Indexes in table A -7 m easure wages at a g iven tim e, expressed as a percen t o f wages during the base period . Subtracting 100 from the index y ie ld s the percen t change in wages from the base period to the date o f the index. The percents o f change or in crease in tables A -7 and A -8 re la te to wage changes between the indicated dates. Annual rates o f in crease , where shown, r e f le c t the amount o f in crease fo r 12 months when the tim e span between surveys was other than 12 months. These computations a re based on the assumption that wages increased at a constant ra te between surveys.

P ercen ts o f change reported in tables A -7 and A -8 re f le c t two d iffe ren t m easures o f wage m ovem ent. Table A -7 p rov id es percents o f change in average w eek ly earnings o f o ffice c le r ic a l w orkers and industria l nurses and a verage hourly earnings o f sk illed maintenance and unskilled plant w orkers in the area . Table A -8 p rovides percents o f change in average hourly earnings fo r the same occupational groups, adjusted to exclude the e ffe c t o f em ploym ent shifts. The method used to compute wage trends in table A -8 is based on changes in average hourly earnings fo r establishm ents reportin g index jobs in both the current and previous yea r (matched estab lishm ents); establishm ent em ploym ent in the jobs was held constant. Data fo r the matched establishm ents a re weighted to rep resen t a ll establishm ents reporting the job in the previous year.

Method o f computing wage trends. Occupations used to compute wage trends a re :

O ffice c le r ic a l (m en and wom en ):

Bookkeeping-m achine opera tors , c la ss B

C lerks , accounting, c la sses A and B C lerks, f i le , c la sses A , B, and C C lerks , order C lerks, p ay ro llKeypunch opera tors , c la sses A and B M essengers (o ff ic e boys and g ir ls ) S ecre ta r iesStenographers, genera l S tenographers, sen ior Switchboard opera tors,

c la sses A and B Tabulating-m achine operators,

c lass BTyp is ts , c la sses A and B

Industria l nurses (m en and w om en):

Nurses, industria l (re g is te red )

Skilled maintenance (m en ):

CarpentersE lectric ian sMachinistsMechanicsM echanics (autom otive)Pa in tersP ip e fit te rsT oo l and die* m akers

Unskilled plant (m en ):

Jan itors, p o rte rs , and c leaners L ab orers , m a te r ia l handling

Indexes fo r individual areas in the p rogram a re computed as fo llow ^ :

1. Each occupation is assigned a w eight based on its proportionate em ploym ent in the se lected group o f occupations in the base year.

2. These weights a re used to compute group averages . Each occupation 's average (m ean) earnings is m ultip lied by its weight. The products a re totaled to obtain a group average.

3. The ra tio o f group averages fo r 2 consecu tive y ea rs is computed by divid ing the average fo r the cu rren t yea r by the a verage fo r the e a r lie r y ea r. The resu lts— expressed as a percent— less 100 is the p ercen t change.

4. The cu rren t y e a r 's index is obtained by m ultip lying the previous y e a r 's index by the ra tio o f the cu rren t y e a r 's group a verage to the previous y ea r 's group average .


L im ita tions o f data. Indexes and percen ts o f change in area averages , as p resen ted in tab le A -7 , a re in fluenced by (1) gen era l sa la ry and wage changes, (2) m erit or other pay in creases re c e iv ed in the sam e job , (3) changes in average w ages due to labor tu rnover, fo rc e expansions o r reductions, and (4 ) changes resu lting when establishm ents enter and leave the area . Occupational averages can in crease or decrease without any actual change in w ages. F o r exam ple, even though a ll estab lishm ents g iv e wage in c rea ses , average wages may decline because low er- paying estab lishm ents en ter the a rea o r expand th e ir work fo rc e s . S im ila r ly , wages m ay rem ain r e la t iv e ly constant, y e t averages r is e because h igher-pay ing establishm ents enter the area or expand th e ir work' fo rc e . A s m entioned, data in tab le A -8 are adjusted to rem ove som e o f the lim ita tions to the in form ation in tab le A -7 , pa rticu la r ly changes resu lting from fo rce expansions o r reductions and fro m the addition o r deletion o f establishm ents in the survey sample.

Establishm ent p ra c tices and supplem entary wage provis ions

The B -s e r ie s tab les p rov ide in form ation on establishm ent practices and supplem entary wage p rov is ion s fo r plant and o ffic e w ork ers . "P lan t w o rk e rs " include working forem en and a ll n onsupervisory w orkers (including leadm en and tra in ees ) engaged in nonoffice functions. C a fe teria w ork ers and routem en a re excluded fro m m anufacturing, but included in nonmanufacturing industries. "O ffic e w o rk e rs " include work ing su perv isors and nonsupervisory w orkers p erfo rm ing c le r ic a l or re la ted functions. A d m in is tra tive , execu tive , and p ro fess ion a l em ployees are excluded.

M inim um entrance sa la r ies fo r o ffic e w orkers re la te only to the establishm ents v is ited . (See tab le B - l . ) B ecause o f the optimum sam pling techniques used and the p robab ility that la rge establishm ents a re m ore lik e ly than sm a ll estab lishm ents to have fo rm a l entrance rates above the su bc le r ica l le v e l, the tab le is m ore rep resen ta tive o f p o lic ie s in m edium and la rge establishm ents.

Shift d iffe ren tia l data a re lim ited to plant w orkers in manufacturing industries. (See tab le B -2 .) Th is in form ation is p resen ted in te rm s o f (1) establishm ent p o l ic y 3 fo r to ta l plant w orker em ploym ent, and (2) e ffe c t iv e p ra c tice fo r w orkers em ployed on the sp ec ified shift at the tim e o f the su rvey . In estab lishm ents having v a r ied d iffe ren tia ls , the amount applying to a m a jo r ity is used; i f no amount app lies to a m a jo r ity , the .classification "o th e r " is used. In estab lishm ents having som e la te -sh ift hours paid at norm al ra tes , a d ifferen ce is reco rded onlyi f it app lies to a m a jo r ity o f the shift hours. A second (even ing) shift ends work at or nearm idnight. A th ird (night) shift starts work at o r near m idnight.

The scheduled w eek ly hours and days o f a m a jo r ity o f the f ir s t-s h ift w orkers in anestablishm ent a re tabulated as applying to a ll plant o r o ffice w orkers of that establishm ent. (Seetable B -3 .) Scheduled w eek ly hours and days are those which a m a jo r ity of fu ll-t im e em ployees are expected to w ork fo r stra igh t-tim e or overtim e ra tes.

Pa id holidays'; paid vacations; and health , insurance, and pension plans a re trea ted s ta tis tica lly as applying to a ll plant o r o ffice w orkers i f a m a jo r ity of such w orkers are e lig ib le o r m ay eventually qualify fo r the p ractices lis ted . (See tab les B -4 through B -6 .) Sums of ind ividual item s in tab les B -2 through B -5 m ay not equal to ta ls because o f rounding.

Data on paid holidays a re lim ited to holidays granted annually on a fo rm a l bas is , which (1 ) a re p rovided fo r in w ritten fo rm , or (2 ) a re estab lished by custom . (See table B -4 .) H olidays o rd in a rily granted a re included even though they m ay fa ll on a nonworkday and the w orker is not granted another day off. The f ir s t part of the paid holidays table presents the number o f whole and half holidays actually granted. The second part com bines whole and h a lf holidays to show total holiday t im e . Table B -4a reports the incidence o f the m ost common paid holidays.

3 An establishment was considered as having a policy if it met either o f the following conditions: (1) Operated late shifts at the timeof the survey, or (2) had formal provisions covering late shifts. An establishment was considered as having formal provisions i f it (1 ) hadoperated late shifts during the 12 months before the survey, or (2 ) had provisions in written form to operate late shifts.

The sum m ary o f vacation plans is a s ta tis tica l m easure o f vacation provision 's rather than a m easure o f the proportion o f w orkers actually re ce iv in g sp ec ific benefits . (See table B -5 .) P ro v is ion s apply to a ll plant o r o ffice w orkers in an estab lishm ent rega rd le ss o f length of se rv ice . Paym ents on other than a tim e basis a re converted to a tim e period ; fo r exam ple, 2 percent of annual earnings are cons idered equivalent to 1 w eek 's pay. Only basic plans are included. Estim ates exclude vacation bonuses, vaca tion -savings plans, and "ex tended " o r "sabbatica l" benefits beyond basic plans. Such p rovis ions are typ ica l in the s tee l, aluminum, and can industries.

Health, insurance, and pension plans fo r which the em p loyer pays at least a part of the cost include those (1) underwritten by a com m erc ia l insurance company o r nonprofit organ ization , (2) p rov ided through a union fund, o r (3 ) paid d ire c tly by the em p loyer out of current operating funds or from a fund set aside fo r th is purpose. (See table B -6 .) An establishm ent is considered to have such a plan i f the m a jo r ity o f em ployees are covered even though less than a m a jo r ity partic ipate under the plan because em ployees are requ ired to contribute tow ard the cost. Excluded are le ga lly requ ired plans, such as w orkm en 's compensation, soc ia l secu rity , and ra ilro a d re tirem en t.

Sickness and accident insurance is lim ited to that type o f insurance under which p re determ ined cash payments are made d ire c tly to the insured during tem pora ry illn ess or accident d isab ility . In form ation is presen ted fo r a ll such plans to which the em p loyer contributes. H ow ever, in New Y o rk and New Je rsey , which have enacted tem pora ry d isab ility insurance laws requ irin g em p loyer con tribu tions ,4 plans are included only i f the em p loyer (1) contributes m ore than is le g a lly requ ired , or (2) p rovides the em ployee w ith benefits which exceed the requ irem ents o f the law. Tabulations o f paid sick leave plans are lim ited to fo rm a l plans 5 which provide fu ll pay o r a proportion o f the w o rk e r 's pay during absence from w ork because o f illn ess . Separate tabulations are presented accord ing to (1) plans which p rovide fu ll pay and no waiting period , and (2) plans which p rovide either pa rtia l pay or a waiting period . In addition to the presentation of proportions o f w orkers provided sickness and accident insurance o r paid sick leave , an unduplicated to ta l is shown o f w orkers who re c e iv e e ith er or both types o f benefits.

Long te rm d isab ility insurance plans p rovide payments to to ta lly d isabled em ployees upon the exp iration o f th e ir paid s ick lea ve and/or sickness and accident insurance, or a fter a p redeterm ined p eriod o f d isab ility (typ ica lly 6 months). Paym ents are made until the end of the d isab ility , a m axim um age, o r e lig ib ility fo r re tirem en t benefits . F u ll o r p a rtia l payments are a lm ost always reduced by soc ia l secu rity , workm en 's com pensation, and p riva te pensions benefits payable to the d isabled em ployee.

M a jo r m ed ica l insurance plans pro tect em ployees from sickness and in jury expenses beyond the coverage o f basic hosp ita lization , m ed ica l, and su rg ica l plans. T yp ica l features of m a jo r m ed ica l plans are (1) a "dedu ctib le " (e .g ., $50 ) paid by the insured b e fo re benefits begin ; (2) a coinsurance feature requ irin g the insured to pay a portion (e .g . 20 percen t) of certa in expenses; and (3) stated do lla r m axim um benefits (e .g ., $ 10,000 a y e a r ). M ed ica l insurance p rovides com plete or p a rtia l payment o f doctors ' fe e s . Dental insurance usually covers f illin g s , extractions, and X -ra y s . Excluded are plans which c o ve r only o ra l su rgery o r accident dam age. R etirem en t pension plans p rovide payments fo r the rem ainder o f the w o rk e r 's life .

