bls_2050-39_1979.pdf

/. 3 .-3 :

Area ^ 5 7~3 Chattanooga, Tennessee- Wage Georgia, Metropolitan AreaSurvey September 1979

Sequatchie

Hamilton

U.S. Department of Labor Bureau of Labor Statistics

Bulletin 2050-39

Marion I

I ,4 / f"1 \

| Tennesseer Chattanooga \

Walker

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

Preface

This bulletin provides resu lts o f a Septem ber 1979 survey o f occupational earnings in the Chattanooga, T ennessee—G eorg ia , Standard M etropolitan Statistical A rea. The survey was made as part o f the Bureau o f Labor Statistics* annual area wage survey p rogram . It was conducted by the B ureau 's regional o ffice in Atlanta, Ga., under the general d irection of Jerry G. A dam s, A ssistant Regional C om m ission er for O perations. The survey could not have been accom plish ed without the cooperation o f the many firm s whose wage and sa lary data provided the basis for the statistica l in form ation in this bulletin . The Bureau w ishes to express sincere appreciation for the cooperation rece iv ed .

M aterial in this publication is in the public dom ain and may be reproduced without p erm ission o f the F edera l G overnm ent. P lease cred it the Bureau o f Labor Statistics and cite the name and number o f this publication.

Note:A lso available for the Chattanooga area are listings o f union wage

rates for building trades, printing trades, lo ca l-tra n s it operating em p loyees , loca l tru ck drivers and h e lp ers , and g ro ce ry store em p loyees . F ree copies o f these are available fro m the B ureau 's region al o f f ic e s . (See back cover for a d d resses .)


AreaWageSurveyU.S. Department of Labor Ray Marshall, Secretary

Bureau of Labor Statistics Janet L. Norwood, Commissioner

November 1979

Bulletin 2050 -39

For sale by the Superintendent of Documents. US Government Printing Office. Washington D C 20402. GPO Bookstores, or BLS Regional Offices listed on back cover Price $1 50 Make checks payable to Superintendent of Documents

Chattanooga, Tennessee- Georgia, Metropolitan Area September 1979

Contents Page Page

Introduction__ 2 Appendix A. Scope and method of survey________ 14Appendix B. Occupational descriptions___________17

Tables:

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

and technical w ork ers_________________ 5A -3. Average weekly earnings of

office, professional, andtechnical workers, by sex_____________ 6

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

A -5. Hourly earnings of materialmovement and custodial w o rk e rs_____ 8

A -6. Average hourly earnings ofmaintenance, toolroom , pow erplant, m aterial movement, andcustodial w orkers, by s e x ____________ 9

A -7. Percent increases in average hourly earnings for selectedoccupational groups____________________ 10

A -8. Average pay relationships within establishmentsfor w hite-collar w orkers_______________ 11

A -9. Average pay relationships within establishmentsfor blue-collar w ork ers________________ 12


Introduction

This area is 1 o f 72 in w hich the U.S. Departm ent of L a b or 's Bureau o f L abor Statistics conducts surveys of occupational earnings and related benefits. (See lis t of areas on inside back co v e r .) In each area, earnings data fo r se le cted occupations (A -s e r ie s tab les) are co llected annually. Inform ation on establishm ent p ra ctices and supplem entary wage benefits (B -s e r ie s tab les) is obtained every third year. This report has no B -s e r ie s tables.

Each year after a ll individual area wage surveys have been c o m pleted, two sum m ary bulletins are issued . The fir s t brings together data fo r each m etropolitan area surveyed; the secon d presents national and regional estim ates , p ro je cted fro m individual m etropolitan area data, fo r a ll Standard M etropolitan Statistica l A reas in the United States, excluding Alaska and Hawaii.

A m a jor con sideration in the area wage survey program is the need to d escr ib e the leve l and m ovem ent o f wages in a varie ty of labor m arkets, through the analysis o f (1) the leve l and d istribution o f wages by occupation , and (2) the m ovem ent of w ages by occupational ca teg ory and sk ill level. The program develops in form ation that m ay be used for many p u rposes, including wage and sa lary adm inistration , c o lle c t iv e bargaining, and assista n ce in determ ining plant location . Survey resu lts a lso are used by the U.S. D epartment o f L abor to make wage determ inations under the S erv ice Contract A ct of 1965.

A -s e r ie s tables

T ab les A - l through A -6 provide estim ates o f stra ight-tim e w eekly or hourly earnings fo r w ork ers in occupations com m on to a varie ty of

m anufacturing and nonmanufacturing in du stries . The occupations are defined in Appendix B. F or the 31 la rgest su rvey a rea s , tables A - 10 through A - 15 provide sim ilar data for establishm ents em ploying 500 w ork ers or m ore .

Table A -7 provides percent changes in average hourly earnings of o ffice c le r ica l w ork ers, e le ctron ic data p rocessin g w ork ers , industrial n urses, skilled maintenance trades w o rk e rs , and unskilled plant w ork ers. W here possib le , data are presented fo r a ll industries and fo r m anufacturing and nonmanufacturing separately. Data are not presented fo r skilled m aintenance w orkers in nonm anufacturing becau se the num ber o f w ork ers em ployed in this occupational group in nonm anufacturing is too sm all to w arrant separate presentation. This table provides a m easu re o f wage trends after elim ination of changes in average earnings caused by em p loy ment shifts among establishm ents as w ell as turnover o f establishm ents included in survey sam ples. F or further deta ils , see appendix A.

Tables A -8 and A -9 provide for the fir s t tim e m easu res o f average pay relationships within establishm ents. T h ese m easu res m ay d iffer c o n siderably from the pay relationships of ov era ll averages published in tables A - l through A -6 . See appendix A for details .

Appendixes

Appendix A d escr ibes the m ethods and concepts used in the area wage su rvey program and provides in form ation on the scope o f the survey.

Appendix B provides job descr ip tion s used by Bureau fie ld r e presentatives to c la ss ify w orkers by occupation .

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

E arn in gs

Table A-1. Weekly earnings of office workers, Chattanooga, Tenn.—Ga., September 1979

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

ofworkers

Average w eekly hours 1

(standard)

W eekly earnings 1 (standard) NUMBER OF WORKERS RECEIVING STRAIGHT -TIME WEEKLY EARNINGS ( IN DOLLARS) OF —

M ean ^ M edian ^ M iddle range 2

100ANO

UNDER110

110

120

120

130

130

1 AO

1 AO

150

150

160

160

170

170

180

1 80

190

190

200

200

2 10

2 10

2 20

220

2A0

2 AO

2 6 0

260

2 80

280

300

300

320

320

3A0

3A0

360

360

3 80

380

AOO

SECRETARIES................................................................... A A 3 3 9 . 0 * 2 0 5 . 5 0 * 2 0 0 . 0 0 * 1 7 A . 5 0 - $ 2 2 6 . 5 0 2 2 15 19 15 33 A7 A7 AO AO 39 70 27 16 10 10 3 3 A 1MANUFACTURING..................................................... 2 76 3 9 . 5 2 1 1 . 0 0 2 0 7 . 0 0 1 7 8 . 5 0 - 2 3 0 . 0 0 - - - 1 10 8 25 3 A 2A 17 32 2A 48 17 10 9 10 3 3 1NONMANUFACTURING............................................ 167 3 8 . 5 1 9 6 . 0 0 1 9 A . 0 0 1 6 8 . 0 0 - 2 2 0 . 5 0 2 2 1A 9 7 8 13 23 23 8 15 22 10 6 1 - - 3 1

SECRETARIES. CLASS A.................................... A3 3 9 . 5 2 1 5 . 5 0 2 1 0 . 5 0 1 9 9 . 0 0 - 2 2 8 . 0 0 - 2 - - - - 1 1 - 8 4 12 6 1 7 1 - - - - -

SECRETARIES. CLASS B .................................... 93 3 9 . 0 2 2 9 . 5 0 2 1 8 . 5 0 1 9 A . 0 0 - 2 5 9 . 0 0 _ _ _ _ 5 1 1 4 3 1A 13 9 12 8 6 5 8 1 i 1 1MANUFACTURING..................................................... 62 3 9 . 5 2 3 5 . 5 0 2 1 8 . 5 0 2 0 0 . 0 0 - 2 8 2 . 5 0 - - - A - 1 i - 8 13 6 7 3 3 5 8 1 - 1 1NONMANUFACTURING............................................ 31 3 8 . 0 2 1 7 . 5 0 2 1 3 . 0 0 1 9 1 . 0 0 - 2 A 3 . 5 0 - - 1 1 - 3 3 6 - 3 5 5 3 - - - 1 - -

SECRETARIES. CLASS C .................................... 87 3 9 . 0 2 1 7 . 0 0 2 0 8 . 0 0 1 8 6 . 5 0 - 2 A 0 . 0 0 _ - - 2 1 4 - 5 22 3 7 4 16 12 2 3 2 2 _ 2 _MANUFACTURING..................................................... 71 3 9 . 0 2 2 A . 5 0 2 2 1 . 0 0 1 8 6 . 5 0 - 2 4 4 . 0 0 ~ - - - 3 - 3 18 1 5 3 15 12 2 3 2 2 - 2 -

SECRETARIES. CLASS 0 .................................... 1A2 3 9 . 0 1 9 3 . 5 0 1 8 5 . 0 0 1 6 A . 0 0 - 2 2 1 . 5 0 _ _ 2 9 8 3 19 22 12 8 13 9 27 5 i 1 _ _ 2 i _MANUF ACTURING..................................................... 82 AO . 0 1 9 3 . 5 0 1 8 3 . 5 0 1 6 6 . 0 0 - 2 1 8 . 0 0 - - - 2 - 19 18 4 4 12 3 16 2 1 1 - - - - -NONMANUFACTURING............................................ 60 3 7 . 5 1 9 3 . 0 0 1 8 9 . 0 0 1 A 7 . 5 0 - 2 2 3 . 5 0 - - 2 9 6 3 - 4 8 A 1 6 11 3 - - - - 2 1 -

SECRET ARIES. CLASS E .................................... 73 3 9 . 5 1 7 8 . 5 0 1 7 A . 0 0 1 6 1 . 0 0 - 1 9 A . 5 0 - _ _ 4 5 7 11 15 10 6 3 4 8 _ - - - - - - -MANUFACTURING..................................................... 39 3 9 . 0 1 7 9 . 5 0 1 7 A . 0 0 1 5 8 . 5 0 - 2 0 2 . 5 0 - - 1 A 5 5 11 2 2 3 6 - - -

STENOGRAPHERS.............................................................. 95 3 8 . 5 1 9 7 . 0 0 1 7 8 . 5 0 1 5 3 . 0 0 - 2 1 3 . 5 0 _ _ _ 7 15 6 1 A 8 4 5 3 11 3 2 7 3 3 _ 4 - _MANUF ACTURING..................................................... 39 3 9 . 5 2 0 2 . 5 0 2 1 0 . 0 0 1 5 8 . 0 0 - 2 2 2 . 0 0 - - - - 9 1 3 2 2 “ 1 10 3 2 3 2 1 ~ - -

STENOGRAPHERS. SEN IOR................................. 7 A 3 8 . 0 1 8 A . 0 0 1 6 8 . 0 0 1 A 9 . 5 0 — 2 1 0 . 0 0 _ _ _ 7 15 5 11 6 3 5 1 9 3 2 3 3 1 _ _ _ _MANUF ACTURING..................................................... 35 3 9 . 5 2 0 A . 0 0 2 1 0 . 0 0 1 5 6 . 5 0 - 2 2 5 . 0 0 - - ~ - 9 - 3 2 1 - - 9 3 2 3 2 1 - -

T Y P I S T S ............................................................................... 123 3 8 . 0 1 A 7 . 5 0 1 AA.OO 1 2 3 . 0 0 - 1 6 0 . 5 0 2 19 2 A 9 17 21 12 8 - 6 - - 3 1 - _ _ - i _ -MANUFACTURING..................................................... AA 3 9 . 5 1 5 9 . 0 0 1 5 5 . 0 0 1 A 8 . 0 0 - 16 A •00 - - - - 12 19 9 1 - - 3 - - - - - -

NONMANUFACTURING............................................ 25 3 8 . 5 1 6 6 . 5 0 1 7 8 . 0 0 1 A 2 . 5 0 - 1 7 9 . 5 0 - - 2 3 3 1 3 7 - 6 - - - - - - - - - - -