4 The temporaiy disability laws in California and Rhode Island do not require employer contributions.3 An establishment is considered as having a formal plan if it established at least the minimum number of days sick leave available

to each employee. Such a plan need not be written; but informal sick leave allowances, determined on an individual basis, are excluded.


Establishm ents and w orkers w ithin scope of survey and num ber studied in W ichita, K a n s.,‘ by major industry division,2 April 1974

Industry d ivision

Minimum employment in estab lish

ments in scope o f study

Num ber o f es tablishments W orkers in establishments

Within scope o f study * Studied

Within scope o f studyStudied

T o ta l4Plant O ffice

Number Percen t T o ta l4

A l l d iv is ions T ... . .. ___ _ 294 82 69,090 100 45,415 10,738 46,262

M anu factu ring___________________ 50 95 28 43,996 64 30,449 5, 843Nonmanufacturing - 199 54 25,094 36 14,966 4 , 895Transportation , communication, and

other public u tilities 5 50 25 12 4,543 7 2, 536 878W holesale trade 50 27 5 2,432 3 (6) (6 )R eta il trade _ _ 50 87 18 11,705 17 r ) (‘ )Finance, insurance, and rea l estate 50 24 5 2,929 4 M (6 )S erv ices 8 50 36 14 3,485 5 n n l ] 828

■ U- The ^ ich ita standard M etropolitan S tatistica l A rea , as defined by the O ffice o f Management and Budget through Novem ber 1972, consists o f Butler and Sedgwick Counties. The "w orkers within scope o f study" estim ates shown in this table provide a reasonably accurate descrip tion o f the s ize and com position o f the labor fo rce included in the survey. E stim ates are not intended however, fo r com parison with other em ploym ent indexes to m easure em ploym ent trends or le ve ls since (1) planning o f wage surveys requ ires establishm ent data com piled considerab ly in advanceo f the payro ll p eriod studied, and (2) sm all estab lishm ents are excluded from the scope o f the survey.

The 1967 edition o f the Standard Industria l C lass ifica tion Manuat was used to c la s s ify establishm ents by industry d iv is ion .3 Includes a ll establishm ents with to ta l em ploym ent at o r above the minimum lim itation . A l l outlets (within the a rea ) o f com panies in industries such as trade , finance auto repa ir serv ice

and motion p icture th ea ters a re considered as 1 establishm ent. ’

Includes executive, p ro fess ion a l, and other w orkers excluded from the separate plant and o ffice ca tego r ies .Abbrevia ted to "public u t ilit ie s " in the A - and B -s e r ie s tab les. Taxicabs and se rv ic es incidental to w ater transportation w ere excluded. W ich ita 's transit system is m unicipally operated

and is excluded by defin ition from the scope o f the survey. r j r

6 Th is d iv is ion is represen ted in estim ates fo r "a ll indu stries " and "nonm anufacturing" in the A -s e r ie s tab les , and fo r "a ll indu stries " in the B -s e r ie s tables. Separate presentation ofdata is not made fo r one o r m ore o f the fo llow ing reasons: (1) Employm ent is too sm all to p rovide enough data to m e r it separate study, (2) the sample was not designed in it ia lly to perm itseparate presentation, (3) response was insu ffic ien t o r inadequate to p erm it separate presentation, and (4) there is p o ss ib ility o f d isc losu re o f individual establishm ent data.

* r° r *te “ from this en tire d iv is ion are represen ted in estim ates fo r "a ll in du stries " and "nonm anufacturing" in the A - s e r ie s tab les, but from the rea l estate portion only in estim ates fo r aj.1 industries 1 in the B -s e r ie s tab les. Separate presentation of data is not made fo r one o r m ore o f the reasons g iven in footnote 6.

Hotels and m otels ; laundries and other personal s e rv ic e s ; ! business s e rv ic es ; autom obile rep a ir , ren ta l, and parking; m otion p ictu res; nonprofit m em bersh ip organizations (excluding re lig iou s and charitab le organ izations); and engineering and arch itectu ra l s e rv ices .

Industria l com position in manufacturing

A lm ost tw o-th irds o f the w orkers within scope o f th e -su rvey in the W ichita area w ere em ployed in m anufacturing firm s . The fo llow ing presen ts the m a jor industry groups and spec ific industries as a percent o f a ll manufacturing:

Industry groups Specific industries

57 57Fabrica ted m eta l products____ 10 Plumbing and heating,Food and kindred products__ 9 8M ach inery, except

e le c tr ic a l 7Meat p rod u c ts________________ 5

Th is in form ation is based on estim ates o f total em ploym ent derived from un iverse m ater ia ls com piled b e fo re actual survey. P roportions in various industry d iv is ions m ay d iffe r from .proportions based on the resu lts o f the su rvey as shown in the appendix tab le.

Labor-m anagem ent agreem ent coverage

The fo llow ing tabulation shows the percent o f plant and o ffic e w orkers em ployed in establishm ents in which a contract o r contracts covered a m a jo r ity o f the w orkers in the respective ca tego r ie s , W ichita, Kans., A p r il 1974:

Plant w orkers O ffice w orkers

A l l in d u str ies______________ 63 5M anu factu ring_____________ 80Public u t i l i t ie s ____________ 100 54

An establishm ent is considered to have a contract coverin g a ll plant o r o ffice w orkers i f a m a jo r ity o f such w orkers are covered by a labor-m anagem ent agreem ent. T h e re fo re , a ll other plant or o ffic e w orkers are em ployed in establishm ents that e ither do not have labor-m anagem ent contracts in e ffec t, o r have contracts that apply to few er than half o f th e ir plant o r o ffic e w orkers . Estim ates are not n ecessa r ily rep resen ta tive o f the extent to which a ll w orkers in the area m ay be covered by the p rovis ions o f labor-m anagem ent agreem ents, because sm all establishm ents are excluded and the industria l scope o f the survey is lim ited .


.

.


Appendix B. O ccupational D escriptions

The p r im a ry purpose o f p reparing job descrip tions fo r the Bureau 's wage surveys is to ass is t its f ie ld sta ff in c lass ify in g into appropriate occupations w orkers who are em ployed under a va r ie ty o f payro ll t it les and d ifferen t work arrangem ents from establishm ent to establishm ent and from area to area . This p erm its the grouping o f occupational wage rates represen ting com parable job content. Because o f this emphasis on in terestab lishm ent and in te ra rea com parab ility o f occupational content, the Bureau 's job descrip tions m ay d iffe r s ign ifican tly from those in use in individual establishm ents o r those p repared fo r other purposes. In applying these job descrip tions, the Bureau 's fie ld econom ists a re instructed to exclude working superv isors ; apprentices; lea rn ers ; beginners; tra in ees ; and handicapped, p a rt-tim e , tem porary , and probationary w orkers .

O FFICE

B IL L E R , M ACH INE

P rep a res statem ents, b ills , and in vo ices on a m achine other than an ord inary o r e le c tro - m atic typ ew rite r . May also keep records as to b illings or shipping charges o r per fo rm other c le r ic a l w ork incidental to b illin g operations. F o r wage study purposes, b il le r s , m achine, a re c la ss ified by type o f machine, as fo llow s:

B ille r , machine (b illin g m ach ine ). U ses a specia l b illin g machine (com bination typing and adding m achine) to p repare b ills and in vo ices from custom ers ' purchase o rd ers , in te r nally p repared o rd e rs , shipping m em orandum s, etc. Usually in vo lves application o f p r e determ ined discounts and shipping charges and entry o f necessary extensions, w h ich .m ay or m ay not be computed on the b illin g machine, and totals which are au tom atically accumulated by machine. The operation usually invo lves a la rge number o f carbon cop ies o f the b ill being p repared and is often done on a fanfold machine.

B ille r , m achine (bookkeeping m ach ine). U ses a bookkeeping m achine (with o r without a typ ew rite r keyboard) to prepare custom ers ' b ills as part o f the accounts rece ivab le opera tion. G enera lly in vo lves the simultaneous entry o f figu res on custom ers ' led ger reco rd . The machine autom atically accumulates figu res on a number o f v e r t ica l columns and computes and usually prints autom atically the debit o r cred it balances. Does not invo lve a knowledge o f bookkeeping. Works from uniform and standard types o f sales and c red it s lips.

B O O KKEEPIN G -M AC H IN E O PE R ATO R

O perates a bookkeeping m achine (with o r without a typ ew rite r keyboard) to keep a reco rd o f business transactions.

C lass A . Keeps a set o f records requ irin g a knowledge o f and experience in basic bookkeeping p rin c ip les , and fa m ilia r ity with the structure o f the particu lar accounting system used. D eterm ines p roper records and distribution o f debit and cred it item s to be used in each phase o f the work. May prepare consolidated reports , balance sheets, and other records by hand.

C lass B. Keeps a reco rd o f one or m ore phases o r sections o f a set o f records usually requ irin g lit t le knowledge o f basic bookkeeping. Phases o r sections include accounts payable, payro ll, custom ers ' accounts (not including a sim ple type o f b illin g described under b ille r , m achine), cost distribution, expense d istribution, inven tory con tro l, etc. May check or assist in preparation o f tr ia l balances and p repare control sheets fo r the accounting departm ent.

C LE R K , ACCO U NTING

P e r fo rm s one o r m ore accounting c le r ic a l tasks such as posting to reg is te rs and ledgers ; reconcilin g bank accounts; ve r ify in g the internal consistency, com pleteness, and m athem atical accuracy o f accounting documents; assign ing p rescr ib ed accounting distribution codes; exam ining and ve r ify in g fo r c le r ic a l accuracy various types o f rep o rts , lis ts , calcu lations, posting, etc .; o r preparing sim ple o r assisting in preparing m ore com plicated journal vouchers. May work in either a manual o r automated accounting system .

The work requ ires a knowledge o f c le r ic a l methods and o ffice p ractices and procedures which re la tes to the c le r ic a l p rocessing and record ing o f transactions and accounting in form ation . With experience, the w orker typ ica lly becom es fa m ilia r with the bookkeeping and accounting term s and procedures used in the assigned work, but is not requ ired to have a knowledge o f the form al p rin c ip les o f bookkeeping and accounting.

C LE R K , ACCO U NTING — Continued

Pos itions are c la ss ified into le v e ls on the basis o f the fo llow ing defin itions.

C lass A . Under genera l supervision , p erfo rm s accounting c le r ic a l operations which requ ire the application o f experience and judgment, fo r exam ple, c le r ic a lly p rocessing com p licated o r nonrepetitive accounting transactions, se lecting among a substantial va r ie ty o f p rescr ib ed accounting codes and c lass ifica tion s , o r trac ing transactions through previous accounting actions to determ ine source o f d iscrepancies. M ay be assisted by one or m ore class B accounting c lerk s .

C lass B . Under c lose supervision , fo llow ing detailed instructions and standardized p ro cedures, per fo rm s one o r m ore routine accounting c le r ic a l operations, such as posting to led gers , cards, o r w orksheets where identification o f item s and locations o f postings are c le a r ly indicated; checking accuracy and com pleteness o f standardized and repetitive records o r accounting documents; and coding documents using a few p rescrib ed accounting codes.