T Y P I S T S . CLASS B................................................ 9 A 3 8 . 0 1 A 2 . 0 0 1 3 6 . 0 0 1 2 2 . 0 0 - 1 5 5 . 0 0 2 19 22 6 13 19 8 - _ _ _ _ 3 1 _ _ _ _ i _ _MANUFACTURING..................................................... AO 3 9 . 5 1 5 9 . 0 0 1 5 5 . 0 0 1 A 8 . 0 0 - 1 6 A . 0 0 ~ - - 11 18 8 - - - 3 - - - - - - -

FIL E CLERKS................................................................... 156 3 8 . 0 1 2 6 . 5 0 1 1 9 . 5 0 1 1 5 . 0 0 - 1 3 0 . 0 0 3 A 50 26 2A 6 4 3 3 2 1 2 1 _ _ _ - _ - - - -NONMANUFACTURING............................................ 139 3 7 . 5 1 2 A . 5 0 1 1 8 . 5 0 1 1 2 . 5 0 - 1 2 9 . 0 0 3A 50 21 15 5 A 3 3 2 1 1 - - - “ - - -

FILE CLERKS. CLASS C .................................... A8 3 9 . 5 1 3 2 . 5 0 1 2 7 . 5 0 1 1 9 . 5 0 - 1 3 8 . 0 0 1 13 12 15 1 2 1 _ 1 - 2 - - - - - - - - - -n o n m a n u f a c t u r i n g ............................................ 33 3 9 . 5 1 3 0 . 5 0 1 2 6 . 0 0 1 1 9 . 0 0 - 1 3 0 . 0 0 1 13 7 6 1 2 1 - 1 1 - - - - - - -

MESSENGERS...................................................................... 5 A 3 7 . 5 1 2 6 . 5 0 1 1 3 . 5 0 1 0 9 . 5 0 - 12 A . 50 25 13 5 4 3 1 - - - - - - - - 2 1 - - - - -

SUIT CHBOARO OPERATORS....................................... 29 3 8 . 5 1 5 7 . 5 0 1 A 9 . 5 0 1 AO. 0 0 — 1 6 9 . 0 0 - 2 2 3 8 3 5 i 1 2 - 1 - 1 - - - - - - -

SUITCHp OARD OPERATOR-REC EP TIONIST S........................................................... 127 3 9 . 5 1 6 0 . 0 0 1 5 6 . 0 0 1 3 8 . 0 0 - 1 7 9 . 0 0 1A A 16 2 A 9 19 9 8 10 9 1 3 - - 1 - - - - -

MANUFACTURING..................................................... 81 3 9 . 5 1 6 6 . 5 0 1 6 3 . 0 0 1 AO. 0 0 — 1 8 7 . 0 0 - 1 - 16 12 8 16 3 7 7 6 1 3 - - 1 - -NONMANUFACTURING............................................ A6 AO • 0 1 A 8 . 0 0 1 AO. 0 0 1 1 6 . 0 0 - 1 7 2 . 0 0 13 4 12 1 3 6 1 3 3

S e e fo o tn o te s at e n d o f t a b le s .


Table A-1. Weekly earnings of office workers, Chattanooga, Tenn.—Ga., September 1979— Continued

Average w eekly hours 1

(standard)

W eekly earnings 1 (standard) NUMBER OF WORKERS RECEIVING STRAIGHT -TIME WEEKLY EARNINGS (I N DOLLARS) OF —

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

ofworkers M ean A M edian 2 M iddle range 2

1 00AND

UNDER110

110

120

120

1 30

130

140

1 40

1 50

150

160

160

170

170

180

180

1 90

190

200

2 00

2 1 0

2 10

2 20

2 20

240

2 4 0

2 6 0

2 60

2 8 0

2 80

300

300

3 20

320

340

3 4 0

3 60

3 60

3 8 0

380

4 00

ORDER CLERKS................................................................ 130 4 0 . 0 $ 1 7 6 . 0 0 $ 1 8 2 . 5 0 * 1 6 0 . 0 0 - * 1 9 2 . 5 0 10 10 7 5 11 19 16 33 5 6 2 4 2MANUFACTURINS..................................................... 53 4 0 . 0 1 9 5 . 5 0 1 8 4 . 0 0 1 7 4 . 5 0 - 2 1 0 . 0 0 - - - 2 - 1 14 16 1 5 6 2 4 " ~ 2 - - -

ORDER CLERKS » CLASS B................................ 122 4 0 . 0 1 7 3 . 5 0 1 8 1 . 0 0 1 5 4 . 0 0 - 1 9 2 . 5 0 - 10 10 _ 7 5 11 17 14 33 5 6 2 _ _ _ 2 _ _ - _MANUFACTURINS.................................................... 45 4 0 . 0 1 9 2 . 5 0 1 8 2 . 5 0 1 7 4 . 5 0 - 2 0 8 . 5 0 - - - - 2 “ 1 12 14 1 5 6 2 - - - 2 - ~ -

ACCOUNTING CLERKS.................................................. 5 13 3 9 . 5 1 7 4 . 0 0 1 6 7 . 0 0 1 4 2 . 5 0 - 1 9 8 . 5 0 2 24 47 44 3 5 75 47 53 38 21 34 21 47 7 4 3 1 3 2 2 3MANUFACTURING..................................................... 2 87 3 9 . 5 1 8 9 . 0 0 1 7 6 . 5 0 1 5 8 . 5 0 - 2 1 0 . 0 0 - 2 6 13 17 48 42 20 17 13 29 20 40 4 3 3 1 3 2 i 3NONMANUFACTURING............................................ 226 3 9 . 5 1 5 5 . 5 0 1 4 9 . 0 0 1 2 6 . 5 0 - 1 7 8 . 0 0 2 22 4 1 31 18 27 5 33 21 8 5 1 7 3 1 - - - - i -

ACCOUNTING CLERKS. CLASS A.................. 168 3 9 . 5 2 0 9 . 0 0 2 0 2 . 0 0 1 7 9 . 5 0 - 2 2 7 . 5 0 _ - 4 1 12 11 6 9 18 14 23 4 45 6 3 2 - 3 2 2 3MANUFACTURING.................................................... 124 3 9 . 5 2 1 5 . 0 0 2 0 5 . 0 0 1 8 8 . 0 0 - 2 2 7 . 5 0 - - - 8 7 4 7 13 10 18 3 38 3 2 2 3 2 i 3NONMANUFACTURING............................................ 44 3 9 . 0 1 9 3 . 5 0 1 9 2 . 5 0 1 5 7 . 5 0 - 2 2 6 . 5 0 - - 4 1 4 4 2 2 5 4 5 1 7 3 1 - i *

ACCOUNTING CLERKS. CLASS B.................. 345 3 9 . 5 1 5 7 . 0 0 1 5 7 . 0 0 1 3 4 . 0 0 - 1 7 4 . 0 0 2 24 43 43 23 64 41 44 20 7 11 17 2 1 1 1 1 - - - -MANUFACTURING.................................................... 163 3 9 . 5 1 6 9 . 5 0 1 6 1 . 0 0 1 5 0 . 0 0 - 1 7 8 . 5 0 - 2 6 13 9 41 38 13 4 3 11 17 2 1 1 1 1 - - -NONMANUFACTURING............................................ 182 3 9 . 5 1 4 6 . 5 0 1 3 9 . 0 0 1 2 6 . 0 0 - 1 7 0 . 0 0 2 22 37 30 14 23 3 31 16 4 - “ -

PAYROLL CLERKS.......................................................... 131 3 9 . 5 1 8 4 . 0 0 1 8 0 . 0 0 1 6 0 . 5 0 - 1 9 6 . 0 0 _ 2 2 1 4 21 15 19 31 6 7 8 8 2 1 - 2 1 1 - -MANUFACTURING.................................................... 93 3 9 . 5 1 9 0 . 5 0 1 8 5 . 0 0 1 6 7 . 5 0 - 2 0 6 . 0 0 - - - 1 2 19 5 11 21 6 6 8 8 2 2 1 1 - -NONMANUFACTURING............................................ 38 3 9 . 5 1 6 8 . 5 0 1 7 0 . 0 0 1 6 0 . 0 0 - 1 8 1 . 0 0 - 2 2 - 2 2 10 8 10 - i “ “ “ 1 - - - - -

KEY ENTRY OPERATORS............................................ 383 3 9 . 0 1 6 2 . 5 0 1 5 6 . 0 0 1 3 8 . 0 0 - 1 8 2 . 0 0 1 18 36 60 59 35 36 29 38 25 i i 14 9 2 9 - _ 1 _ _ _

MANUFACTURING..................................................... 133 3 9 . 5 1 8 3 . 5 0 1 7 5 . 0 0 1 4 9 . 5 0 - 2 1 4 . 0 0 - 1 2 6 26 10 18 10 12 7 7 14 8 2 9 ~ - 1 - -NONMANUFACTURING............................................ 2 5 0 3 8 . 5 1 5 1 . 5 0 1 4 4 . 5 0 1 3 3 . 5 0 - 1 7 2 . 0 0 1 17 34 54 3 3 25 18 19 26 18 4 “ 1 “ “ “

KEY ENTRY OPERATORS. CLASS A............ 93 3 9 . 0 1 7 5 . 0 0 1 7 8 . 0 0 1 6 1 . 0 0 - 1 8 6 . 5 0 - _ 2 _ 11 9 13 14 25 8 8 2 1 _ _ - - - _ _ -

NONMANUFACTURING............................................ 69 3 8 . 5 1 7 1 . 0 0 1 7 5 . 0 0 1 5 7 . 5 0 - 1 8 3 . 0 0 2 10 7 11 13 17 5 3 “ 1 - - - - - - ~

KEY ENTRY OPERATORS. CLASS B............ 2 90 3 9 . 0 1 5 8 . 5 0 1 4 9 . 5 0 1 3 6 . 0 0 - 1 7 5 . 0 0 1 18 34 60 48 26 23 15 13 17 3 12 8 2 9 _ - 1 - - -

MANUFACTURING.................................................... 109 3 9 . 5 1 8 2 . 5 0 1 6 8 . 0 0 1 4 9 . 5 0 - 2 1 8 . 5 0 1 2 6 25 8 16 9 4 4 2 12 8 2 9 - - 1 - - -NONMANUFACTURING............................................ 181 3 9 . 0 1 4 4 . 0 0 1 3 8 . 0 0 1 2 8 . 0 0 - 1 5 6 . 0 0 1 17 32 54 2 3 18 7 6 9 13 1

See footnotes at end of tables.


Table A-2. Weekly earnings of professional and technical workers, Chattanooga, Tenn.—Ga., September 1979

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

COMPUTER SYSTEMS ANALYSTS( BU S IN ES S ) ...................................................................

MANUFACTURING.....................................................

COMPUTER SYSTEMS ANALYSTS < BUSINESS) * CLASS A ...................................

COMPUTER SYSTEMS ANALYSTS (B U S I N E S S ) . CLASS B ....................................

COMPUTER PROGRAMMERS ( B U S I N E S S ) . . . .MANUFACTURING.....................................................NONMANUFACTURING........................ .. .................

COMPUTER PROGRAMMERS ( B U S I N E S S ) . CLASS A......................................................................

COMPUTER PROGRAMMERS (B U S I N E S S ) . CLASS 3 ......................................................................

COMPUTER PROGRAMMERS ( B U S I N E S S ) . CLASS C . . . . ..........................................................

COMPUTFB OPERATORS...............................................MANUFACTURING.....................................................NONMANUFACTURING............................................

COMPUTER OPERATORS. CLASS A ...............

COMPUTER OPERATORS. CLASS B ...............MANUFACTURING.....................................................NONMANUFACTURING............................................

COMPUTER OPERATORS. CLASS C ...............NONMANUFACTURING............................................

DRAFTEES............................................................................MANUFACTURING.....................................................

DRAFTERS. CLASS B ............................................MANUFACTURING.....................................................

DRAFTERS. CLASS C ............................................MANUFACTURING.....................................................

ELECTRONICS TECHNICIANS.................................

REGISTERED INDUSTRIAL NURSES..................MANUFACTURING.....................................................