C LE R K , F IL E

F ile s , c la s s if ie s , and re tr ie v e s m a ter ia l in an established filin g system . May p erfo rm c le r ic a l and manual tasks requ ired to m aintain f ile s . Positions are c la ss ified into leve ls on the basis o f the fo llow ing defin itions.

C lass A . C la ss ifies and indexes f i le m a ter ia l such as correspondence, reports , techn ical documents, etc ., in an estab lished filin g system containing a number o f varied subject m atter f i le s . M ay also fi le this m a te r ia l. M ay keep records o f various types in conjunction with the fi le s . M ay lead a sm all group o f low er le v e l file, c le rk s .

C lass B . Sorts, codes, and fi le s unclassified m ater ia l by sim ple (subject m atter) headings o r partly c la ss ified m ater ia l by fin er subheadings. P rep a res sim ple re la ted index and c ro s s -re fe re n c e aids. A s requested, locates c le a r ly identified m ater ia l in f ile s and fo r wards m a te r ia l. M ay p erfo rm re la ted c le r ic a l tasks requ ired to m aintain and serv ice f ile s .

C lass C . P e r fo rm s routine filin g o f m a ter ia l that has a lready been c la ss ified or which is ea s ily c la ss ified in a sim ple se r ia l c la ss ifica tion system (e .g ., alphabetical, ch ronological, o r num erica l). A s requested, locates read ily ava ilab le m a ter ia l in f ile s and forwards m ate r ia l; and m ay f i l l out w ithdrawal charge. M ay p erfo rm sim ple c le r ic a l and manual tasks requ ired to m aintain and s e rv ic e f ile s .

C LE R K , ORDER

R ece ives cu stom ers ' o rd ers fo r m a ter ia l o r m erchandise by m a il, phone, or personally . Duties in vo lve any combination o f the fo llow in g : Quoting p r ices to custom ers; making out an o rd er sheet listin g the item s to make up the o rd er; checking p rices and quantities o f item s on o rd er sheet; and distributing o rd er sheets to respec tive departm ents to be fille d . May check with cred it departm ent to determ ine c red it rating o { custom er, acknowledge rece ip t o f o rd ers from custom ers, fo llow up o rd e rs to see that they have been fille d , keep f i le o f o rd ers rece ived , and check shipping in vo ices with orig in a l o rd ers .

C LE R K , P A Y R O L L

Computes wages o f company em ployees and enters the n ecessary data on the payro ll sheets. Duties ipvo lve : Calculating w o rk e rs ' earnings based on tim e o r production records ; and posting calcu lated data on payro ll sheet, showing in form ation such as w o rk e r 's name, working days, tim e , rate , deductions fo r insurance, and total wages due. May make out paychecks and ass is t paym aster in m aking up and distributing pay envelopes. M ay use a calculating machine.


O perates a keypunch m achine to re co rd o r v e r i fy alphabetic and/or num eric data on tabulating cards o r on tape.

Pos ition s a re c la s s if ie d into le v e ls on the basis o f the fo llow ing defin itions.

C lass A . W ork requ ires the application o f experience and judgment in se lectin g p ro c e dures to be fo llow ed and in search ing fo r , in terp retin g , se lectin g , o r coding item s to be keypunched from a v a r ie ty o f source documents. On occasion m ay a lso p e r fo rm som e routine keypunch w ork . M ay tra in in experienced keypunch opera tors .

KEYPUNCH OPERATOR

C la s s B . W ork is routine and rep e tit iv e . Under c lo se supervision o r fo llow in g spec ific procedu res o r instructions, works from various standardized source documents which have been coded, and fo llow s sp ec ified p rocedu res which have been p rescr ib ed in deta il and requ ire lit t le o r no se lec tin g , coding, o r in terp retin g o f data to be recorded . R e fe rs to su perv isor prob lem s a r is in g from erroneous item s o r codes o r m iss ing in form ation .

M ESSENGER (O ffic e Boy o r G ir l)

P e r fo rm s various routine duties such as running errands, operating m inor o ff ic e m achines such as s ea le rs o r m a ile rs , opening and d istribu ting m a il, and other m inor c le r ic a l work. Exclude positions that requ ire operation o f a m otor veh ic le as a sign ificant duty.

S E C R E T A R Y

A ss igned as persona l s e c re ta ry , n o rm a lly to one individual. Maintains a c lose and highly respons ive re la tionsh ip to the day-to -day work o f the su perv isor. Works fa ir ly independently r e ce iv in g a m inim um o f deta iled supervision and guidance. P e r fo rm s va r ied c le r ic a l and s e c re ta r ia l duties, usually including m ost o f the fo llow in g :

a. R ece ives telephone ca lls , personal c a lle rs , and incom ing m a il, answers routine inqu ires , and routes techn ica l inqu iries to the p roper persons;

b. E stab lishes, m aintains, and rev is es the su p erv iso r 's f iles ;

c. M aintains the su p erv iso r 's calendar and m akes appointments as instructed;

d. R e lays m essages from su perv isor to subordinates;

e. R ev iew s correspondence, m em orandum s, and repo rts p repared by others fo r the su p e rv iso r 's signature to assure p rocedu ra l and typograph ic accuracy;

f. P e r fo rm s stenographic and typing work.

M ay a lso p e r fo rm other c le r ic a l and s e c re ta r ia l tasks o f com parable nature and d ifficu lty . The w ork typ ica lly requ ires knowledge o f o ff ic e routine and understanding o f the organ ization , p rog ram s, and procedu res re la ted to the w ork o f the su perv isor.

Exclusions

Not a ll positions that a re tit led "s e c r e ta ry " p ossess the above ch a ra c te r is t ics . Exam ples o f positions which are excluded from the defin ition are as fo llow s:

a. P ositions which do not m eet the "p e rson a l" s ecre ta ry concept d escribed above;

b. S tenographers not fu lly tra ined in s e c re ta r ia l type duties;

c. S tenographers serv in g as o ff ic e assistants to a group o f p ro fess ion a l, techn ica l, or m anageria l persons;

d. S ecre ta ry positions in which the duties a re e ith er substantially m ore routine or substantially m ore com plex and responsib le than those ch aracterized in the defin ition;

e. A ss is tan t type positions which in vo lve m ore d ifficu lt o r m ore responsib le tech n ica l, adm in is tra tive , su perv isory , or spec ia lized c le r ic a l duties which are not typ ica l o f s e c re ta r ia l work.

N O T E : The te rm "co rp o ra te o f f ic e r , " used in the le v e l defin itions fo llow ing, re fe rs to those o ffic ia ls who have a s ign ificant corp o ra te -w id e po licym aking ro le with regard to m a jor company ac tiv it ie s . The t it le " v ic e presiden t, " though norm a lly ind ica tive o f this ro le , does not in a ll cases iden tify such positions. V ice presidents whose p r im a ry respon s ib ility is to act p e r sonally on individual cases o r transactions (e .g ., approve o r deny individual loan o r c red it actions; adm in ister individual trust accounts; d ire c tly supervise a c le r ic a l sta ff) a r e not considered to be "co rp o ra te o f f ic e r s " fo r purposes o f applying the fo llow ing le v e l de fin ition s .

C lass A

1. S ecre ta ry to the chairm an o f the board o r presiden t o f a company that em ploys, in a ll, o ve r 100 but few er than 5,000 persons; or

2. S ecre ta ry to a corpora te o f f ic e r (other than the chairm an o f the board or president) o f a company that em ploys, in a ll, o ve r 5,000 but few er than 25,000 persons; o r

3. S ecre ta ry to the head, im m ed ia te ly below the corpora te o f f ic e r le v e l, o f a m a jor segm ent o r subsid iary o f a company that em ploys, in a ll, o ver 25,000 persons.

C lass B

1. S ecre ta ry to the chairm an o f the board or presiden t o f a company that em ploys, in a ll, few er than 100 p erson s; or

2. S ecre ta ry to a corporate o f f ic e r (other than the chairm an o f the board o r presiden t) o f a company that em ploys, in a ll, o ver 100 but few er than 5,000 p erson s; o r

3. S ecre ta ry to the head, im m ed ia te ly below the o f f ic e r le v e l, o ve r either a m a jo r co rpo rate - wide functional a c tiv ity (e .g ., m arketing, resea rch , operations, industrial re la - tions, e tc .) o r a m a jo r geograph ic o r organ izational segm ent (e .g ., a reg iona l headquarters; a m a jo r d iv is ion ) o f a company that em ploys, in a ll, o ve r 5,000 but few er than 25,000 em p loyees ; or

4. S ecreta ry to the head o f an individual plant, fa ctory , etc . (o r other equivalent le v e l o f o ff ic ia l) that em ploys, in a ll, o ve r 5,000 persons; or

5. S ecre ta ry to the head o f a la rge and im portant organ izational segm ent (e .g ., a m iddle m anagem ent su perv isor o f an organ izational segm ent often invo lv ing as many as s eve ra l hundred p ersons) or a company that em ploys, in a ll, o ve r 25,000 person s .

C lass C

1. S ecre ta ry to an execu tive o r m anageria l person whose respon s ib ility is not equivalent to one o f the sp ec ific le v e l situations in the defin ition fo r c lass B , but whose organ izational unit norm a lly numbers at least severa l dozen em ployees and is usually d ivided into o rgan iza tional segm ents which a re often, in turn, fu rther subdivided. In som e com panies, this le v e l includes a w ide range o f organ izational echelons; in o thers, on ly one o r two; or

2. S ecre ta ry to the head o f an individual plant, factory , etc. (o r other equivalent le v e l o f o f f ic ia l) that em ploys, in a ll, few er than 5,000 p e rson s .

C lass D

1. S ecre ta ry to the superv isor or head o f a sm all organ izational unit (e .g ., few er than about 25 o r 30 persons); or

2. S ecre ta ry to a nonsupervisory sta ff sp ec ia lis t, p ro fess iona l em ployee, adm in istra t iv e o f f ic e r , o r assistant, sk illed technician o r expert. (N O TE : Many com panies assignstenographers, rather than sec re ta r ie s as d escribed above, to this le v e l o f su perv isory or nonsupervisory w o rk e r.)

STENO G RAPH ER

P r im a ry duty is to take dictation using shorthand, and to tran scr ib e the dictation. May a lso type from w ritten copy. M ay opera te from a stenographic pool. M ay occas ion a lly transcribe from vo ice record in gs ( i f p r im a ry duty is transcrib ing from record in gs , see T ranscrib ing-M ach ine O pera tor, G enera l).

N O T E : This job is distinguished from that o f a sec re ta ry in that a s ec re ta ry norm ally works in a con fidentia l rela tionsh ip with only one m anager o r execu tive and p erfo rm s m ore responsib le and d iscre tion a ry tasks as d escribed in the s ec re ta ry job defin ition.

S tenographer, General

D ictation in vo lves a norm al routine vocabu lary. M ay m aintain fi le s , keep sim ple reco rd s , o r p er fo rm other re la t iv e ly routine c le r ic a l tasks.

SEC RET AR Y— Continued


Stenographer, Senior

D ictation in vo lves a va r ied technical o r sp ec ia lized vocabu lary such as in lega l b rie fs o r reports on scien tific research . May also set up and m aintain fi le s , keep reco rd s , etc.

OR

P e r fo rm s stenographic duties requ iring s ign ifican tly g rea te r independence and respons ib ility than stenographer, genera l, as evidenced by the fo llow ing: W ork requ ires a highdegree o f stenographic speed and accuracy; a thorough working knowledge o f genera l business and o ff ic e procedure; and o f the spec ific business operations, organ ization , p o lic ie s , p ro ce dures, f i le s , w ork flow , etc. Uses this knowledge in p erfo rm in g stenographic duties and responsib le c le r ic a l tasks such as m aintaining followup f ile s ; assem bling m a ter ia l fo r reports , m em orandum s, and le tte rs ; com posing sim ple le tte rs from general instructions; reading and routing incom ing m ail; and answering routine questions, etc.

SW ITCHBOARD O PE R ATO R

C lass A . Operates a single- or m u ltip le-position telephone sw itchboard handling incom ing, outgoing, intraplant o r o ff ic e ca lls . P e r fo rm s fu ll telephone in form ation s e rv ic e o r handles com plex ca lls , such as con ference, co lle c t, o versea s , o r s im ila r ca lls , either in addition to doing routine work as d escribed fo r sw itchboard opera tor, class B, o r as a fu ll-t im e assignm ent. ( " F u l l " telephone in form ation s e rv ic e occurs when the establishm ent has va r ied functions that a re not read ily understandable fo r telephone in form ation purposes, e .g ., because o f overlapp ing o r in te rre la ted functions, and consequently present frequent prob lem s as to which extensions are appropriate fo r ca lls .)

C lass B . Operates a single- o r m u ltip le-position telephone sw itchboard handling incom ing, outgoing, intraplant o r o ffic e ca lls . M ay handle routine long distance ca lls and reco rd to lls . May p e r fo rm lim ited telephone in form ation s e rv ic e . ("L im ite d " telephone in form ation se rv ic e occurs i f the functions o f the establishm ent se rv ic ed are read ily understandable fo r telephone in form ation purposes, o r i f the requests a re routine, e .g ., g iving extension numbers when spec ific names are furnished, o r i f com plex ca lls a re re fe r re d to another op era tor.)

These c lass ifica tion s do not include sw itchboard opera tors in telephone companies who ass is t custom ers in placing ca lls .

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

In addition to p erfo rm ing duties o f opera tor on a s in g le-position o r m on ito r-type sw itchboard, acts as recep tion ist and m ay also type o r p er fo rm routine c le r ic a l work as part o f regu lar duties. This typing o r c le r ic a l work m ay take the m a jo r part o f this w o rk e r 's tim e while at sw itchboard.

TA B U LA T IN G -M A C H IN E O PE R A TO R (E le c tr ic Accounting Machine O perator)

O perates one o r a va r ie ty o f m achines such as the tabulator, ca lcu la tor, co lla to r , in te r p re te r , so rte r , reproducing punch, etc. Excluded from this defin ition are working superv isors . A lso excluded are operators o f e lec tron ic d ig ita l com puters, even though they m ay also operate E AM equipment.

PRO FESSIO N A L

C O M PU TE R O PE R ATO R

M onitors and operates the control console o f a d ig ita l computer to process data according to operating instructions, usually prepared by a p rogram m er. W ork includes m ost o f the fo llow in g : Studies instructions to determ ine equipment setup and operations; loads equipment with requ ired item s (tape re e ls , cards, e tc .); switches -necessary aux ilia ry equipment into c ircu it, and starts and operates com puter; m akes adjustments to com puter to co r re c t operating prob lem s and m eet specia l conditions; rev iew s e r ro rs m ade during operation and determ ines cause o r re fe rs problem to su perv isor or p rogram m er; and maintains operating re c o rd s . -May test and ass is t in co rrec tin g program .

F o r wage study purposes, com puter opera tors are c la ss ified as fo llow s;

C lass A . Operates independently, o r under only genera l d irection , a com puter running program s with m ost o f the fo llow ing charac te r is tics : New program s are frequently testedand introduced; scheduling requ irem ents a re o f c r it ic a l im portance to m in im ize downtime; the program s are o f com plex design so that iden tification o f e r ro r source often requ ires a working knowledge o f the total p rogram , and alternate program s may not be ava ilab le . May g ive d irection and guidance to low er le v e l opera tors .

C lass B . Operates independently, o r under only genera l d irection , a com puter running program s with m ost o f the fo llow ing ch a ra c te r is tics : M ost o f the p rogram s are established production runs, typ ica lly run on a regu la r ly recu rrin g basis; there is lit t le o r no testing

STENOGRAPHER— Continued

Positions are c la ss ified into le v e ls on the basis o f the fo llow ing defin itions.

C lass A . P e r fo rm s com plete reporting and tabulating assignm ents including devising d ifficu lt con trol panel w irin g under genera l supervision . Assignm ents typ ica lly involve a va r ie ty o f long and com plex reports which often are ir re gu la r o r nonrecurring, requ iring some planning o f the nature and sequencing o f operations, and the use o f a va r ie ty o f m a chines. Is typ ica lly invo lved in tra in ing new operators in machine operations o r tra in ing low er le v e l op era tors in w irin g from diagram s and in the operating sequences o f long and com plex repo rts . Does not include positions in which w irin g respons ib ility is lim ited to se lection and in sertion o f p rew ired boards.

C lass B . P e r fo rm s w ork accord ing to established procedures and under specific in structions. Assignm ents typ ica lly invo lve com plete but routine and recu rr in g reports or parts o f la rg e r and m ore com plex reports . O perates m ore d ifficu lt tabulating o r e le c tr ica l accounting m achines such as the tabulator and ca lcu lator, in addition to the s im p ler machines used by class C opera tors . May be requ ired to do some w irin g from diagram s. May tra in new em ployees in basic m achine operations.

C lass C . Under sp ec ific instructions, operates sim ple tabulating o r e le c tr ic a l accounting m achines such as the s o r te r , in te rp re te r , reproducing punch, co lla to r , etc. Assignm ents typ ica lly invo lve portions o f a work unit, fo r exam ple, individual sorting o r collating runs, o r rep e titive operations. M ay p erfo rm sim ple w irin g from d iagram s, and do some filin g work.

TRAN SC R IB IN G -M AC H IN E O PE R A TO R , G E N E R A L

P r im a ry duty is to tran scrib e d ictation involv ing a norm al routine vocabu lary from transcrib ing-m ach ine reco rd s . May a lso type from w ritten copy and do s im ple c le r ic a l work. W orkers transcrib ing d ictation involv ing a va r ied techn ical o r sp ec ia lized vocabu lary such as lega l b r ie fs o r reports on sc ien tific resea rch a re not included. A w orker who takes dictation in shorthand o r by Stenotype or s im ila r machine is c la ss ified as a stenographer.

T Y P IS T

Uses a typ ew rite r to make cop ies o f various m ater ia ls o r to make out b ills a fte r ca lcu lations have been made by another person . May include typing o f s tencils , m ats, o r s im ila r m ate r ia ls fo r use in duplicating p rocesses . M ay do c le r ic a l w ork involv ing lit t le specia l train ing, such as keeping sim ple reco rd s , f ilin g records and reports , o r sorting and distributing in com in g 'm a il.

C lass A . P e r fo rm s one o r m ore o f the fo llow in g : Typing m ater ia l in fina l form whenit in vo lves com bining m a ter ia l from seve ra l sources; o r respon s ib ility fo r co r re c t spelling, syllab ication , punctuation, etc ., o f technical o r unusual words o r fo re ign language m ater ia l; o r planning layout and typing o f com plicated s ta tistica l tab les to m aintain un iform ity and balance in spacing. May type routine fo rm le tte rs , vary ing deta ils to suit c ircum stances.

C lass B . P e r fo rm s one o r m ore o f the fo llow in g : Copy typing from rough or c lea r dra fts; o r routine typing o f fo rm s , insurance p o lic ie s , etc .; o r setting up s im ple standard tabulations; o r copying m ore com plex tab les a lready set up and spaced p roperly .

AND TECH N ICA L

TABULATING-MACHINE OPERATOR (E lectric Accounting Machine Operator)— Continued

CO M PU TE R O PE R A TO R — Continued

o f new program s requ ired ; a lternate program s a re provided in case o r ig in a l program needs m a jo r change o r cannot be co rrec ted within a reasonable tim e. In common e r ro r situations, d iagnoses cause and takes c o r re c t iv e action. This usually in vo lves applying p reviously p rogram m ed c o rre c t iv e steps, o r using standard co rrec tion techniques.

OR

O perates under d ire c t supervision a com puter running program s o r segm ents o f p rogram s with the ch arac te r is tics described fo r class A . M ay assist a h igher le v e l operator by independently p erfo rm in g less d ifficu lt tasks assigned, and perfo rm in g d ifficu lt tasks fo llow ing deta iled instructions and with frequent re v iew o f operations p erfo rm ed .

C lass C . Works on routine program s under c lose supervision . Is expected to develop working knowledge o f the com puter equipment used and ab ility to detect problem s invo lved in running routine p rogram s. Usually has re ce iv ed som e fo rm a l tra in ing in com puter operation. M ay ass is t h igher le v e l opera tor on com plex program s.

C O M PU TER PR O G R AM M E R , BUSINESS

C onverts statem ents o f business p rob lem s, typ ica lly p repared by a system s analyst, into a sequence o f deta iled instructions which a re requ ired to so lve the problem s by automatic data p ro c essing equipment. W orking from charts or d iagram s, the p rogram m er develops the p rec ise instructions which, when entered into the com puter system in coded language, cause the manipulation


COMPUTER SYSTEMS ANALYST, BUSINESS— Continued

o f data to ach ieve des ired resu lts . W ork in vo lves m ost o f the fo llow ing: App lies knowledge ofcom puter capab ilit ies , m athem atics, lo g ic em ployed by com puters, and particu la r subject m atter in vo lved to analyze charts and d iagram s o f the p rob lem to be program m ed; develops sequence o f p rogram steps; w r ite s deta iled flow charts to show o rd e r in which data w ill be p rocessed ; converts these charts to coded instructions fo r machine to fo llow ; tests and c o rre c ts p rogram s; p repares instructions fo r operating personnel during production run; analyzes, re v iew s , and a lters p rogram s to in crease operating e ffic ien cy o r adapt to new requ irem ents; m aintains records of p rogram developm ent and rev is ion s . (NO TE : W orkers p erfo rm in g both system s analysis and p ro gram m ing should be c la s s if ie d as system s analysts i f th is is the sk ill used to determ ine th e ir pay.)

Does not include em p loyees p r im a r ily responsib le fo r the management o r supervision of other e lec tron ic data p rocess ing em p loyees , o r p rogram m ers p r im a r ily concerned w ith sc ien tific and/or engineering prob lem s.

F o r wage study purposes, p rogram m ers a re c la s s if ie d as fo llow s:

C lass A . W orks independently o r under only gen era l d irection on com plex prob lem s which requ ire com petence in a ll phases o f p rogram m ing concepts and p ractices . W orking from d iagram s and charts which iden tify the nature o f d es ired resu lts , m a jor p rocess in g steps to be accom plished , and the relationsh ips between various steps of the prob lem solving routine; plans the fu ll range o f p rogram m ing actions needed to e ffic ien tly u tilize the com puter system in ach ieving d es ired end products.