W eekly earnings 1 (standard) NUMBER OF UORKERS RECEIVING STRAIGHT- TIME WEEKLY EARNINGS (IN OOLLARS) OF —

Number Averageweekly 120 130 1 40 150 160 180 200 220 240 260 280 3 00 320 3 4 0 360 380 400

workers hours 1 (standard) Mean 2 M edian 2 M iddle range 2 AND

UNDER - - - - - ~ - - - - - - - - - “

130 140 150 160 180 2 00 220 240 2 60 280 300 3 20 3 40 3 60 380 400 420

90 3 8 . 5 * 3 9 5 . 0 0 * 3 9 4 . 0 0 * 3 4 6 . 0 0 - * 4 3 2 . 0 0 2 1 9 7 14 5 10 1239 4 0 . 0 3 7 0 . 0 0 3 5 6 . 0 0 3 1 7 . 0 0 - 4 1 8 . 0 0 ~ “ “ ~ 2 1 8 4 6 2 3 4

28 3 9 . 0 4 3 9 . 0 0 4 3 3 . 5 0 3 9 2 . 0 0 - 4 8 4 . 5 0 2 3 1 3 3

50 3 8 . 5 3 8 1 . 0 0 3 9 0 . 0 0 3 4 3 . 0 0 - 4 2 2 . 0 0 - - - - - - - - - 2 1 7 2 8 3 6 7

104 3 8 . 0 2 7 1 . 0 0 2 6 4 . 5 0 2 3 6 . 0 0 - 3 0 5 . 0 0 - - _ - - 4 6 20 13 17 17 16 6 2 1 2 -

37 3 9 . 5 2 6 5 . 0 0 2 6 2 . 0 0 2 3 2 . 5 0 - 2 8 5 . 5 0 - - - - 2 1 10 4 8 6 2 2 1 - 1 -

67 3 7 . 5 2 7 4 . 0 0 2 7 9 . 0 0 2 3 9 . 0 0 - 3 0 7 . 0 0 “ 2 5 10 9 9 11 14 4 1 1 1

28 3 7 . 5 3 0 3 . 5 0 3 0 7 . 0 0 2 8 3 . 0 0 - 3 2 3 . 0 0 - - - - - - 1 2 1 3 5 8 3 2 1 2 -

48 3 8 . 5 2 7 6 . 0 0 2 7 3 . 5 0 2 5 7 . 0 0 - 2 9 8 . 5 0 - - - - - - 1 6 6 12 12 8 3 - - - -

28 3 8 . 0 2 3 0 . 0 0 2 3 3 . 0 0 2 1 9 . 5 0 - 2 4 0 . 5 0 - - - - - 4 4 12 6 2

174 3 9 . 0 2 0 6 . 5 0 1 9 4 . 5 0 1 7 3 . 0 0 - 2 2 4 . 5 0 3 4 7 10 29 37 38 14 15 1 3 4 - 2 2 3 168 3 9 . 5 2 3 5 . 0 0 2 0 9 . 5 0 1 8 7 . 5 0 - 2 5 9 . 5 0 2 1 8 13 14 7 6 1 3 4 - 2 2 3 1

106 3 8 . 0 1 8 8 . 0 0 1 8 6 . 0 0 1 6 6 . 0 0 - 2 0 7 . 0 0 3 2 7 9 21 24 24 7 9

42 3 9 . 0 2 5 2 . 0 0 2 2 4 . 5 0 2 0 1 . 5 0 - 2 8 2 . 5 0 - - - - 2 6 12 6 4 - 3 - - 2 2 3 1

84 3 9 . 0 2 0 2 . 0 0 1 9 1 . 5 0 1 7 9 . 0 0 - 2 2 7 . 0 0 2 - 3 2 15 24 14 8 11 1 _ 4 - _ _ - -

38 3 9 . 5 2 1 6 . 0 0 2 0 4 . 0 0 1 8 7 . 5 0 - 2 3 9 . 5 0 - 1 4 9 10 4 5 1 ~ 446 3 8 . 5 1 9 0 . 0 0 1 8 5 . 0 0 1 7 1 . 0 0 - 2 1 3 . 0 0 2 - 3 1 11 15 4 4 6 ~ “ “ “

48 3 8 . 5 1 7 4 . 0 0 1 7 3 . 5 0 1 5 7 . 5 0 - 1 9 6 . 5 0 1 4 4 8 12 7 1236 3 8 . 0 1 7 4 . 0 0 1 6 8 . 0 0 1 5 6 . 0 0 - 2 0 7 . 0 0 1 2 4 8 8 3 10

227 4 0 . 0 2 3 0 . 5 0 2 3 2 . 5 0 1 9 5 . 5 0 - 2 6 7 . 5 0 _ 6 i 3 16 35 38 34 24 29 26 11 1 1 2 - -

199 4 0 . 0 2 3 1 . 0 0 2 3 2 . 5 0 1 9 5 . 5 0 - 2 6 9 . 0 0 - 4 i 1 16 31 35 31 19 22 25 10 1 1 2 ~

56 4 0 . 0 2 5 3 . 5 0 2 4 1 . 0 0 2 3 2 . 5 0 - 2 6 4 . 0 0 - _ - - - - 3 21 16 5 7 _ 1 1 2 - -

51 4 0 . 0 2 5 5 . 5 0 2 4 1 . 0 0 2 3 2 . 5 0 - 2 6 4 . 0 0 ~ - - “ 21 15 5 6 1 1 2 “

97 4 0 . 0 1 9 7 . 0 0 1 9 9 . 5 0 1 8 4 . 0 0 - 2 1 0 . 0 0 - - - 1 14 35 35 10 293 4 0 . 0 1 9 7 . 0 0 2 0 2 . 5 0 1 8 4 . 0 0 - 2 1 0 . 0 0 - 1 14 31 35 10 2

53 4 0 . 0 3 0 9 . 0 0 3 4 9 . 0 0 2 1 8 . 5 0 - 3 8 4 . 5 0 ~ i - - - 7 6 1 - 3 2 - 2 16 - 15 -

34 4 0 . 0 2 7 2 . 0 0 2 5 8 . 0 0 2 4 0 . 0 0 - 3 0 0 . 0 0 - _ - - - 1 2 - 15 4 3 3 2 2 2 - -33 4 0 . 0 2 7 2 . 0 0 2 5 8 . 0 0 2 4 0 . 0 0 - 3 0 0 . 5 0 1 2 14 4 3 3 2 2 2

420

440

3

8

11

4 4 0 460 480_ AND

OVER4 60 480

3 9 71 - 2

2 4 * 7

1 5 -

* W o r k e r s w e r e d i s t r i b u t e d as f o l l o w s : 3 at $ 500 to $ 5 2 0 ; 1 at $ 5 2 0 to $ 5 4 0 ; 2 at $ 5 4 0 to $ 5 6 0 ; and 1 at $ 5 6 0 to $ 5 8 0 .

S ee fo o tn o te s a t end o f ta b le s .


Table A-3. Average weekly earnings of office, professional, and technical workers, by sex,Chattanooga, Tenn.—Ga., September 1979

Numberof

workers

Av(metrH*an*)

Average(mean2)

Average(mean2)

O c c u p a t i o n , s e x , 3 and in d u s t r y d i v i s i o n Week^hours

(standard)

Weeklyearnings1(standard)

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

ofworkers

Weeklyhours1

(standard)


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

ofworkers

Weekly hours r

(standard)


OFFICE OCCUPATIONS - WOMEN

OFFICE OCCUPATIONS - UOMEN — CONTINUED

PROFESSIONAL AND TECHNICAL OCCUPATIONS - MEN— CONTINUED

SECRETARIES...................................................................MANUFACTURING.....................................................

4 3 82 7 6

3 9 . 03 9 . 5

$ 2 0 5 . 5 0 2 1 1 . 0 0

ORDER CLERKS— CONTINUED

1 0 5 4 0 . 0 $17 1 .0 0

COMPUTER PROGRAMMERS ( B U S I N E S S )— . CONTINUED

33 4 0 . 0 1 8 2 . 0 0 COMPUTER PROGRAMMERS ( 8 U S I N E S S ) ,, _ _ 91|. _ .. 2 9 3 8 . 5 $ 2 8 0 . 0 04 3 * 481 3 9 . 5 1 7 0 . 5 0936 231

3 9 . 0 3 9 . 53 8 . 0

2 2 9 . 5 02 3 5 . 5 0

2 6 8 3 9 . 5 1 8 4 . 0 0 COMPUTER OPERATORS................................................ 1 1 2 3 8 . 5 2 0 3 . 0 02 1 3 3 9 . 5 1 5 3 . 0 0 m a n u f a c t u r i n g .................. .. ............................... 43 3 9 . 5 2 5 2 . 0 0

NONMANUFACTURING............................................ 6 9 3 8 . 0 1 8 0 . 5 01511 10

3 9 . 5 2 0 2 . 5 08771

3 9 . 03 9 . 0

2 1 7 . 0 02 2 4 . 5 0

3 9 . 5 2 0 8 . 0 0 COMPUTER OPERATORS. CLASS A ............... 27 3 9 . 0 2 6 0 . 0 041 3 9 . 0 1 8 8 . 0 0

2 0 5 . 0 05 0 3 8 . 51 42

8260

3 9 . 04 0 . 03 7 . 5

1 9 3 . 5 01 9 3 . 5 0 1 9 3 . 0 0

3 3 0 3 9 . 5 1 5 5 . 5 0 NONMANUFACTUR I N C . • • • • • • • • • ............... 3 0 3 8 . 0 1 8 4 . 0 01 5 8 3 9 . 5 1 6 7 . 5 0

1 7 1 . 5 01 7 2 3 9 . 5 1 4 4 . 5 0 COMPUTER OPERATORS. CLASS C ............... 35 3 8 . 027 3 7 . 5 1 6 9 . 0 0

1 7 8 . 5 01 7 9 . 5 0

1 2 5 3 9 . 5 1 8 2 . 0 02 3 3 . 5 039 3 9 . 0 3 9 . 5 1 8 8 . 0 0 DRAFTERS............ .............................................................. 2 0 4 4 0 . 0

1 6 8 . 5 0 MANUF ACTURING..................................................... 1 8 5 4 0 . 0 2 3 5 . 0 0

STENOGRAPHERS............................................................. 943 9

3 8 . 53 9 . 5

1 9 7 . 5 02 0 2 . 5 0 3 7 9 3 9 . 0 1 6 3 . 0 0 DRAFTERS, c l a s s p ............................................ 5 3 4 0 . 0 2 5 5 . 0 0

MANUFACTURING................................................... 49 4 0 . 0 2 5 6 . 0 0

743 5

3 8 . 03 9 . 5

1 8 4 . 0 02 0 4 . 0 0

2 4 6 3 9 . 0 1 5 2 . 0 01 9 9 . 0 0DRAFTERS, c l a s s c ............................................ 9 2 4 0 . 0

936 9

3 9 . 0 1 7 5 . 0 01 23

443 8 . 03 9 . 5

1 4 7 . 5 0 1 5 9 . 0 0

3 8 . 5 1 7 1 . 0 0 ELECTRONICS TECHNICIANS................................. 48 4 0 . 0 3 0 3 . 5 0

MANUFACTURING.....................................................2 8 6 3 9 . 0 1 5 9 . 0 0 PROFESSIONAL AND TECHNICAL

2 925

9440

3 8 . 53 8 . 5

3 8 . 03 9 . 5

1 6 5 . 5 01 6 6 . 5 0

1 4 2 . 0 01 5 9 . 0 0

1 0 9 3 9 . 5 1 8 2 . 5 0 OCCUPATIONS - UO«EN1 7 7 3 9 . 0 1 4 4 . 5 0

PROFESSIONAL ANO TECHNICAL OCCUPATIONS - MEN

COMPUTER PROGRAMMERS ( B U S I N E S S ) . . . . NON MANUF ACTURING........................ ..

4 032

38 . 0 3 7 . 5

2 5 9 . 0 02 6 1 . 0 0

MANUFACTURING..................................................... 61 3 9 . 0 2 0 3 . 5 0

1 5 01 3 7

3 8 . 03 7 . 5

1 2 6 . 5 01 2 4 . 5 0

COMPUTER SYSTEMS ANALYSTS MANUF ACTURING..................................................... 25 3 9 . 5 2 0 5 . 5 03 9 . 0 4 0 3 . 0 0 NONMANUFACTURING............................................ 36 3 9 . 0 2 0 2 . 5 0

33 4 0 . 0 3 7 7 . 0 034 3 9 . 0 1 97 .0 0

FILE CLERKS. CLASS C ...................................NONMANUFACTURING........................ .. .................

443 3

3 9 . 53 9 . 5

1 3 3 . 5 01 3 0 . 5 0 COMPUTER SYSTEMS ANALYSTS

4 3 9 . 5 0 REGISTERED INDUSTRIAL NURSES................... 34 4 0 . 0 2 7 2 . 0 0

28 3 8 * 5 1 5 7 . 0 0 MANUF ACT U RIN G . . ..................... .. ....................... 33 4 0 . 0 2 7 2 . 0 0

SWITCHBOARD OPERATOR-RECEPTIONISTS..........................................................