A t th is le v e l, p rogram m ing is d ifficu lt because com puter equipment must be organ ized to produce s e v e ra l in te rre la ted but d ive rse products from numerous and d iverse data elem ents. A w ide v a r ie ty and extensive num ber of in ternal p rocess ing actions must occur. Th is requ ires such actions as developm ent o f common operations which can be reused, establishm ent o f linkage points between operations, adjustments to data when p rogram requ irem ents exceed com puter storage capacity , and substantial manipulation and resequencing of data elem ents to fo rm a h igh ly in tegrated p rogram .

M ay p rovide functional d irection to low er le v e l p rogram m ers who are assigned to assist.

C lass B . W orks independently o r under only gen era l d irection on re la t iv e ly sim ple p rogram s, o r on sim ple segm ents o f com plex p rogram s. P rogram s (o r segm ents) usually p rocess in form ation to produce data in two o r th ree va r ied sequences o r fo rm ats . Reports and lis tin gs are produced by re fin ing , adapting, a rray in g , o r making m inor additions to or deletions from input data which are read ily ava ilab le . W h ile numerous records m ay be p rocessed , the data have been re fin ed in p r io r actions so that the accu racy and sequencing o f data can be tested by using a few routine checks. T yp ica lly , the p rogram deals with routine record -keep in g type operations.

OR

W orks on com plex p rogram s (as d escribed fo r class A ) under c lo se d irection o f a h igher le v e l p rogram m er o r su perv isor. May ass is t h igher le v e l p rogram m er by independently p e r fo rm ing less d ifficu lt tasks assigned , and p erfo rm in g m ore d ifficu lt tasks under fa ir ly c lose d irection .

M ay guide o r instruct low er le v e l p rogram m ers .

C lass C . M akes p ra c tica l applications o f p rogram m ing p ractices and concepts usually learned in fo rm a l tra in ing cou rses. A ssignm ents are designed to develop com petence in the application o f standard procedu res to routine prob lem s. R ece ives c lose supervision on new aspects o f assignm ents; and w ork is rev iew ed to v e r i fy its accuracy and conform ance w ith requ ired p rocedu res.

C O M PU TE R SYSTEM S A N A L Y S T , BUSINESS

A n a lyzes business p rob lem s to form u late procedures fo r solving them by use of e lec tron ic data p rocess in g equipment. D evelops a com plete descrip tion o f a ll specifications needed to enable p rogram m ers to prepare requ ired d ig ita l com puter .p rogram s. W ork in vo lves m ost o f the fo llow ing: An a lyzes su b ject-m atter operations to be automated and id en tifies conditions and c r ite r ia requ ired to ach ieve sa tis fac to ry resu lts ; spec ifies number and types of reco rd s , f i le s , and documents to be used; outlines actions to be p er fo rm ed by personnel and com puters in su ffic ien t deta il fo r presentation to management and fo r p rogram m ing (typ ica lly this in vo lves preparation of w ork and data flow charts ); coord inates the developm ent o f tes t problem s and partic ipates in tr ia l runs of new and rev is ed system s; and recom m ends equipment changes to obtain m ore e ffe c t iv e o v e ra ll operations. (N O TE : W orkers p erfo rm in g both system s analysis and p rogram m ing shouldbe c la ss ified as system s analysts i f th is is the sk ill used to determ ine th e ir pay.)

Does not include em ployees p r im a r ily responsib le fo r the m anagement or supervision o f other e lec tron ic data p rocess in g em p loyees, or system s analysts p r im a r ily concerned with sc ien tific o r engineering p rob lem s.

F o r wage study purposes, system s analysts a re c la ss ified as fo llow s:

C lass A . W orks independently or under only gen era l d irection on com plex prob lem s in vo lv in g a ll phases o f system analysis. P rob lem s are com plex because o f d ive rse sources of input data and m u ltip le-use requ irem ents of output data. (F o r exam ple, develops an in tegrated production scheduling, inven tory con tro l, cost ana lysis , and sales analysis re co rd in which

GOMPUTER PROGRAMMER, BUSINESS— Continued

e v e ry item o f each type is au tom atica lly p rocessed through the fu ll system o f records and appropriate followup actions a re in itia ted by the com puter.) Con fers with persons concerned to determ ine the data p rocess in g prob lem s and advises su b ject-m atter personnel on the im p lica tions o f new o r re v is ed system s o f data p rocess in g operations. Makes recom m endations, i f needed, fo r approva l o f m a jo r system s insta lla tions o r changes and fo r obtaining equipment.

M ay p rov ide functional d irection to low er le v e l system s analysts who are assigned to assist.

C lass B. W orks independently o r under on ly gen era l d irec tion on prob lem s that a re r e la t iv e ly uncom plicated to analyze, plan, p rog ram , and opera te . P rob lem s a re o f lim ited com p lex ity because sources o f input data a re homogeneous and the output data a re c lo se ly re la ted . (F o r exam ple, develops system s fo r m aintain ing depositor accounts in a bank, m aintain ing accounts rece ivab le in a re ta il estab lishm ent, o r m aintain ing in ven tory accounts in a manufacturing o r wholesa le estab lishm ent.) Con fers w ith persons concerned to determ ine the data p rocess in g prob lem s and advises su b ject-m atter personnel on the im plications o f the' data p rocess in g system s to be applied.

OR

Works on a segm ent o f a com plex data p rocess in g schem e o r system , as d escribed fo r class A . Works independently on routine assignm ents and re ce iv es instruction and guidance on com p lex assignm ents. Work is rev iew ed fo r accu racy o f judgm ent, com pliance with instructions, and to insure p roper alignm ent with the o v e ra ll system .

C lass C . Works under im m ediate supervis ion , ca rry in g out analyses as assigned, usually o f a single ac tiv ity . Assignm ents are designed to develop and expand p rac tica l experience in the application o f p rocedu res and sk ills requ ired fo r system s analysis w ork . F o r exam ple, m ay ass is t a h igher le v e l system s analyst by preparing the deta iled sp ecifica tions requ iredby p rogram m ers fro m in form ation developed by the h igher le v e l analyst.

D R A FTSM A N

Class A . P lans the graphic presen tation o f com plex item s having d istinctive design features that d iffe r s ign ifican tly from established dra fting preceden ts. W orks in c lose support with the design or ig in a to r , and m ay recom m end m inor design changes. Ana lyzes the e ffe c t o f each change on the deta ils o f fo rm , function, and positional rela tionsh ips o f com ponents and parts. Works with a m inim um o f su perv isory assistance. Com pleted work is rev iew ed by design or ig in a to r fo r consistency w ith p r io r engineering determ inations. May e ith er p repare draw ings, o r d ire c t th e ir p reparation by low er le v e l draftsm en.

C lass B . P e r fo rm s nonroutine and com plex dra fting assignm ents that requ ire the application o f m ost o f the standardized draw ing techniques regu la r ly used. Duties typ ica lly in v o lv e such work as: P rep a res work ing draw ings o f subassem blies with ir re g u la r shapes,m u ltip le functions, and p rec is e positional rela tionsh ips between components; p repares a rch itectu ra l draw ings fo r construction o f a building including deta il draw ings o f foundations, w all sections, f lo o r plans, and ro o f. Uses accepted form u las and manuals in m aking necessary computations to determ ine quantities o f m a ter ia ls to be used, load capac ities , strengths, s tresses , etc. R ece ives in itia l instructions, requ irem en ts , and advice from su perv isor. Com pleted work is checked fo r techn ica l adequacy.

C lass C . P rep a res deta il draw ings o f single units o r parts fo r engineering, construction, manufacturing, o r rep a ir purposes. Types o f draw ings p repared include isom etr ic projections (dep icting th ree dim ensions in accurate sca le ) and sectional v iew s to c la r ify position ing o f components and convey needed in form ation . Consolidates deta ils from a number o f sources and adjusts o r transposes sca le as requ ired . Suggested methods o f approach, applicable preceden ts, and advice on source m a ter ia ls a re g iven with in itia l assignm ents. Instructions a re less com plete when assignm ents recu r. W ork m ay be spot-checked during p rog ress .

D R A F T S M A N -T R A C E R

Copies plans and draw ings p repared by others by p lacing trac in g cloth o r paper over draw ings and trac in g with pen o r pencil. (Does not include trac ing lim ited to plans p r im a r ily consisting o f straight lines and a la rge sca le not requ irin g c lo se delineation .)

AND/OR

P rep a res sim ple o r rep e titive draw ings o f ea s ily v isu a lized item s. W ork is c lo se ly supervised during p ro g ress .

E LE C TR O N IC S TEC H N IC IAN

Works on various types o f e lec tron ic equipment and re la ted dev ices by p erfo rm in g one o r a com bination o f the fo llow in g : Insta lling, m aintain ing, repa irin g , overhau ling, troubleshooting, m od ify in g , constructing, and testing . W ork requ ires p ra c tica l application o f techn ica l knowledge o f e lec tron ics p r in c ip les , ab ility to d eterm ine m alfunctions, and sk ill to put equipment in requ ired operating condition.


The equipment— consisting o f e ith er m any d iffe ren t kinds o f c ircu its o r m u ltip le repetition o f the sam e kind o f circuit-—includes, but is not lim ited to , the fo llow ing: (a ) E lectron ic tran sm ittin g and rece iv in g equipment (e .g ., radar, rad io , te le v is ion , telephone, sonar, navigational a id s ), (b ) d ig ita l and analog com puters, and (c ) industria l and m ed ica l m easuring and con tro llin g equipment.

Th is c la ss ifica tion excludes repa irm en o f such standard e lec tron ic equipment as common o ffic e m achines and household rad io and te le v is ion sets; production assem b lers and tes te rs ; w ork e rs whose p r im a ry duty is s e rv ic in g e lec tron ic test instrum ents; technicians who have adm in istra tiv e o r su perv iso ry respons ib ility ; and dra ftsm en , d es ign ers , and p ro fess ion a l engineers.

Pos itions a re c la ss ified into le v e ls on the basis o f the fo llow ing defin itions.

C lass A . A pp lies advanced techn ical knowledge to so lve unusually com plex problem s ( i .e . , those that typ ica lly cannot be solved so le ly by re fe ren ce to m anu factu rers ’ manuals or s im ila r documents) in working on e lectron ic equipment. Exam ples o f such prob lem s include location and density o f c ircu itry , e lec tro -m agn etic rad iation , iso la ting m alfunctions, and frequent engineering changes. Work in vo lves: A deta iled understanding o f the in te rre la t ion ships o f c ircu its ; e x e rc is in g independent judgment in p er fo rm in g such tasks as making c ircu it analyses, calcu lating wave fo rm s , trac ing relationsh ips in signal flow ; and regu la r ly using com plex tes t instrum ents (e .g ., dual tra ce o sc illo scop es , Q -m e te rs , deviation m e te rs , pulse gen era to rs ).

Work m ay be rev iew ed by superv isor (frequen tly an engineer o r d es igner) fo r genera l com pliance with accepted p ractices. M ay p rov ide techn ical guidance to low er le v e l technicians.

C lass B . A pp lies com prehensive techn ica l knowledge to solve com plex prob lem s (i .e ., those that typ ica lly can be solved so le ly by p rop e r ly in terp retin g m anu facturers ' manuals or s im ila r documents) in working on e lec tron ic equipment. W ork invo lves: A fa m ilia r ity withthe in terre la tionsh ips o f c ircu its ; and judgment in determ in ing work sequence and in se lecting too ls and testing instrum ents, usually le s s com plex than those used by the class A technician.