MANUFACTURING.....................................................

COMPUTER SYSTEMS ANALYSTS41 3 8 . 5 3 8 7 . 0 0

1 2 7814 6

3 9 . 53 9 . 5 4 0 . 0

1 6 0 . 0 0 1 6 6 . 5 0 1 4 8 . 0 0

COMPUTER PROGRAMMERS ( B U S I N E S S ) . . . . 642 9

3 8 . 53 9 . 0

2 7 8 . 5 02 6 9 . 0 0

35 3 7 . 5 2 8 6 . 0 0ORDER CLERKS................................................................

MANUFACTURING.....................................................1 1 3

414 0 . 04 0 . 0

1 7 4 . 0 01 8 8 . 0 0

See fo o tn o te s at end o f ta b le s .


Table A-4. Hourly earnings of maintenance, toolroom, and powerplant workers, Chattanooga, Tenn.—Ga., September 1979Hourly earnings * NUMBER OF WORKERS RECEIVING STRAIGHT -TIME HOURLY EARNINGS ( IN DOLLARS) OF—

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

ofUNDER

A . 20 A.AO A . 60 A . 80 5 . 0 0 5 . 2 0 5 . AO 5 . 6 0 5 . 8 0 6 . 0 0 6 . 2 0 6 . AO 6 . 6 0 6 . 8 0 7 . 2 0 7 . 6 0 8 . 0 0 8 . AO 8 . 8 0 9 . 2 0 9 . 6 0 1 0 . 0 0workers Mean 2 Median2 AND

A . 20 UNDERA.AO A . 60 A. 80 5 . 0 0 5 . 2 0 5 . AO 5 . 6 0 5 . 8 0 6 . 0 0 6 . 2 0 6 . AO 6 . 6 0 6 . 8 0 7 . 2 0 7 . 6 0 8 . 0 0 8 . AO 8 . 8 0 9 . 2 0 9 . 6 0 1 0 . 0 0 1 0 . AO

MAINTENANCE ELECTRICIANS.............................. 382 $ 7 . A2 * 7 . 2 5 * 6 . 3 7 - * 8 . 7 3 4 6 9 13 A 35 30 16 1 58 A 7 12 3 A 83 2 8 - 2MANUFACTURING..................................................... 331 7 . A2 7 . 2 5 6 . 3 7 - 8 . 7 3 A 6 - 9 13 3 35 30 16 1 58 A 7 12 3A 83 - 2 8 - 2

MAINTENANCE MACHINISTS.................................... 1 59 7 . 7 3 8 . 1 8 7 . 0 6 - 8 . 1 8 - - - 2 _ - 2 - 7 9 11 2 1 12 7 _ 83 11 _ 12 - -MANUF ACTURING..................................................... 159 7 . 7 3 8 . 1 8 7 . 0 6 - 8 . 1 8 2 2 7 9 11 2 1 12 7 - 83 11 - 12 - -

MAINTENANCE MECHANICS (M A C H IN E R Y ) . . 900 7.A A 7 . 2 5 6 . 7 3 - 8 . 1 8 - - - - - 8 26 36 16 21 56 19 15 A 6A 121 A 6 109 132 _ 92 - -MANUFACTURING..................................................... 88 A 7 .A 6 7 . 3 3 6 . 7 3 - 8 . 7 3 ~ “ 8 26 32 16 21 A8 15 15A 6A 121 A6 109 132 - 92 - -

MAINTENANCE MECHANICS(MOTOR VE H IC LES) .................................................. 131 6 . 9 7 7 . 0 3 6 . 0 0 - 7 • A 5 - - - 5 3 18 6 5 12 1 5 17 35 8 - 2 - 10 - A

MANUFACTURING..................................................... 112 6 . 7 1 6 . 8 8 5 . 9 3 - 7 . 2 8 5 3 18 6 5 12 1 5 13 3 A A 2 - A - -

MAINTENANCE TRADES HELPERS........................ AO 5 . 7 0 5 . 8 8 5 . 2 5 - 6 .0 A 2 2 2 - A A - - 11 8 _ _ 7MANUFACTURING..................................................... AO 5 . 7 0 5 . 8 8 5 . 2 5 - 6 . 0 A 2 2 2 - A 4 - 11 8 - - 7 - - - - - - -

TOOL AND DIE MAKERS............................................ 64 7 . 1 6 7 . 1 1 7 . 0 8 - 7 . 1 1 - - - - - - - - 3 _ 6 _ _ A2 _ 7 6 _ _ -MANUFACTURING..................................................... 6 A 7 . 1 6 7 . 1 1 7 . 0 8 - 7 . 1 1 - - - - - 3 6 " - A2 - 7 6 - - -

STATIONARY ENGINEERS......................................... A1 7 . 6 6 7 . 3 3 6 . 8 1 - 8 . 7 3 - - - 3 - - - - _ - _ 4 _ 13 _ 1 - 20 _ -MANUFACTURING..................................................... A1 7 . 6 6 7 . 8 3 6 . 8 1 - 8 . 7 3 - - 3 - - A - 13 - 1 - 20 - - -

3737

5 . 5 75 . 5 7

6 . 2 66 . 2 6

A . 6 3 — A . 63—

6 . 2 66 . 2 6

316

S e e fo o t n o t e s at en d o f t a b le s .


Table A-5. Hourly earnings of material movement and custodial workers, Chattanooga, Tenn.—Ga., September 1979

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

ofworkers

Hourly earnings * NUMBER OF WORKERS RECEIVING STRAIGHT -TIME HOURLY EARNINGS ( IN OOLLARS) OF—

Mean 2 M edian2 M iddle range 2

2 . 8 0AND

UNDER3 . 0 0

3 . 0 0

3 . 2 0

3 . 2 0

3 . 4 0

3 . 4 0

3 . 6 0

3 . 6 0

3 . 8 0

3 . 8 0

4 . 0 0

4 . 0 0

4 . 2 0

4 . 2 0

4 . 4 0

4 . 4 0

4 . 6 0

1 . 6 0

1 . 8 0

4 . 8 0

5 . 0 0

5 . 0 0

5 . 2 0

5 . 2 0

5 . 40

5 . 4 0

5 . 6 0

5 . 6 0

5 . 8 0

5 . 8 0

6 . 0 0

6 . 0 0

6 . 2 0

6 . 2 0

6 . 6 0

6 . 6 0

7 . 0 0

7 . 0 0

7 . 4 0

7 . 4 0

7 . 8 0

7 . 8 0

8 . 2 0

8 . 2 0ANDOVER

TRUCKDRIVERS............................................................... 6 15 $ 5 . 4 9 $ 5 . 2 7 * 4 . 5 6 - * 6 . 0 0 3 26 9 7 4 13 56 42 48 34 48 22 49 80 > 16 7 7 12 17 4 48MANUFACTURING.................................................... 2 60 5 . 3 3 4 . 9 0 4 . 7 0 - 5 . 5 9 - - - - - 4 11 26 10 48 33 48 10 7 6 12 9 16 - 4 16NONMANUFACTURING............................................ 3 55 5 . 6 1 5 . 6 0 4 . 5 6 - 6 . 0 0 - 3 26 9 7 - 2 30 32 1 “ 12 42 74 4 68 12 1 * “ 32

TRUCKPRIVERS. LIGHT TRUCK..................... 48 4 . 4 0 3 . 9 3 3 . 2 5 - 5 . 6 6 - 3 20 - - 2 2 7 - - 1 - - - 2 6 - - - 1 - 4 -

TPUCKDRIVERS. MEDIUM TRUCK.................. 291 5 . 1 0 5 . 1 0 4 . 5 0 - 6 . 0 0 - - 6 9 1 2 11 37 41 3 27 10 22 10 31 6 7 2 - - 3 - - -MANUFACTURING.................................................... 1 09 4 . 9 2 4 . 9 0 4 . 3 5 - 5 . 2 7 - - 2 9 18 9 3 27 10 10 6 3 6 4 - 2NONMANUFACTURING............................................ 182 5 . 2 0 5 . 6 0 4 . 5 6 - 6 . 0 0 - - 6 9 1 - 2 19 32 ” “ 12 4 28 ” 68 ” 1 ~

TRUCKDRIVERS. TRACTOR-TRAILER. . . . 243 5 . 9 4 5 . 5 5 4 . 9 0 - 5 . 7 5 - - - - 6 - - 12 1 39 6 38 - 39 47 4 1 12 - 6 - - * 3 2MANUFACTURING.................................................... 101 5 . 0 0 4 . 9 0 4 . 7 0 - 5 . 0 5 - - 8 1 39 6 38 1 1 - 1 - 6NONMANUFACTURING............................................ 142 6 . 6 0 5 . 6 0 5 . 5 5 - 6 . 4 2 “ “ 6 4 “ - “ 38 46 4 “ 12 “ ~ 32

SHIPPERS........................................................................... 40 4 . 8 7 5 . 0 0 4 . 1 0 - 5 . 2 3 - - - - 3 - 8 - 3 - 6 9 2 - 3 6 - - - - - - -MANUFACTURING.................................................... 33 4 . 9 7 5 . 0 5 4 . 5 4 - 5 . 6 1 ” ~ “ “ 8 ~ 1 ~ 6 9 3 6 “ “ *

RECEIVERS........................................................................ 53 4 . 7 3 4 . 3 2 4 . 3 2 - 5 . 1 5 - - - 3 1 4 3 16 4 - 1 8 - 5 3 - 5 - - - - - -MANUFACTURING.................................................... 28 5 . 1 6 5 . 1 4 5 . 0 2 - 5 . 7 9 “ * “ 3 2 1 ~ - 1 8 5 3 5 * ~

SHIPPERS AND RECEIVERS................................... 26 4 . 8 3 5 . 0 0 4 . 0 0 - 5 . 7 5 - - - - - 4 7 - - - - 6 - - 9 - - - - - - - -

w a r e h o u s e m e n .............................................................................. 2 30 5 . 2 8 5 . 3 9 4 . 0 3 - 6 . 3 7 14 _ 8 25 8 - 9 5 9 20 2 6 19 7 37 1 1 2 1 44 - 4 8MANUFACTURING................................................................ 110 6 . 0 5 5 . 6 6 5 . 3 9 - 7 . 2 4 - - - 9 2 4 5 12 “ 33 1 44NONMANUFACTURING...................................................... 120 4 . 5 7 4 . 3 5 3 . 4 6 - 5 . 2 0 14 8 25 8 ~ 5 7 16 2 1 7 7 4 1 1 1 1 4 8

ORDER FILLERS ........................................................................... 220 4 . 4 4 4 . 2 5 3 . 9 7 - 4 . 6 8 - - - - 6 83 12 12 36 27 12 13 - - - 11 8 - - - - - -

MANUFACTURING................................................................ 65 4 . 9 5 4 . 8 0 4 . 5 0 - 5 . 8 5 ~ “ 6 4 4 “ 4 11 4 13 “ 11 8 " '

SHIPPING PACKERS.................................................... 146 4 . 0 0 3 . 7 5 3 . 7 3 - 4 . 5 5 - 10 10 - 57 1 15 4 16 33 - - - - - - - - - - - - -

MANUFACTURING................................................................ 104 4 . 0 2 4 . 0 8 3 . 7 5 - 4 . 6 5 10 10 “ 27 1 15 4 4 33 “ “ ~ “ “ “

MATERIAL HANDLING LABORERS ............................. 1 . 0 2 1 5 . 0 5 5 . 1 5 4 . 1 8 - 5 . 7 6 4 - 27 11 63 44 2 48 22 62 20 - 11 35 189 63 9 2 16 187 - 8 - -

MANUFACTURING................................................................ 6 73 5 . 0 7 4 . 2 1 4 . 1 8 - 6 . 7 1 - - 17 6 57 6 2 4 8 22 18 12 - 6 11 5 51 9 2 16 187

FORKLIFT OPERATORS.............................................. 611 5 . 2 8 5 . 6 6 4 . 4 4 - 6 . 0 3 - - - 7 2 34 2 0 56 81 25 35 13 16 5 84 3 9 1 30 58 1 1 - 4 -MANUFACTURING.................................................... 510 5 . 5 0 5 . 7 0 4 . 8 3 - 6 . 0 6 - * 11 14 11 64 25 35 13 16 5 84 39 1 30 58 “ 1 4