ELECTRONICS TECHNICIAN— Continued

R ece iv es techn ica l guidance, as requ ired , from superv isor o r h igher le v e l technician, and w ork is rev iew ed fo r sp ec ific com pliance with accepted p ractices and work assignm ents. M ay p rovide techn ica l guidance to low er le v e l technicians.

C lass C . A pp lies work ing techn ica l knowledge to p er fo rm sim ple o r routine tasks in working on e lectron ic equipment, fo llow ing deta iled instructions which co ver v ir tu a lly a ll p rocedu res. Work typ ica lly in vo lves such tasks as: A ss is tin g h igh er ’ le v e l technicians byperfo rm in g such a c tiv ities as rep lacing components, w ir in g c ircu its , and taking test readings; repa irin g s im ple e lec tron ic equipment; and using too ls and common test instruments (e .g ., m u ltim eters , audio signal g en era tors , tube te s te rs , o sc illo scop es ). Is not requ ired to be fa m ilia r with the in terre la tionsh ips o f c ircu its . This knowledge, how ever, m ay be acquired through assignm ents designed to in crease com petence (including c lassroom train ing) so that w orker can advance to h igher le v e l technician.

R ece ives techn ica l guidance, as requ ired , from superv isor o r h igher le v e l technician. W ork is typ ica lly spot checked, but is g iven deta iled re v iew when new o r advanced assignments a re involved.

ELECTRONICS TECHNICIAN—-Continued

NURSE, IN D U STR IA L (R eg is te red )

A re g is te red nurse who g ives nursing s e rv ic e under genera l m ed ica l d irection to i l l or in ju red em ployees o r other persons who becom e i l l o r su ffer an accident on the p rem ises o f a fa c to ry o r other estab lishm ent. Duties in vo lve a com bination o f the fo llow in g : G iving f ir s t aidto the i l l o r in jured; attending to subsequent d ress in g o f em p loyees ' in ju ries; keeping records o f patients trea ted ; preparing accident reports fo r com pensation o r other purposes; assisting in physica l exam inations and health evaluations o f applicants and em ployees; and planning and c a r ry ing-out p rogram s invo lv ing health education, accident prevention , evaluation o f plant environm ent, o r other a c tiv it ie s a ffecting the health, w e lfa re , and sa fety o f a ll personnel. Nursing supervisors o r head nurses in establishm ents em ploying m ore than one nurse are excluded.

M AINTENANCE AND POW ERPLANT

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

P e r fo rm s the carpen try duties n ecessa ry to construct and m aintain in good repa ir building woodwork and equipment such as bins, c r ib s , counters, benches, partitions, doors, flo o rs , s ta irs , casings, and tr im m ade o f wood in an establishm ent. Work invo lves m ost o f the fo llow in g : Planning and laying out o f w ork from blueprints, draw ings, m odels , or verba l instructions; using a v a r ie ty o f carpen ter 's handtools, portab le pow er to o ls , and standard m easuring instrum ents; m aking standard shop computations re la ting to dim ensions o f work; and selecting m a te r ia ls n ecessa ry fo r the work. In genera l, the work o f the m aintenance carpen ter requ ires rounded tra in ing and experience usually acqu ired through a fo rm a l apprenticesh ip o r equivalent tra in ing and experience .

E L E C T R IC IA N , M A IN TE N A N C E

P er fo rm s a va r ie ty o f e le c tr ic a l trade functions such as the insta lla tion , m aintenance, or rep a ir o f equipment fo r the generation , d istribution , o r u tiliza tion o f e le c tr ic en ergy in an estab lishm ent. Work in vo lves m ost o f the fo llow in g : Insta lling o r repa irin g any o f a v a r ie ty o f e le c t r ic a l equipment such as genera tors , tran s fo rm ers , sw itchboards, con tro lle rs , c ircu it b rea k e rs , m o to rs , heating units, conduit system s, or other transm iss ion equipment; working from b lueprin ts, draw ings, layouts, o r other specifica tions; locating and diagnosing troub le in the e le c tr ic a l system o r equipment; working standard computations re la ting to load requ irem ents o f w irin g o r e le c tr ic a l equipment; and using a va r ie ty o f e le c tr ic ia n 's handtools and m easuring and testing instrum ents. In gen era l, the work o f the m aintenance e le c tr ic ian requ ires rounded tra in ing and experience usually acqu ired through a fo rm a l apprenticesh ip o r equivalent tra in ing and experience .

ENG INEER , S T A T IO N A R Y

Operates and m aintains and m ay also supervise the operation o f stationary engines and equipment (m echan ical o r e le c tr ic a l) to supply the establishm ent in which em ployed with power, heat, re fr ig e ra tio n , o r a ir-cond ition ing . W ork in vo lves : Operating and m aintain ing equipmentsuch as steam engines, a ir com p resso rs , gen era to rs , m o tors , turbines, ven tila ting and r e f r ig era tin g equipment, steam b o ile rs and b o ile r - fe d w ater pumps; making equipment rep a irs ; and keeping a reco rd o f operation o f m ach inery, tem pera tu re , and fuel consumption. M ay a lso sup e rv is e these operations. Head o r ch ie f engineers in establishm ents em ploying m ore than one engineer a re excluded.

F IR E M A N , S T A T IO N A R Y BO ILER

F ire s stationary b o ile rs to furnish the estab lishm ent in which em ployed with heat, pow er, o r steam . Feeds fuels to f i r e by hand o r operates a m echan ical stoker, gas, o r o il burner; and checks w ater and sa fety va lves . M ay clean, o il, or ass is t in repa irin g bo ile rroom equipment.

H E LP E R , M A IN TE N A N C E TRADES

A ss is ts one o r m ore w orkers in the sk illed m aintenance trades, by perform ing spec ific o r genera l duties o f le s s e r sk ill, such as keeping a w orker supplied with m ater ia ls and tools; cleaning working a rea , m achine, and equipment; assisting journeym an by holding m ateria ls or too ls ; and p erfo rm in g other unskilled tasks as d irected by journeym an. The kind o f work the h e lper is perm itted to p e r fo rm va r ie s from trade to trade: In some trades the helper is confined to supplying, lift in g , and holding m a te r ia ls and too ls , and cleaning work ing areas; and in others he is perm itted to p e r fo rm spec ia lized m achine operations, o r parts o f a trade that a re also p er fo rm ed by w orkers on a fu ll- t im e basis.

M A C H IN E -T O O L O PE R A TO R , TO O LRO O M

Spec ia lizes in the operation o f one o r m ore types o f machine too ls , such as jig bo rers , cy lin d rica l o r surface g r in ders , engine lathes, o r m illin g m achines, in the construction o f m achine-shop too ls , gauges, jig s , fix tu res , or d ies . Work in vo lves m ost o f the fo llow ing: Planning and p erfo rm in g d ifficu lt m achining operations; p rocess in g item s requ irin g com plicated setups or a high d egree o f accuracy; using a v a r ie ty o f p rec is ion m easuring instrum ents; selecting feeds, speeds, too lin g , and operation sequence; and m aking necessa ry adjustments -during operation to ach ieve requ is ite to le ran ces o r d im ensions. May be requ ired to recogn ize when tools need d ress ing , to d ress too ls , and to se lec t p roper coolants and cutting and lubricating o ils . F or cross -in d u stry wage study purposes, m ach ine-too l op era tors , too lroom , in too l and die jobbing shops a re excluded from this c la ss ifica tion .

M AC H IN IST , M A IN TE N A N C E

Produces rep lacem ent parts and new parts in m aking repa irs o f m eta l parts o f m echanical equipment operated in an establishm ent. Work in vo lves m ost o f the fo llow in g : In terpreting w ritten instructions and specifica tions; planning and laying out o f work; using a v a r ie ty o f m ach in ist's


MACHINIST, MAINTENANCE— Continued PAINTER, MAINTENANCE

handtools and p rec is ion m easu ring instrum ents: setting up and operating standard m achine too ls ; shaping o f m eta l parts to c lo se to leran ces ; m aking standard shop computations re la tin g to d im ensions o f w ork , too lin g , feeds , and speeds o f m achining; knowledge o f the work ing p rop erties o f the com m on m eta ls ; se lectin g standard m a ter ia ls , parts , and equipment requ ired fo r his work: and fittin g and assem bling parts into m echan ical equipment. In genera l, the m ach in is t's work n o rm a lly requ ires a rounded tra in ing in m achine-shop p ra c tice usually acqu ired through a fo rm a l apprenticesh ip o r equ ivalent tra in ing, and experience .

M E C H AN IC , A U TO M O T IV E (Maintenance)

R epa irs autom obiles, buses, m otortrucks, and tra c to rs o f an estab lishm ent. Work in vo lv es m o s to f th e fo l lo w in g : Exam ining autom otive equipment to diagnose source o f trouble; d is assem bling equipment and p erfo rm in g rep a irs that in vo lve the use o f such handtools as wrenches, gauges, d r i l ls , o r sp ec ia lized equipment in d isassem b ling o r fittin g parts ; rep lacing broken or de fec tive parts from stock; grinding and adjusting va lves ; reassem b ling and insta lling the various assem b lies in the veh ic le and m aking necessa ry adjustments; and aligning w hee ls , adjusting brakes and ligh ts, o r tightening body bolts. In gen era l, the w ork o f the autom otive m echanic requ ires rounded tra in ing and experience usually acqu ired through a fo rm a l apprenticesh ip o r equivalent tra in ing and experien ce .

Th is c la ss ifica tion does not include m echan ics who rep a ir cu stom ers ' veh ic les in autom ob ile rep a ir shops.

M E C H AN IC , M A IN TE N A N C E

R epa irs m ach inery o r m echan ica l equipment o f an establishm ent. W ork in vo lves m ost o f the fo llow ing: Exam ining m achines and m echan ical equipment to diagnose source o f trouble;dism antling o r pa rtly dism antling m achines and p erfo rm in g repa irs that m a in ly in vo lve the use o f handtools in scraping and fittin g parts; rep lacing broken o r d e fective parts with item s obtained from stock; o rd er in g the production o f a rep lacem ent part by a machine shop o r sending o f the m achine to a m achine shop fo r m a jo r rep a irs ; p reparing w ritten specifications fo r m a jo r repa irs o r fo r the production o f parts o rd ered from m achine shop; reassem b ling m achines; and making a ll n ecessa ry adjustments fo r operation . In genera l, the work o f a maintenance m echanic requ ires rounded tra in ing and experien ce usually acqu ired through a fo rm a l apprenticeship o r equivalent tra in ing and experien ce . Excluded from this c la ss ifica tion a re w orkers whose p r im a ry duties in vo lve setting up o r adjusting m achines.

M ILLW R IG H T

Insta lls new m achines o r heavy equipment, and dism antles and insta lls m achines o r heavy equipment when changes in the plant layout a re requ ired . Work in vo lves m ost o f the fo llow in g : P lanning and laying out o f the work; in terp retin g blueprints o r other specifications; using a va r ie ty o f handtools and rigg in g ; m aking standard shop computations re la tin g to s tre sses , strength o f m a te r ia ls , and cen ters o f g ra v ity ; align ing and balancing o f equipment; se lectin g standard too ls , equipment, and parts to be used; and insta lling and m aintain ing in good ord er power transm iss ion equipment such as d r ives and speed reducers . In genera l, the m illw r igh t 's w ork norm ally requ ires a rounded tra in ing and experience in the trade acqu ired through a fo rm a l apprenticesh ip o r equ ivalent tra in ing and experience .

Paints and redecora tes w alls , woodwork, and fix tu res o f an estab lishm ent. Work involves the fo llow in g : Know ledge o f surface pecu lia r ities and types o f paint requ ired fo r d iffe ren t applications; preparing surface fo r painting by rem oving o ld fin ish o r by p lacing putty o r f i l l e r in nail holes and in te rs tices ; and applying paint with spray gun o r brush. M ay m ix co lo rs , o ils , white lead, and other paint ingred ien ts to obtain p roper co lo r o r consistency. In genera l, the work o f the m aintenance painter requ ires rounded tra in ing and experien ce usually acqu ired through a fo rm al apprenticesh ip o r equivalent tra in ing and experience .

P IP E F IT T E R , M A IN TE N A N C E

Insta lls o r repa irs w ater, steam , gas, o r other types o f pipe and p ipefittings in an establishm ent. W ork in vo lves m ost o f the fo llow in g : Laying out o f w ork and m easuring to locate position o f pipe from drawings o r other w ritten spec ifica tions ; cutting various s izes o f pipe to c o r re c t lengths with ch ise l and ham m er o r oxyacety lene to rch o r p ipe-cu tting m ach ines; threading pipe with stocks and d ies; bending pipe by hand-driven o r p ow er-d r iv en m achines; assem bling pipe with couplings and fastening pipe to hangers; m aking standard shop computations re la ting to p ressu res , flow , and s ize o f pipe requ ired ; and m aking standard tests to determ ine whether fin ished pipes m eet spec ifica tions . In genera l, the w ork o f the m aintenance p ip e fitte r requ ires rounded tra in ing and experience usually acqu ired through a fo rm a l apprenticesh ip o r equivalent tra in ing and experien ce . W orkers p r im a r ily engaged in insta lling and repa irin g building sanitation o r heating system s a re excluded .

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

Fab rica tes , in sta lls , and maintains in good repa ir the sheet-m eta l equipment and fixtu res (such as m achine guards, g rease pans, shelves, lo ck e rs , tanks, ven tila to rs , chutes, ducts, m eta l roo fin g ) o f an establishm ent. W ork in vo lves m ost o f the fo llow in g : P lanning and laying out a ll types o f sheet-m eta l m aintenance w ork from blueprints, m odels , o r other specifica tions; setting up and operating a ll a va ilab le types o f sheet-m eta l working m achines; using a va r ie ty o f handtools in cutting, bending, fo rm in g , shaping, fittin g , and assem bling; and insta lling sheet-m eta l a rtic les as requ ired . In genera l, the w ork o f the m aintenance sheet-m eta l w orker requ ires rounded t r a in in g a n d e x p e r i e n c e u s u a l ly a c q u i r e d t h r o u g h a f o r m a l a p p r e n t ic e s h ip o r e q u iv a le n t t r a in in g and experience .

TO O L AND DIE M AK E R

Constructs and rep a irs m achine-shop too ls , gauges, j ig s , fix tu res or d ies fo r forg in gs , punching, and other m e ta l- fo rm in g w ork. Work in vo lves m ost o f the fo llow in g : Planning andlaying out o f w ork from m odels , b lueprints, d raw ings, o r other o ra l and w ritten specifications; using a v a r ie ty o f too l an^ d ie m ak er 's handtools and p rec is ion m easuring instrum ents; understanding o f the work ing p roperties o f common m eta ls and a lloys ; setting up and operating o f m achine too ls and re la ted equipment; making necessa ry shop computations re la tin g to dimensions o f work, speeds, feeds, and tooling o f m ach ines; h ea t-trea tin g o f m eta l parts during fabrication as w e ll as o f fin ished too ls and d ies to ach ieve requ ired qualities ; w ork ing to c lo se to lerances; fittin g and assem bling o f parts to p resc r ib ed to lerances and a llow ances; and selectin g appropriate m a te r ia ls , too ls , and p ro cesses . In genera l, the too l and d ie m ak er 's work requ ires a rounded tra in ing in m ach ine-shop and too lroom prac tice usually acqu ired through a fo rm a l apprenticeship o r equ ivalent tra in ing and experience .

F o r cross -in d u stry wage study purposes, to o l and die m akers in too l and d ie jobbing shops are excluded from this c la ss ifica tion .

CU STO D IA L AND M ATERIAL M OVEMENT

GUARD AN D W ATCH M EN

Guard. P e r fo rm s routine p o lice duties, e ith er at fix ed post or on tour, m aintaining o rd e r, using~~arms o r fo rc e w here n ecessa ry . Includes gatem en who are stationed at gate and check on iden tity o f em ployees and other persons en terin g .

Watchman. Makes rounds o f p rem ises p e r iod ica lly in protecting p rop erty against f ir e , theft, and il le g a l en try.

JAN ITO R , PO R T E R , OR C LE A N E R

Cleans and keeps in an o rd e r ly condition fa c to ry working areas and w ashroom s, or p rem ises o f an o ff ic e , apartm ent house, o r com m erc ia l o r other establishm ent. Duties in vo lve a com bination o f the fo llow in g : Sweeping, mopping o r scrubbing, and polish ing f lo o rs ; rem oving chips, trash , and other re fu se; dusting equipment, fu rn itu re, o r fix tu res; polish ing m eta l f ix tu res o r tr im m in gs ; p rovid ing supplies and m inor m aintenance s e rv ic es ; and cleaning la va to r ie s , show ers, and res troom s. W orkers who sp ec ia lize in w indow washing are excluded .

LA B O R E R , M A T E R IA L H AN D LIN G

A w orker em ployed in a warehouse, manufacturing plant, s to re , o r other establishm ent whose duties in vo lve one o r m ore o f the fo llow in g : Loading and unloading various m a ter ia ls and m erchandise on o r from fre igh t ca rs , trucks, o r other transporting d ev ices ; unpacking, shelving, o r p lacing m a ter ia ls o r m erchand ise in p roper storage location; and transporting m ater ia ls o r m erchandise by handtruck, ca r, o r w heelbarrow . Longshorem en, who load and unload ships a re excluded.

ORDER F IL L E R

F ills shipping o r tran s fe r o rd e rs fo r fin ished goods from stored m erchand ise in accord ance with specifica tions on sa les s lip s , cu stom ers ' o rd e rs , o r other instructions. M ay, in addition to f i l l in g o rd ers and indicating item s f i l le d o r om itted , keep reco rds o f outgoing o rd e rs , requ isition additional stock o r rep o rt short supplies to su perv isor, and p e r fo rm other re la ted duties.


P rep a res fin ished products fo r shipment o r storage by placing them in shipping conta in ers , the sp ec ific operations p erfo rm ed being dependent upon the type, s ize , and number o f units to be packed, the type o f container em ployed, and method o f shipment. Work requ ires the p lacing o f item s in shipping containers and m ay in vo lve one or m ore o f the fo llow in g ; Know ledge o f various item s o f stock in o rd er to v e r ify content; se lection o f appropriate type and s ize o f container; inserting enclosures in container; using e x c e ls io r o r other m a te r ia l to preven t breakage o r damage; c los ing and sealing container; and applying labels or entering iden tify ing data on container. Packers who also make wooden boxes o r cra tes are excluded.

SH IPP IN G AND RE C E IV IN G C LE R K

P rep a res m erchandise fo r shipment, o r re ce iv es and is responsib le fo r incom ing shipments o f m erchandise o r other m a ter ia ls . Shipping work in vo lv e s : A knowledge o f shipping p ro cedures, p rac tices , rou tes, ava ilab le means o f transportation , and rates; and p reparing records o f the goods shipped, making up b ills o f lading, posting weight and shipping charges, and keeping a f i le o f shipping reco rd s . May d ire c t o r ass is t in p reparing the m erchandise fo r shipment. R ece iv in g work in vo lv e s : V er ify in g o r d irectin g others in v e r ify in g the correc tn ess o f shipments against b ills o f lading, in vo ices , o r other records ; checking fo r shortages and re jec tin g dam aged goods; routing m erchandise or m a ter ia ls to p roper departm ents; and m aintaining n ecessa ry records and fi le s .

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

R ece iv in g clerk*’Shipping c le rkShipping and rece iv in g c le rk

TRU C KD RIVER

D rives a truck w ithin a c ity o r industria l a rea to transport m a ter ia ls , m erchandise, equipment, o r men between various types o f establishm ents such as: Manufacturing plants, fre igh t depots, warehouses, w holesale and re ta il estab lishm ents, o r between re ta il establishm ents and cu stom ers ' houses o r p laces o f business. May a lso load o r unload truck with o r without h elpers, make m inor m echanical rep a irs , and keep truck in good working o rd er. D riv e r -sa le sm en and o ve r-th e -roa d d r iv e rs a re excluded.

PACKER, SHIPPING

F o r wage study purposes, tru ckd rive rs are c la ss ified by s ize and type o f equipment, as fo llow s : (T r a c to r - t r a i le r should be rated on the basis o f tr a ile r capacity .)

T ru ck d rive r (com bination o f s izes listed separate ly )T ru ck d rive r , ligh t (under IV2 tons)T ru ck d rive r , m edium (IV 2 to and including 4 tons)T ru ck d riv e r , heavy (o ve r 4 tons, t r a i le r type)T ru ck d riv e r , heavy (o ve r 4 tons, other than t r a ile r type)

TRUCKDRIVER— Continued

TRU C KER , POW ER

Operates a manually con tro lled gasoline- o r e lec tric -pow ered truck or trac to r to transport goods and m ater ia ls o f a ll kinds about a warehouse, manufacturing plant, o r other establishm ent.

F o r wage study purposes, w orkers are c la ss ified by type o f truck, as fo llow s:

T ru cker, pow er (fo rk lift )T ru cker, power (other than fo rk lift )

WAREHOUSEMAN

As d irected , per fo rm s a va r ie ty o f warehousing duties which requ ire an understanding o f the estab lishm ent's storage plan. Work in vo lves m ost o f the fo llow in g : V erify in g m ateria ls(o r m erchand ise) against re ce iv in g documents, noting and reporting d iscrepancies and obvious dam ages; routing m a ter ia ls to p rescr ib ed storage locations; storing, stacking, or palletiz ing m a ter ia ls in accordance with p rescr ib ed storage methods; rearrang ing and taking inventory o f stored m a ter ia ls ; exam ining stored m a ter ia ls and reportin g deterio ra tion and damage; rem oving m a ter ia l from storage and p reparing it fo r shipment. May operate hand o r power trucks in p erfo rm ing warehousing duties.

Exclude w orkers whose p r im a ry 'duties invo lve shipping and rece iv in g work (see shipping and rece iv in g c le rk and packer, shipping), o rd er fillin g (see o rd er f i l le r ) , or operating power trucks (see tru cker, pow er).