POWER-TRUCK OPERATORS(OTHEP THAN F O R K L I F T ) . ................................ 282 4 . 3 9 4 . 1 5 4 . 1 5 - 4 . 6 0 - 57 108 32 35 34 “ 9 7 “

MANUFACTURING.................................................... 2 3 3 4 . 3 0 4 . 1 5 4 . 0 0 - 4 . 4 6 “ 57 108 “ 32 20 “ “ ~ 9 7 “

GUAROS................................................................................ 474 3 . 6 9 2 . 9 0 2 . 9 0 - 4 . 1 6 275 19 6 22 - 23 18 5 6 1 14 6 - 5 27 36 1 1 - - 5 - 4MANUFACTURING.................................................... 165 4 . 9 4 4 . 9 9 3 . 9 0 - 5 . 8 5 7 8 “ 17 22 8 2 6 - 14 6 1 27 36 1 1 5 4NONMANUFACTURING............................................ 309 3 . 0 2 2 . 9 0 2 . 9 0 - 2 . 9 0 268 11 6 5 1 10 3 ~ 1 “ ” “ 4 “ “ ~ “ “ “

GUARDS. CLASS B.................................................. 382 3 . 4 7 2 . 9 0 2 . 9 0 - 3 . 5 6 2 49 19 6 22 - 5 18 5 6 1 14 6 - 5 1 14 1 1 - - 5 - 4MANUFACTURING................................................................ 99 4 . 7 2 4 . 5 2 3 . 5 7 - 5 . 8 2 7 8 17 4 8 2 6 14 6 1 1 14 1 1 “ 5 4NONMANUFACTURING............................. ....................... 283 3 . 0 3 2 . 9 0 2 . 9 0 - 2 . 9 0 242 11 6 5 1 10 3 ~ 1 “ “ 4 ~ ~ ~ “ _

JANITORS. PORTERS. AND C L E A N E R S . . . . 931 3 . 8 3 3 . 1 0 2 . 9 0 - 4 . 5 3 383 120 38 44 47 9 20 17 26 13 1 19 34 10 34 9 - 80 26 - 1 - -

MANUFACTURING................................................................ 373 4 . 9 5 5 . 2 9 3 . 6 5 - 6 . 2 8 6 39 6 28 32 2 14 12 17 8 19 33 10 33 9 80 25

* W o r k e r s w e r e at $ 1 0 . 2 0 to $ 1 0 . 6 0 .

See fo o t n o t e s at end o f t a b l e s .


Table A-6. Average hourly earnings of maintenance, toolroom, powerplant, material movement, and custodial workers,by sex, Chattanooga, Tenn.—Ga., September 1979

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

ofworkers

Average (mean2 )

hourly earnings4

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

ofworkers

Average (mean2) hourly

earnings 4

MAINTENANCE. TOOLROOM. AND MATERIAL MOVEMENT AND CUSTODIALPOUERPLANT OCCUPATIONS - MEN OCCUPATIONS - MEN— CONTINUED

38 1 4 . 8 6MANUFACTURING.................................................... 381 7 . 9 2

SHIPPERS AND RECEIVERS................................... 26 4 . 8 3MAINTENANCE MACHINISTS................................... 1 5 9 7 . 7 3

1 59 7 . 7 3 WAREHOUSEMEN................................................................ 2 1 3 5 . 2 6MANUFACTURING..................................................... 108 6 . 0 3

MAINTENANCE MECHANICS (M ACHIN ERY) . . 90D 7 . 9 4 NONMANUFACTURING............................................ 105 4 . 4 8MANUFACTURING.................................................... 88 9 7 . 9 6

SHIPPING PACKERS.................................................... 44 3 . 9 9MAINTENANCE MECHANICS MANUFACTURING..................................................... 32 3 . 7 9

(MOTO» VEHICLES) ................................................. 131 6 . 9 7112 6 . 7 1 1 100 7 5 . 0 6

MANUFACTURING..................................................... 6 5 6 5 . 0 9MAINTENANCE TRADES HELPERS........................ 90 5 . 7 0

90 5 . 7 0 5 89 5 . 2 9MANUFACTURING.................................................... 4 8 8 5 . 5 2

TOOL ANO DIE MAKERS............................................ 69 7 . 1 6MANUFACTURING.................................................... 69 7 . 1 6 POUER-TRUCK OPERATORS

(OTHER THAN F O R K L IF T ) .................................... 2 6 8 4 . 4 27 . 6 6 2 1 9 4 . 3 3

MANUFACTURING.................................................... 91 7 . 6 6GUARDS................................................................................. 4 5 6 3 . 6 9

5 . 5 737 5 . 5 7 2 9 5 3 . 0 3

MATERIAL MOVEMENT ANO CUSTODIAL GUARDS. CLASS B.................................................. 3 6 8 3 . 4 8OCCUPATIONS - MEN MANUFACTURING..................................................... 98 4 . 6 9

NONMANUFACTURING............................................ 2 7 0 3 . 0 4TRUCKDRIVERS............................................................... 610 5 . 5 1

MANUFACTURING.................................................... 2 6 0 5 . 3 3 JAN ITORS. PORTERS. AND C L E A N E R S . . . . 6 2 4 4 .0 93 5 0

NONMANUFACTURING............................................ 3 3 8 3 . 1 4TRUCKDRIVERS. LIGHT TRUCK..................... 93 4 . 5 4

MATERIAL MOVEMENT AND CUSTODIALTRUCKDRIVERS. MEDIUM TRUCK.................. 2 91 5 . 1 0 OCCUPATIONS - UOMEN

MANUFACTURING.................................................... 1 09 4 . 9 2182 5 . 2 0 102 H . 0 1

MANUFACTURING..................................................... 72 4 . 1 3TRUCKDRIVERS. TRAC TOR -TRAILER. . . . 2 9 3 5 . 9 4

MANUFACTURING.................................................... 101 5 . 0 0 JANITORS. PORTERS. AND C L E A N E R S . . . . 3 0 5 3 . 2 98 7 H . 0 5

SHIPPERS.......................................................................... 2 9 5 . 0 5MANUFACTURING.................................................... 2 6 5 . 2 0

S e e f o o t n o t e s at e n d o f t a b l e s .


Table A-7. Percent increases in average hourly earnings for selected occupational groups,Chattanooga, Tenn.—Ga., for selected periods

I n d u s t ry and o c c u p a t i o n a l g r o u p 5S e p t e m b e r 1972

toS e p t e m b e r 1973

S e p t e m b e r 1973 to

S e p t e m b e r 1974

S e p t e m b e r 1974 t o






S e p t e m b e r 1977 t o

S e p t e m b e r 197 8



A l l i n d u s t r i e s :O f f i c e c l e r i c a l 6.2 9.3 7.5 6.3 6.9 6.5 7.8E l e c t r o n i c data p r o c e s s i n g ___ _ (6 ) 9.5 7.3 6.8 7.4 10.7 6.2In d u s t r ia l n u r s e s 5 .6 9.5 (6 ) ( 6 ) (6 ) ( 6 ) 7.4S k i l l e d m a in t e n a n c e 6.3 8.3 8.1 9.1 8.6 6.7 10.0U n s k i l l e d olant 6.8 10.3 7.7 10.8 8.3 9.1 9.2

M a n u f a c t u r in g :O f f i c e c l e r i c a l 5.8 8.9 (6 ) 7.4 8.6 7 .5 (6 )E l e c t r o n i c data p r o c e s s i n g _ ___ _ _ ___ (6 ) ( 6 ) ( ‘ ) (* ) ( 6 ) ( 6 ) (6 )I n d u s t r ia l n u r s e s ________ _____________ ___ 5.6 9.5 (6 ) ( 6 ) (6 ) (6 ) 7.2S k i l l e d m a in t e n a n c e 6.3 8.4 8.1 9.1 8.6 6.7 9.9U n s k i l l e d plant 7.1 9.2 8.7 10.5 9.3 7 .8 8.7

N o n m a n u f a c t u r in g :O f f i c e c l e r i c a l _ _ ___ 6.5 9.7 7.3 5.4 5.5 5 .9 7 .8E l e c t r o n i c data p r o c e s s i n g (6 ) (6 ) 6.5 8.9 7.2 ( 6 ) (6 )I n d u s t r ia l n u r s e s ( 6 ) (6 ) (6 ) (6 ) (6 ) ( 6 ) (6 )U n s k i l l e d plant . 5.2 15.3 3.9 (6 ) (6 ) (6 ) (6 )

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


Table A-8. Average pay relationships within establishments for white-collar occupationsChattanooga, Tenn.—Ga., September 1979

O f f i c e c l e r i c a l o c c u p a t i o n b e in g c o m p a r e d —

O c c u p a t i o n w h i c h e q u a l s 100 Secretaries Stenog-raphers,senior

TypistsFile clerks,

class CMessen

gers

Switchboard

operators

Switchboard

operator-recep

tionists

Order clerks, class B

Accounting clerksPayrollclerks

Key entry operators

Class A Class B Class C Class D Class E Class A Class B Class A Class B Class A Class B

SECRETARIES. CLASS A........................... 1 00SECRETARIES. CLASS B........................... 1 16 100SECRETARIES. CLASS C........................... 118 119 1 00SECRETARIES. CLASS 0 ........................... 1 32 127 117 100SECRETARIES. CLASS E........................... ( 6 ) 127 113 105 100STENOGRAPHERS. SENIOR........................ ( 6 ) 151 1 27 ( 6 ) (61 100T Y P I S T S . CLASS A...................................... ( 6 ) ( 6 ) ( 6 ) ( 6 ) 127 (61 100T Y P I S T S . CLASS B...................................... ( 6 ) ( 6 ) 135 ( 6 ) (61 (61 (61 100FILE CLERKS. CLASS C........................... 177 153 163 125 133 (61 (61 (61 100MESSENGERS........................................................ ( 6 ) 192 148 ( 6 ) 139 (61 (61 (6 1 101 1 00SWITCHBOARD OPERATORS........................ 1 50 153 125 ( 6 ) (61 (61 (61 (61 84 76 100SWITCHBOARD OPERATOR-

REC EP TIONIST S............................................ 142 133 113 112 1 00 96 99 88 81 77 (6 1 1 00ORDER CLERKS. CLASS B........................ ( 6 ) 129 ( 6 ) 105 95 (61 (61 (6 1 (6 1 (6 1 (61 90 l o oACCOUNTING CLERKS. CLASS A . . . . 1 2 3 123 1 05 108 91 92 86 (6 1 73 72 86 88 1 05 100ACCOUNTING CLERKS. CLASS B . . . . 134 136 125 119 113 106 100 92 86 85 103 103 101 124 1 00PAYROLL CLERKS............................................ 127 123 112 109 105 95 (61 83 83 73 89 95 100 108 94 100KEY ENTRY OPERATORS. CLASS A . . 119 128 112 ( 6 ) 103 (61 (61 (6 1 77 (6 1 (61 96 102 113 87 97 100KEY ENTRY OPERATORS. CLASS B . . 1 5 8 153 133 124 124 1 09 104 91 99 9 0 117 1 07 104 127 103 115 128 100

P r o f e s s i o n a l and t e c h n i c a l o c c u p a t i o n b e in g c o m p a r e d —

Com puter systems analysts (business) Computer programmers (business) Com puter operators Drafters

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

COMPUTER SYSTEMS ANALYSTS(B U S I N E S S ) . CLASS A........................... 100

COMPUTER SYSTEMS ANALYSTS(BUSINESS) . CLASS B........................... 1 19 100

COMPUTER PROGRAMMERS(B U S I N E S S ) . CLASS A........................... 150 ( 6 ) 100

COMPUTER PROGRAMMERS(B USINESS) . CLASS P ........................... 163 132 1 16 100

COMPUTER PROGRAMMERS(B U S I N E S S ) . CLASS C........................... 198 1 55 1 40 125 100

COMPUTER OPERATORS. CLASS A . . . 193 169 157 132 108 100COMPUTER OPERATORS. CLASS B . . . 228 196 1 72 140 123 114 100COMPUTER OPERATORS. CLASS C . . . 289 245 196 170 142 135 124 100DRAFTERS. CLASS 3 ................................... 151 ( 6 ) ( 6 ) 1 J6 ( 6 ) 105 83 ( 6 ) 1 00ORAFTEPS. CLASS C .................................... ( 6 ) ( 6 ) ( 6 ) 133 ( 6 1 120 ( 6 ) ( 6 ) 122 1 00REGISTERED INDUSTRIAL NU RSES. . 161 1 43 ( 6 ) 114 ( 6 ) 102 89 ( 6 ) 97 ( 6 ) 100

S e e f o o t n o t e at e n d o f t a b l e s .

N O T E : T a b l e s A - 8 and A - 9 p r e s e n t the a v e r a g e pa y r e l a t i o n s h i p b e t w e e n p a i r s o f o c c u p a t i o n s w it h in e s t a b l i s h m e n t s . F o r e x a m p l e , a v a l u e o f 122 i n d i c a t e s that e a r n i n g s f o r the o c c u p a t i o n d i r e c t l y a b o v e in the h e a d i n g a r e 22 p e r c e n t g r e a t e r than e a r n i n g s f o r the o c c u p a t i o n d i r e c t l y to the le f t in the stub . S i m i l a r l y , a v a l u e o f 85 i n d i c a t e s e a r n i n g s f o r the o c c u p a t i o n in the hea di ng a r e 15 p e r c e n t b e l o w e a r n i n g s f o r the o c c u p a t i o n in the stub .

S e e a p p e n d ix A f o r m e t h o d o f c o m p u t a t i o n .


Table A-9. Average pay relationships within establishments for blue-collar occupationsChattanooga, Tenn.—Ga., September 1979

M a in t e n a n c e , t o o l r o o m , and p o w e r p l a n t o c c u p a t i o n b e in g c o m p a r e d —

O c c u p a t i o n w h ic h e q u a l s 100

Electricians MachinistsMechanics

Trades helpers Tool and die makers Stationary engineers Boiler tendersMachinery Motor vehicles

wAIf'TEMANCE ELECTRICIANS................ 100MAINTENANCE MACHINISTS..................... 100 100MAINTENANCE MECHANICS

(MACHINERY) ................................................. 101 101 1 00MAINTENANCE MECHANICS

<M0T0.' Vcr.ICLES ) ................................... 102 106 100 100MAINTENANCE TRADES H E L P E R S . . . . 121 ( 6 ) 119 117 100TOOL AND DIE hAKERS............................. 96 ( 6 ) 97 ( 6 ) ( 6 ) 100STATIONARY ENGINEERS........................... (6 ) ( 6 ) ( 6 ) ( 6 ) ( 6 ) ( 6 ) 100BOILER TENDERS........................................... 112 117 ( 6 ) (61 ( 6 ) ( 6 ) ( 6 ) 1 0 0

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

TruckdriversShippers Receivers

Shippers and receivers W are house me n Order fillers Shipping packers

Materialhandlinglaborers

Forkliftoperators

Power-truck operators

(other than forklift)

Guards, class BJanitors, porters,

and cleanersLight truck Medium truck Tractor- trailer

TRUCKDPIVERS. LIGHT TRUCK............ 100T9UCKDRIVER S f MEDIUM T R U C K . . . . ( 6 ) 100TRUCKGRIVERS. TRACTOR-TRAILER. 93 ( 6 ) 1 00SHIPPERS............................................................ ( 6 ) ( 6 ) ( 6 ) 1 00RECEIVERS.......................................................... ( 6 ) ( 6 ) ( 6) 101 100SHIPPERS AND RECEIVERS..................... ( 6 ) ( 6 ) ( 6 ) ( 6 ) ( 6 ) 100WAREHOUSEMEN................................................. 93 105 ( 6 ) ( 6 ) 117 ( 6 ) ICOORDER F IL L E R S .............................................. ( 6 ) ( b ) ( 6 ) ( 6 ) 101 (61 ( 6 ) 100SHIPPING PACKERS...................................... ( b ) 107 ( 6 ) ( 6 ) 108 ( 6 ) 107 102 100MATERIAL HANDLING L A B O R E R S . . . . ( 6 ) 106 113 1 0 6 107 ( 6 ) ( 6 ) 102 99 100FORKLIFT OPERATORS................................ 1 00 103 1 17 97 103 ( 6 ) 110 103 97 93 1 0 7POWER-TRUCK OPERATORS

(OTHER THAN F OR KL IF T)..................... 1 00 ( 6 ) 114 ( 6 ) ( 6 ) ( 6 ) ( 6 ) (61 ( 6 ) 91 95 100GUARDS » CLASS B......................................... 91 119 124 110 108 ( 6 ) 96 (61 113 116 1 0 3 109 1 0 0JANITORS. PORTERS. ANQ

CLEANERS.......................................................... 1 13 126 139 111 113 143 119 108 110 114 1 1 0 111 1 13 100

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

N O T E : T a b l e s A - 8 a nd A - 9 p r e s e n t the a v e r a g e pa y r e l a t i o n s h i p b e t w e e n p a i r s o f o c c u p a t i o n s w ith in e s t a b l i s h m e n t s . F o r e x a m p l e , a v a l u e o f 122 in d i c a t e s that e a r n i n g s f o r the o c c u p a t i o n d i r e c t l y a b o v e in the h e a d in g a r e 22 p e r c e n t g r e a t e r than e a r n i n g s f o r the o c c u p a t i o n d i r e c t l y t o the l e f t in the stub . S i m i l a r l y , a v a lue o f 85 i n d i c a t e s e a r n i n g s f o r the o c c u p a t i o n in the he a d ing a r e 15 p e r c e n t b e l o w e a r n i n g s f o r the o c c u p a t i o n in the stub.

S e e a p p e n d ix A f o r m e t h o d o f c o m p u t a t i o n .


Footnotes

1 Standard hours r e fle c t the w orkweek fo r which em ployees rece iv e th eir regu lar stra igh t-tim e sa laries (exclusive of pay fo r ov ertim e at regu lar a n d /o r p rem iu m ra tes ), and the earnings correspon d to these w eekly hours.

2 The m ean is com puted for each job by totaling the earnings o f allw ork ers and dividing by the num ber o f w ork ers. The m edian designates p osition — half o f the w ork ers rece iv e the sam e or m ore and half rece iv e the sam e o r le s s than the rate shown. The m iddle range is defined by two rates o f pay: a fourth o f the w orkers earn the same o r le ss than the low ero f these rates and a fourth earn the sam e or m ore than the higher rate.

3 Earnings data relate only to w ork ers whose sex identification was provided by the establishm ent.

4 Excludes prem ium pay fo r overtim e and fo r w ork on weekends, holidays, and late shifts.

* Estim ates fo r periods ending p r io r to 1976 relate to men o.nly for sk illed maintenance and unskilled plant w ork ers . All other estim ates relate to m en and wom en.

6 Data do not m eet publication cr ite r ia o r data not available.


Appendix A. Scope and Method of Survey

In each o f the 72 1 areas cu rren tly surveyed, the Bureau obtains w ages and related ben efits data from representative establishm ents within s ix broad industry d iv is ion s ; M anufacturing; transportation , com m unication , and other public u tilitie s ; w h olesa le trade; reta il trade; finance, insurance, and rea l estate; and s e r v ic e s . G overnm ent operations and the construction and extractive industries are exclu ded . Establishm ents having few er than a p re scr ib e d num ber o f w ork ers are also excluded becau se o f insu fficient em ploym ent in the occupations studied. Appendix table 1 shows the num ber o f establishm ents and w ork ers estim ated to be within the scope o f this survey, as w ell as the num ber actually studied.

Bureau fie ld represen ta tives obtain data by p erson a l v isits at 3 - year in terva ls. In each o f the two intervening yea rs , in form ation on em ploym ent and occupational earn ings only is c o lle c te d by a com bination o f person al v isit, m a il question naire , and telephone in terview from establishm ents participating in the previous su rvey .

A sam ple o f the estab lishm ents in the scope o f the su rvey is se lected fo r study p r io r to each p erson a l v is it su rvey . This sam ple, le s s establishm ents w hich go out o f bu siness o r are no lon ger within the industrial scope o f the su rvey , is retained fo r the follow ing two annual su rveys. In m ost ca se s , establishm ents new to the area are not con s id ered in the scop e o f the su rvey until the se lect ion o f a sam ple fo r a p erson a l v isit su rvey .

The sam pling p roced u res involve detailed stra tifica tion o f all establishm ents within the scop e o f an individual area survey by industry and num ber o f em p loyees . F rom this stra tified u n iverse a probability sam ple is se lected , with each establishm ent having a p redeterm in ed chance o f se lection . T o obtain optim um a ccu ra cy at m inim um cost, a g rea ter p roportion o f la rge than sm all establishm ents is se le cted . When data are com bined, each establishm ent is w eighted accord in g to its probability o f se lection so that unbiased estim ates are generated . F o r exam ple, if one out o f four establishm ents is se le cte d , it is given a w eight o f 4 to rep resen t itse lf plus three o th ers . An alternate o f the sam e or ig in a l probability is chosen in the sam e in d u stry -s ize c la s s ifica tio n if data are not available fro m the or ig in a l sam ple m e m b e r . If no suitable substitute is availab le, additional w eight is assigned to a sam ple m em b er that is s im ila r to the m issin g unit.O ccupations and earn ings

O ccupations se lected fo r study are com m on to a variety o f m anufacturing and nonm anufacturing in du stries , and are o f the fo llow ing types; (1) O ffice c le r ic a l ; (2) p ro fe ss io n a l and tech n ica l; (3) m aintenance, to o lroom ,

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

and pow erplant; and (4) m ateria l m ovem ent and custod ia l. O ccupational c la ss ifica tio n is based on a uniform set o f jo b d escr ip tion s designed to take account o f interestablishm ent variation in duties within the sam e job . O ccupations selected fo r study are lis ted and d escr ib ed in appendix B.

Unless otherw ise indicated, the earn ings data fo llow ing the job titles are for all industries com bined . Earnings data fo r som e o f the occupations listed and descr ibed , or fo r som e industry d iv isions within the scop e o f the survey, are not presen ted in the A -s e r ie s tables because either (1) em ploym ent in the occupation is too sm all to provide enough data to m e r it presentation , or (2) there is p o ss ib ility o f d is c lo su re o f individual establishm ent data. Separate m en 's and w om en 's earnings data are not presen ted when the number o f w ork ers not identified by sex is 20 percen t or m o re o f the m en or wom en identified in an occupation . Earnings data not shown separately fo r industry d iv is ion s are included in data fo r all industries com bined. L ikew ise, fo r occupations with m o re than one level, data are included in the overa ll c la ss ifica tio n when a su bcla ss ifica tion is not shown o r in form ation to su bcla ss ify is not availab le.

O ccupational em ploym ent and earnings data are shown fo r fu ll-tim e w o rk e rs , i .e ., those h ired to w ork a regu lar w eek ly sch edule . Earnings data exclude prem ium pay fo r overtim e and fo r w ork on w eekends, holidays, and late sh ifts. Nonproduction bonuses are excluded, but c o s t -o f- l iv in g allow ances and incentive bonuses are included. W eekly hours fo r o ffice c le r ic a l and p ro fess ion a l and tech n ica l occu pation s re fe r to the standard w orkw eek (rounded to the nearest half hour) fo r which em p loyees re ce iv e regu lar stra ight-tim e sa laries (ex clu s iv e o f pay fo r ov ertim e at regu lar a n d /or prem ium ra tes). A verage w eek ly earn ings fo r these occupations are rounded to the n earest half d o lla r . V e rtica l lin es within the d istribution of w ork ers on som e A -ta b les indicate a change in the s ize o f the c la ss in terva ls.

These surveys m easu re the le v e l o f occupational earnings in an area at a particu lar tim e. C om parisons o f individual occupational averages over tim e m ay not re fle ct expected wage changes. The averages fo r individual jobs are a ffected by changes in wages and em ploym ent patterns. F o r exam ple, p roportion s of w ork ers em ployed by high- or low -w age firm s m ay change, or h igh-w age w ork ers m ay advance to better jo b s and be rep laced by new w ork ers at low er rates . Such shifts in em ploym ent could d e cre a se an o c cu pational average even though m ost estab lishm ents in an area in crea se w ages during the year. Changes in earnings o f occu pation al groups, shown in table A -7 , are better indicators o f w age trends than are earnings changes fo r individual jobs within the groups.

A verage earnings re fle ct com p os ite , areaw ide estim ates . Industries and establishm ents d iffer in pay le v e l and jo b staffing, and thus contribute d ifferen tly to the estim ates fo r each jo b . P ay averages m ay fa il to r e fle c t a ccu rate ly the wage d ifferentia l among job s in individual estab lishm ents.