Arco Wage Surveys bulletins will be issued once every 3 years. These bulletins will contain information on establishment practices and supplementary benefits as well as earnings. In the interim years, supplements containing data on earnings only will be issued at no additional costs to holders of the Area Wage bulletin. If you wish to receive these supplements, please complete the coupons below and mail to any of the BLS regional addresses listed on the back cover of this publication. No further action on your part is necessary. Each year, you will receive the supplement when it is published.

| Please send me a copy of Supplement I to BLS Bulletin

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TIj Please send me a copy of Supplement 11 to BLS Bulletin 11 Name

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Available On RequestThe fo llow ing a rea s a re su rveyed p e r iod ica lly for use in adm in istering the Serv ice Contract A ct of 1965. Copies of public re le a se s a re or w ill be

ava ilab le at no cost w h ile supplies last fro m any of the B LS reg ion a l o ffices shown on the back cover.

A b ilen e , T ex .A lam ogord o—L as C ru c es , N . M ex.A la sk a A lbany , Ga.A le x an d ria , L a .Atlantic C ity , N .J .Augusta , Ga.—S .C .Baton R ouge, L a .B illin g s , Mont.B rem erto n , W ash .B r id gep o rt, N o rw a lk , and S tam ford , Conn. B runsw ick , Ga.Cape Cod, M a s s .

•Cedar R ap ids, Iowa Cham paign—U rbana , 111.C harleston , S .C .Cheyenne, W yo.C la rk sv ille , Term ., and H opk in sv ille , Ky. C olorado S p rin gs, Colo.C o lu m b ia , S .C .C olum bu s , Ga .—A la .C o lum bus, M is s .Corpus C h r isti, T ex .Dothan, A la .Duluth—S u p e rio r , M inn.—W is .Fay ettev ille , N .C .F itchburg—L eo m in ste r , M ass .F o rt Sm ith, A rk .—Okla.F red e ric k —H ager stown—C ham ber sburg—

M artin sbu rg , M d.—P a .—W . V a .F re sn o , C a lif.Gadsden—Anniston, A la .G o ld sbo ro , N .C .G rand F o rk s , N . Dak.

G rand Islandr-H astings, N eb r .G reat F a l ls , Mont.L a red o , Tex .L as V e g a s , N ev .Logansport—P e ru , Ind.L o w e r E aste rn Shore , M d .—V a .- D e l.M cA llen —P h a r r—Edinburg and B ro w n sv ille—

H arlingen—San Benito, Tex .M acon , G a.M arquette , E scan aba , and Sault Ste. M a r ie , M ich . M erid ian , M is s .M id d le sex , Monm outh, Ocean, and

Som erset C o s ., N .J .M o b ile , A la . , and Pen saco la , F la .N ew Bern r-Jacksonville , N .C .N orw ich—G roton^New London, Conn.Oxnard—Sim i V a lley—Ven tura , C a lif .Panam a C ity , F la .Pine B lu ff, A rk .Reno, N ev .Sa lin a , K an s .Sacram ento, C a lif .San A n ge lo , Tex .Santa B a rb a ra —Santa M ar ia—

Lom poc, C a lif.Se lm a, A la .Sherm an—D enison , Tex.Shreveport, L a .Springfie ld—Chicopee—H olyoke , M as s .—Conn. T acom a, W ash.Tucson , A r iz .V a lle jo -F a ir f ie ld —N apa , C a lif.W aco and K illeen—T e m p le , Tex.W ilm ington, D el.—N .J .—M d.

R eports for the fo llow ing su rveys conducted in the p r io r year but since discontinued a re a lso ava ilab le :

A m a r il lo , Tex.B a k e rs fie ld , C a lif .B ilo x i—Gulfport—Pascagou la , M is s .C ran e , Ind.E l P a so , T ex .Eugene—S pring fie ld , O reg .F argo—M oorhead , N . Dak.—Minn. G reen sbo ro—W inston Salem —H igh Point, N .C . H a r r is b u rg , Pa .K n oxv ille , Tenn.

M elbourne—T itu sv ille—Cocoa , F la . (B re v a rd C o .)* M ontgom ery, A la .N ash v ille , Tenn.N ortheastern M aine Ogden, Utah O rlando , F la .Portsm outh , N .H .—M aine—M a s s .Pueb lo , Colo.Topeka, Kans.Yum a, A r iz .

* Expanded to an a rea w age su rvey in f is c a l y ea r 1974. See inside back cover.

The fourteenth annual rep o rt on s a la r ie s for accountants, aud itors, ch ie f accountants, attorneys, job ana lysts , d irec to rs of p erson n el, bu y e rs , chem ists, eng ineers,engineering techn icians, d ra ftsm en , and c le r ic a l em ployees. O rd e r as B L S Bu lletin 1804, National Survey of P ro fe ss io n a l, A d m in is tra tive , Techn ica l, andC le r ic a l P ay , M arch 1973, $1.05'"a copy, fro m any of the B L S reg ion a l sa les o ffices shown on the back co ve r, or fro m the Superintendent o f Docum ents, U .S . Governm ent Prin ting O ffic e , W ashington , D .C ., 20402. it U. S. G O V E R N M E N T PR IN T IN G O FF IC E : 1974-640-115/IS


Area Wage SurveysA lis t of the latest availab le bulletins or bulletin supplem ents is p resented be low . A d irecto ry of a rea w age studies including m ore lim ited studies

conducted at the request of the Em ploym ent Standards Adm inistration of the Departm ent of L ab o r is availab le on request. Bu lletins m ay be purchased from any of the B L S reg ion a l o ffices shown on the back cover, or from the Superintendent of Docum ents, U .S. Governm ent Printing O ffice , W ashington, D .G ., 20402. Bu lletin supplem ents m ay be obtained, without cost, only from B L S regional o ffices.

A re a Bulletin num ber and p rice A re a Bulletin num ber

and p rice

Akron, Ohio, Dec. 1973 1 ................ ._ .. ........ _.. 1795-10,

1775-90,Suppl.

B a ltim ore , Md , Aug. 1973 ....... ............... Suppl,.. ... 1775-82,

1795 -1 , '

Rnffalo' N Y Oct 10 73 _ ..............______ Suppl.

........... 1775-73,_____ _ _ Suppl. F ree

__ 1775-88,.......... 17 9 5 -lb ,

_ Suppl. F ree

Davenport—Rock Island—M oline, Iowa—111., F eb . 1974 1 1795-14,

_ 1775-72,.. .. 1775-89 '

_ 1795-9, 'F o rt Lau derda le—Hollywood and W est P a lm

___ ____ Suppl. F ree... . . Suppl._ __ Suppl. F re e

......... 1775-71,______ 1795-13’

............ 1795-12, 65 cents

. . . . . . . 1 7 9 5 -8 , '......... 1 79 5-4 '

. 1775-93,.... .. Suppl.

__ Suppl. F reeLos Angeles—Long B each and Anaheim —Santa Ana—

........ Suppl. F ree

....... . Suppl.M elbourne—T itu sv ille—Cocoa. F la .. Aug. 1973 1 _ ____ - 1795-2. 55 cents

M em ph is, T.enn.—A rk ., Nov. 1973 1 _____ _____ _________ ______M iam i, F la ., Nov. 1973__________________________________________M idland and O dessa , T ex ., Jan. 1974________________________M ilw aukee, W is . , M ay 1973___ ___ _____ _____ _____ ________ __M inneapolis—St. P au l, M inn., Jan. 1974_____________________M uskegon—M uskegon H eights, M ich ., June 1973___________N ew ark and J ersey City, N .J ., Jan. 1974___________________N ew Haven, Conn., Jan. 1974_______ _______________________.N ew O rlean s , L a . , Jan. 1974 1 _________________________________N ew Y o rk , N .Y ., A p r. 1973_____________________________________N orfo lk—V irg in ia Beach—Portsm outh and

Newport N ew s—Hampton, V a . , Jan. 1974__________________Oklahom a C ity, O k la ., July 1973______________________________Om aha, N e b r .—Iowa, Sept. 1973________________________________Paterson—Clifton—P a ss a ic , N .J ., June 1973 ________________Ph iladelph ia , P a .—N .J ., Nov. 197 3 1__________________________Phoenix, A r i z . , June 1973_______________________________________P ittsburgh , P a ., Jan. 1973 1 ______________ _____________________Portland , M aine, Nov. 1973 1___________________________________Portland , O reg .—W ash ., M ay 1973 ____________________________Poughkeepsie—Kingston—New burgh , N .Y ., June 1973______Prov idence—W arw ick —Pawtucket, R .I.—M a s s . ,

R ale igh , N .C ., Dec. 1973 1 ______________________________________Richm ond, V a ., M ar . 1973___________ __________________________R ivers id e—San B ernard ino—Ontario, C a lif ., Dec. 1973 ___R ockford , 111., June 1973 ________________________________________St. L ou is , M o.—111., M ar . 1974_______________ —...... .......____.Salt Lake City, Utah, Nov. 1973____ _________________________San Antonio, T e x ., M ay 1973_____ _____________________________San D iego, C a lif . , Nov. 1973____________________________________San F ran c isco — Oakland, C a lif ., M ar . 1974__________________San Jose, C a lif ., M ar . 1974_________ ____________________________Savannah, G a ., M ay 1974________________________________________Scranton, P a ., July 1973 1_______________________________________Seattle—E verett, W ash ., Jan. 1974 1 __________________________Sioux F a lls , S. Dak., Dec. 1973________ _______________________South Bend, Ind., M ar . 1974 1 ______________________ ____________Spokane, W ash ., June 1973__________ ___________________________Tam pa—St. P e te rsb u rg , F la ., Aug. 1973_____________________Toledo, Ohio—M ich ., A p r. 1974___________________ _____________Trenton , N .J ., Sept. 1973_______________ ________________________W ashington , D .C .—M d.—V a . , M ar . 1973______________________W aterbu ry , Conn., M ar. 1974__________________________________W aterlo o , Iow a, Nov. 1973 1 ____________________________________W ichita, K ans., A p r. 1974 1____________________ ________________W o rc e ste r , M a s s ., M ay 1974________ __________________________Y o rk , P a ., F eb . 1974_____________________________________________Youngstown—W arren , Ohio, Nov. 1973____ ____________________

1795-11,Suppl.Suppl.1775-83,Suppl.1775-91,Suppl.Suppl.1795-15,1775-94,

Suppl.Suppl.Suppl.1775-92,1795-19,1775-96,1775-67,1795-6,1775-87,1775-85,

1775-84,1795-7,1775-68,Suppl.1775-80,Suppl.Suppl.1775-78,Suppl.Suppl.Suppl.Suppl.1795-3,1795-17,Suppl.1795-18,1775-95,Suppl.Suppl.Suppl.1775-75,Suppl.1795-5,1795-20,Suppl.Suppl.Suppl.

65 cents F ree F ree 40 cents F ree 50 cents F ree F ree 70 cents 50 cents

F ree F ree F ree 55 cents 85 cents 50 cents 75 cents 65 cents 35 cents 35 cents

35 cents 65 cents 40 cents F ree 35 cents F ree F ree 35 cents F ree F ree F ree F ree 55 cents 65 cents F ree 65 cents 50 cents F ree F ree F ree 50 cents F ree 60 cents 65 cents F ree F ree F ree

1 Data on establishment practices and supplementary wage provisions are also presented.Digitized for FRASER http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis

U.S. DEPARTMENT OF LABORBUREAU OF LABOR STATISTICS WASHINGTON, D C. 20212

OFFICIAL BUSINESS PENALTY FOR PRIVATE USE $300

POSTAGE AND FEES PAID U.S. DEPARTM ENT OF LABOR

L A B 441

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