A verage pay lev e ls fo r m en and w om en in se lected occupations should not be assu m ed to r e f le c t d ifferen ces in pay of the sexes within individual estab lishm ents. F a cto rs w hich may contribute to d ifferen ces include p r o g re s s io n within estab lish ed rate ranges (only the rates paid incum bents are co lle c te d ) and p er form a n ce of sp ecific duties within the general survey job d escr ip tion s . Job d escr ip tion s used to c la s s ify em ployees in these surveys usually are m o re g en era lized than those used in individual establishm ents and a llow fo r m in or d iffe re n ce s among establishm ents in sp ecific duties p erform ed .

O ccupational em ploym ent estim ates represent the total in a ll estab lishm ents within the scop e of the study and not the number actually surveyed. B ecau se occu pation al stru ctu res among establishm ents d iffe r , estim ates of occu pation al em ploym ent obtained fro m the sam ple of establishm ents studied se rv e only to indicate the re la tive im portance of the jobs studied. These d iffe re n ce s in occu pation al stru ctu re do not a ffect m ateria lly the a ccu ra cy of the earn ings data.W age trends fo r se le cted occupational groups

The p ercen t in cre a se s presented in table A -7 are based on changes in average h ourly earn ings o f m en and w om en in establishm ents reporting the trend jobs in both the cu rren t and previous year (m atched establishm ents). The data are ad justed to rem ov e the e ffects on average earnings o f em p loy m ent shifts am ong establishm ents and turnover of establishm ents included in su rvey sam ples. The percen t in cre a se s , how ever, are still a ffected by fa c to rs other than wage in cre a s e s . H irings, layo ffs , and turnover may a ffect an estab lishm ent average fo r an occupation when w orkers are paid under plans provid in g a range o f w age rates for individual jobs. In periods o f in creased h irin g , fo r exam ple, new em ployees m ay enter at the bottom of the range, d ep ress in g the average without a change in wage rates.

The p ercen t changes relate to wage changes between the indicated dates. When the tim e span betw een surveys is other than 12 m onths, annual rates are a lso shown, (it is assu m ed that wages in crease at a constant rate betw een su rv e y s .)O ccupations u sed to com pute w age trends are :

O ffice c le r ic a l

S e cre ta r ie s S ten ograph ers , sen ior S ten ograph ers , gen era l T y p ists , c la s s e s A and B F ile c le r k s , c la s s e s A ,

B , and C M essen g ers Sw itchboard op era tors O rder c le rk s , c la s s e s

A and BA ccounting c le rk s ,

c la s s e s A and B P a y ro ll c le rk s Key entry o p e ra to rs ,

c la s s e s A and BE le ctro n ic data p ro ce ss in gC om puter system s analysts,

c la s s e s A , B , and C C om puter p ro g ra m m e rs ,

c la s s e s A , B , and C

E lectron ic data p ro ce ss in g — Continued

Com puter op erators , c la sse s A , B, and C

Industrial nursesR eg istered industrial

nursesSkilled maintenanceCarpentersE lectric ia n sPaintersM achinistsM echanics (m achinery) M echanics (m otor veh ic le ) P ipefitters T oo l and die m akersUnskilled plantJanitors, p o r te rs , and

c lean ersM aterial handling la b orers

P ercen t changes for individual areas in the p rogram are computed as fo llow s:

1. A verage earnings are com puted fo r each occupation for the 2 years being com pared. The averages are derived fr o m earnings in those establishm ents which are in the survey both y ears ; it is assum ed that employm ent rem ains unchanged.

2. Each occupation is assigned a weight based on its p r o portionate em ploym ent in the occupational group in the base year.

3. T hese weights are used to com pute group averages.Each occupation 's average earnings (com puted in step 1) is m ultiplied by its weight. The products a re totaled to Obtain a group average.

4. The ratio of group averages for 2 consecu tive years is com puted by dividing the average for the current year by the average fo r the ea r lie r year. The resu lt— expressed as a percent— le ss 100 is the percent change.

F or a m ore detailed descr ip tion of the method used to compute these wage tren ds, see "Im proving A rea Wage Survey In d exes ," Monthly Labor R eview , January 1973, pp. 52-57.

A verage pay relationships within establishm ents

R elative m easu res of occupational pay are presented in table A -8 fo r w h ite -co lla r occupations and in table A - 9 for b lu e -co lla r occupations. T hese relative values re fle ct d ifferen ces in pay between occupations within individual establishm ents. R elative pay values are com puted by dividing an estab lishm ent's average earnings for an occupation being com pared by the average for another occupation (designated as 100) and multiplying the quotient by 100. F or exam ple, if jan itors in a firm average $4 an hour and forklift operators $5 , fork lift operators have a relative pay value of 125 com pared with jan itors. ($5 -r $4 = 1.25, x 100 = 125.) In com bining the relatives of the individual establishm ents to a rr ive at an overa ll average, each establish m ent is con sidered to have as many re la tives as it has weighted w orkers in the two jobs being com pared.

Pay relationships based on overa ll averages m ay d iffer considerably becau se of the varying contribution of h igh- and low -w age establishm ents to the averages. F or exam ple, the ov era ll average hourly earnings for fork lift operators m ay be 50 percent m ore than the average fo r janitors because the average fo r fork lift operators m ay be strongly influenced by earnings in h igh-w age establishm ents while the average for jan itors may be strongly in fluenced by earnings in low -w age establishm ents. In such a case , the in tra-estab lishm ent relationship w ill indicate a much sm aller d ifference in earnings.

E stablishm ent p ra ctices and supplem entary wage provision s

Tabulations on se lected establishm ent p ra ctices and supplementary wage provision s (B -s e r ie s tab les) are not presented in this bulletin. In form ation fo r these tabulations is co lle c te d at 3 -y ea r in terva ls. These tabulations on m inim um entrance sa laries for inexperien ced o ffice w ork ers; shift d iffe r en tia ls; scheduled w eekly hours and days; paid holidays; paid vacations; and health, in surance, and pension plans are presented (in the B -s e r ie s tables) in previous bulletins for this area.


Appendix table 1. Establishments and workers within scope of survey and number studied.Chattanooga, Term.—Ga.,‘ September 1979

M i n i m u m N u m b e r o f e s t a b l i s h m e n t s W o r k e r s in e s t a b l i s h m e n t s

I n d u s t ry d i v i s i o n ze m p l o y m e n t in e s t a b l i s h - W ith in s c o p e

o f st ud y 3

Within s c o p e o f st ud y 4m e n t s in s c o p e

o f studyS tudied

N u m b e r P e r c e n tS tud ied

ALL INDUSTRY DIVIS IO NS--------------------------------------------- 3 0 7 116 7 9 . 9 5 5 1 0 0 9 8 . 5 3 3

MANUFACTURING ------------------------------------------------------------------------- 50 182 61 9 9 . 0 6 0 66 3 0 . 9 7 9NONMANUFACTURING ----------------------------------------------------------------- 1 25 55 2 5 . 3 9 5 39 1 8 . 0 5 9

TRANSPORTATION. COMMUNICATION. AND OTHER PUBLIC U T I L I T I E S 5 ------------------------------------------- 50 13 10 9 . 7 2 9 6 9 . 9 8 6

WHOLESALE TRADE6 ------------------------------------------------------------- 50 23 5 2 . 7 9 1 9 6 31RETAIL TRADE 6 -------------------------------------------------------------------- 50 99 16 8 . 7 1 5 12 5 . 1 1 0FINANCE. INSURANCE. AND REAL ESTATE6 --------------- 50 13 9 5 . 5 7 5 7 5 . 1 9 1SERVICES6 7----------------------------------------------------------------------------- 50 27 15 3 . 6 9 0 5 2 . 6 9 1

1 T h e Cha t tano o g a S ta n d a rd M e t r o p o l i t a n S t a t i s t i c a l A r e a , a s d e f in e d b y the O f f i c e o f M a n a g e m e n t and B u d ge t t h ro u g h F e b r u a r y 1974, c o n s i s t s o f H a m il t o n , M a r i o n , and S e q u a t c h ie C o u n t i e s , T e n n . ; and C a t o o s a , D a d e , and W a l k e r C o u n t ie s , Ga. T h e " w o r k e r s w ith in s c o p e o f s tudy" e s t i m a t e s p r o v i d e a r e a s o n a b l y a c c u r a t e d e s c r i p t i o n o f the s i z e and c o m p o s i t i o n o f the la b o r f o r c e i n c lu d e d in the s u r v e y . E s t i m a t e s a r e not in ten ded , h o w e v e r , f o r c o m p a r i s o n with o t h e r s t a t i s t i c a l s e r i e s t o m e a s u r e e m p l o y m e n t t r e n d s o r l e v e l s s i n c e (1 ) pl anning o f w a g e s u r v e y s r e q u i r e s e s t a b l i s h m e n t data c o m p i l e d c o n s i d e r a b l y in a d v a n c e o f the p a y r o l l p e r i o d s tud ie d , and (2 ) s m a l l e s t a b l i s h m e n t s a r e e x c l u d e d f r o m the s c o p e o f the s u r v e y .

2 T h e 1972 e d i t io n o f the S ta n da rd I n d u s t r ia l C l a s s i f i c a t i o n M a n u a l w as u s e d in c l a s s i f y i n g e s t a b l i s h m e n t s b y in d u s t r y d i v i s i o n . A l l g o v e r n m e n t o p e r a t i o n s a r e e x c l u d e d f r o m the s c o p e o f the s u r v e y .

3 I n c l u d e s a l l e s t a b l i s h m e n t s with to ta l e m p l o y m e n t at o r a b o v e the m i n i m u m l im it a t io n . A l l ou t le ts (w i th in the a r e a ) o f c o m p a n i e s in i n d u s t r i e s su c h a s t r a d e ,

f i n a n c e , auto r e p a i r s e r v i c e , and m o t i o n p i c t u r e t h e a t e r s a r e c o n s i d e r e d a s on e e s t a b l i s h m e n t .

4 In c lu d e s a l l w o r k e r s in a l l e s t a b l i s h m e n t s with t o t a l e m p l o y m e n t (w i th in the a r e a ) at o r a b o v e the m i n i m u m li m ita t io n .

5 A b b r e v i a t e d to " p u b l i c u t i l i t i e s " in the A - s e r i e s t a b l e s . T a x i c a b s and s e r v i c e s in c id e n t a l t o w a te r t r a n s p o r t a t i o n a r e e x c l u d e d . C h a t t a n o o g a ' s e l e c t r i c u t i l i t i e s and l o c a l - t r a n s i t a r e m u n i c ip a l ly o p e r a t e d , and a r e e x c l u d e d b y d e f in i t i o n f r o m the s c o p e o f study.

6 S e p a r a t e data f o r this d i v i s i o n a r e not p r e s e n t e d in the A - s e r i e s t a b l e s , but the d i v i s i o n is r e p r e s e n t e d in the " a l l in d u s t r i e s " a nd " n o n m a n u f a c t u r i n g " e s t i m a t e s .

7 H o te l s and m o t e l s ; l a u n d r ie s and o t h e r p e r s o n a l s e r v i c e s ; b u s i n e s s s e r v i c e s ; a u t o m o b i l e r e p a i r , r e n t a l , and pa rk in g ; m o t i o n p i c t u r e s ; n o n p r o f i t m e m b e r s h i p o r g a n iz a t i o n s (e x c lu d in g re l i g i o u s and c h a r i t a b l e o r g a n i z a t i o n s ) ; and e n g i n e e r i n g and a r c h i t e c t u r a l s e r v i c e s .


Appendix B.OccupationalDescriptions

The p r im a ry purpose o f preparing job descriptions for the Burea u 's wage su rveys is to a ss ist its fie ld representatives in classify in g into appropriate occu pation s w ork ers who are em ployed under a variety o f p a yro ll titles and different w ork arrangem ents from establishm ent to establishm ent and fr o m area to area. This perm its grouping occupational w age rates represen tin g com parable job content. Because of- this em phasis on inter establishm ent and in terarea com parability o f occupational content, the B ureau 's jo b descrip tion s may differ significantly from those in use in individual establishm ents or those prepared for other pu rposes. In applying these job d escr ip tion s , the B ureau 's field representatives are in stru cted to exclude w orking su perv isors; apprentices; and part- tim e , tem p ora ry , and probationary w ork ers. Handicapped w ork ers whose earnings are redu ced becau se o f their handicap are a lso excluded. L e a rn e rs , beg in n ers, and tra in ees , unless sp ecifica lly included in the job d escr ip tion s , are excluded.

Office

SECRETARY

A ssign ed as a p erson a l secre ta ry , norm ally to one individual. M aintains a c lo se and highly resp on siv e relationship to the day-to -d ay activities o f the su p erv isor . W orks fa ir ly independently receiv in g a m inim um o f detailed su pervision and guidance. P e r fo rm s varied c le r ica l and se cre ta r ia l duties requ iring a knowledge o f o ffice routine and understanding o f the organization , p ro g ra m s , and p roced u res re la ted to the w ork o f the su pervisor.

E x clu s ion s . Not all position s that are titled "s e cre ta ry " p o sse ss the above ch a ra cte r is t ic s . E xam ples o f positions which are excluded fro m the defin ition are as fo llow s :

a. P osition s w hich do not m eet the "p erson a l" secre ta ry concept d e scr ib e d above;

b. Stenographers not fu lly trained in secretaria l-ty p e duties;

c . S tenographers serv ing as o ffice assistants to a group o f p r o fe ss io n a l, te ch n ica l, or m anagerial person s;

d. A ss is t ant-type positions which entail m ore difficu lt or m ore resp on s ib le te ch n ica l, adm inistrative, or su p erv isory duties w hich are not ty p ica l o f secre ta r ia l work, e .g ., Adm inistrative A ssistan t, o r E xecutive Assistant:

SECRETARY— Continued

E xclusion s— Continued

e. P osition s w hich do not fit any o f the situations listed in the sections below titled "L e v e l o f S u p e r v iso r ," e .g , secretary to the president o f a company that em p loys , in a ll, over 5 ,000 person s;

f. T ra in ees.

C lassifica tion by L evel

S ecretary job s which m eet the requ ired ch a ra cteris tics are m atched at one o f five levels accord ing to (a) the leve l o f the se c re ta ry 's supervisor within the com pany 's organizational structure and, (b) the leve l o f the se c r e ta r y 's respon sib ility . The tabulation follow ing the explanations o f these two fa ctors indicates the leve l o f the secre ta ry for each com bination o f the fa ctors .

L evel o f S e cre ta ry 's Supervisor (LS)

LS—1 a. S ecretary to the su pervisor or head o f a sm all organizationalunit (e .g ., few er than about 25 or 30 person s); or


SE CR E T AR Y— G ontinuedC la s s if ic a t io n by L ev e l-— C ontinued

b. S ecretary to a n onsuperv isory staff sp ecia lis t, p ro fess ion a l em ployee , adm inistrative o ff ic e r o r assistant, sk illed technician or expert, (NOTE: M a n y com panies assign stenographers,rather than se c re ta r ie s as d e scr ib e d above, to this lev e l of su p erv isory or n onsuperv isory w ork er .)

LS-2 a. S ecre ta ry to an execu tive or m anageria l person w hose respon sib ility is not equivalent to one o f the sp e c ific lev e l situations in the defin ition for LS—3, but w hose organizationa l unit norm ally num bers at lea st sev era l dozen em ployees and is usually divided into organizationa l segm ents w hich are often , in turn, further subdivided. In som e com panies, this lev e l includes a wide range o f organizationa l ech elon s ; in o th ers, only one or two; or

b. S ecre ta ry to the head o f an individual plant, fa ctory , e tc ., (or ocher equivalent lev e l o f o ffic ia l) that em ploys, in all, few er than 5 ,0 00 p erson s.

LS—3 a. S ecre ta ry to the chairm an of the board or p resident o f a com panythat em p loys , in all, few er than 100 p erson s; or

b. S ecretary to a corp ora te o ff ic e r (other than chairm an of the board o r president) o f a com pany that em p loys , in all, ov er 100 but few er than 5, 000 p erson s; o r

c . S ecretary to the head (im m ediately below the o ff ic e r level) over either a m a jo r corporatew ide functional activity (e .g ., m arketing, re se a rch , operation s , industrial re la tion s , e tc .) o r a m a jor geograph ic o r organizationa l segm ent (e .g ., a region al headquarte rs ; a m a jo r d iv ision ) o f a com pany that em p loys , in all, over 5, 000 but few er than 25, 000 em p loyees ; or

d. S ecre ta ry to the head o f an individual plant, fa ctory , e tc ., (or other equivalent le v e l o f o ffic ia l) that em ploys, in all, over 5 ,000 p erson s; or

e. S ecretary to the head o f a la rg e and im portant organizational segm ent (e .g ., a m idd le m anagem ent su p erv isor o f an organ izational segm ent often involving as m any as sev era l hundred person s) o f a com pany that em p loys , in all, ov er 25 ,000 p erson s.

L S -4 a. S ecre ta ry to the chairm an of the board o f presid en t o f a com pany that em p loys , in all, ov er 100 but few er than 5, 000 p erson s; or

b. S ecre ta ry to a co rp ora te o ff ic e r (other than the chairm an o f the board o r president) o f a com pany that em p loys , in all, ov er 5 ,000 but few er than 25 ,000 p erson s; or

c . S ecretary to the head, im m ediately below the corp ora te o ffic e r lev e l, o f a m a jor segm ent or su bsid iary o f a com pany that em ploys, in all, ov er 25, 000 p erson s .

N O TE: The term "co rp o ra te o f f ic e r " used in the above LS defin itionre fe rs to those o ffic ia ls who have a sign ifican t corp ora tew id e policym aking ro le with regard to m a jor com pany activ it ies . The title "v ic e president, " though n orm ally indicative o f this ro le , does not in all ca ses identify such

position s. V ice presidents w hose p rim a ry resp on sib ility is to act person a lly on individual cases or transactions (e .g ., approve or deny individual loan or cred it actions; adm inister individual tru st accoun ts; d ire c tly su pervise a c le r ic a l staff) are not considered to be "c o r p o ra te o ff ic e r s " fo r purposes o f applying the definition.

S E C R E T A R Y — ContinuedC la s s if ic a t io n by L e v e l— C ontinued

L evel o f S ecre ta ry 's R esponsib ility (LR)

This factor evaluates the nature o f the w ork relationsh ip between the se c re ta ry and the su pervisor, and the extent to w hich the se cre ta ry is expected to e x e rc ise initiative and judgm ent. S ecre ta r ies should be m atched at LR—1 or LR—2 descr ibed below accord in g to their lev e l o f respon sib ility .

LR—1. P er form s varied se cre ta r ia l duties including or com parable to m ost o f the follow ing:

a. Answ ers telephones, greets person a l ca lle r s , and opens in com ing m ail.

b. Answ ers telephone requests w hich have standard answ ers. May reply to requests by sending a fo r m letter .

c . Review s correspon den ce , m em oranda, and reports prepared by others fo r the su perv isor ' s signature to ensure p roced u ra l and typographical accuracy.

d. Maintains su pervisor ' s calendar and m akes appointments as instructed.

e. Types, takes and tra n scr ib es d ictation , and file s .

LR—2. P er form s duties d escr ib ed under LR—1 and, in addition p erform s tasks requiring g rea ter judgm ent, in itiative, and know ledge o f o ffice functions including or com parable to m ost o f the follow ing:

a. Screens telephone and p erson a l c a lle r s , determ ining w hich can be handled by the su p erv isor ' s subordinates or other o ffices .

b. A nsw ers requests w hich requ ire a detailed knowledge o f o f fice procedu res or c o lle c t io n o f in form ation fr o m file s or other o ffices . May sign routine corresp on d en ce in own or su pervisor ' s name.

c. Com piles or assists in com piling p er iod ic reports on the basis o f general instructions.


S EC R E T A R Y— C ontinued

d. Schedules tentative appointments without p r io r c learan ce . A s sem bles n e ce s sa ry background m ateria l for scheduled m eetings. M akes arrangem ents fo r m eetings and con feren ces.

e. Explains s u p e r v iso r 's requirem ents to other em ployees in su p erv is o r ' s unit. (A lso types, takes dictation, and file s .)

The fo llow in g tabulation shows the level o f the se cre ta ry fo r each LS and LR com bination .

L ev e l o f s e c re ta ry ' ssu p erv isor______ Level of secre ta ry ' s respon sib ility

LR—1 LR—2

LS—1___________________________________ C lass E C lass DLS—2 ___________________________________ C lass D C lass CLS—3 ___________________________________ C lass C C lass BLS—4 ___________________________________ C lass B C lass A

STENOGRAPHER

P rim a ry duty is to take dictation using shorthand, and to tran s c r ib e the dictation . May also type fro m written copy. May operate from a stenograph ic pool. M ay occa s ion a lly tran scribe from v o ice record in gs (if p r im a ry duty is tran scrib in g fro m record in gs , see Tran scrib in g -M ach in e Typist).

NOTE: This job is distinguished fro m that of a se cre ta ry in that ase c re ta ry n orm ally w orks in a confidential relationship with only one m an ager or execu tive and p e r fo rm s m ore respon sib le and d iscre tion a ry tasks as d e scr ib e d in the se c re ta ry job definition.

Stenographer, S en ior. D ictation involves a varied technical or sp ecia lized v ocabu lary such as in leg a l b r ie fs or reports on sc ien tific resea rch . May a lso set up and m aintain f ile s , keep re co rd s , etc.

OR

P e r fo rm s stenograph ic duties requiring sign ificantly grea ter in dependence and resp on s ib ility than stenographer, general, as evidenced by the fo llow in g : W ork requ ires a high degree o f stenographic speed and accu ra cy ;a through w orking know ledge o f general business and o ffice p roced u re ; and o f the sp e c ific business operations, organization, p o lic ies , p roced u res , file s , w orkflow , etc. U ses this knowledge in perform ing stenographic duties and resp on sib le c le r ic a l tasks such as maintaining followup f ile s ; assem bling m ateria l fo r rep orts , m em oranda, and le tters ; com posing sim ple letters fr o m genera l in stru ction s; reading and routing incom ing m a il; and answering routine questions, etc.

ST E N O G R A P H E R — C ontinued

Stenographer, G eneral. D ictation involves a norm al routine vocabulary. May maintain file s , keep sim ple re co rd s , or p er form other relatively routine c le r ic a l tasks.

TRANSCRIBING-MACHINE TYPIST

P rim a ry duty is to type copy o f v o ice recorded dictation which does not involve varied tech nica l or sp ecia lized vocabu lary such as that used in lega l b r ie fs or reports on sc ien tific research . May a lso type from written copy. May maintain file s , keep sim ple re co rd s , or p e r fo rm other relatively routine c le r ic a l tasks. (See Stenographer definition fo r w orkers involved with shorthand dictation .)

TYPIST

Uses a typew riter to make cop ies o f various m aterials or to make out b ills after calcu lations have been made by another person . May include typing o f sten cils , m ats, or s im ilar m aterials fo r use in duplicating p ro ce s se s . May do c le r ic a l w ork involving little sp ecia l training, such as keeping sim ple re co rd s , filing re co rd s and reports , or sorting and distributing incom ing m ail.

C lass A . P e r fo rm s one or m ore o f the fo llow in g : Typing m aterialin final fo rm when it involves com bining m aterial fro m several sou rces ; or respon sib ility fo r c o r r e c t spelling, syllabication , punctuation, etc., of tech n ica l or unusual w ords or fore ign language m a teria l; or planning la y out and typing o f com plicated statistica l tables to maintain uniform ity and balance in spacing. May type routine fo rm letters, varying details to suit c ircu m stan ces .

C lass B . P e r fo rm s one or m ore o f the fo llow in g : Copy typing from rough or c le a r dra fts ; or routine typing o f fo rm s, insurance p o lic ies , e tc .; o r setting up sim ple standard tabulations; or copying m ore com plex tables already set up and spaced properly .

FILE CLERK

F ile s , c la s s ifie s , and re tr iev es m ateria l in an established filing system . May p e r fo rm c le r ic a l and manual tasks requ ired to maintain file s . P osition s are c la ss ifie d into leve ls on the basis o f the follow ing definitions.

C lass A . C la ss ifie s and indexes file m ateria l such as co rre sp o n d ence, reports , tech n ica l docum ents, e tc ., in an established filing system containing a num ber o f varied subject m atter file s . May a lso file this m aterial. May keep re co rd s o f various types in conjunction with the file s . May lead a sm all group o f low er leve l f ile c lerk s .

C lass B . Sorts, cod es , and file s u nclassified m aterial by sim ple (su b ject m atter) headings or partly c la ss ifie d m ateria l by finer subheadings. P rep a res sim ple related index and c r o s s -r e fe r e n c e aids. As requested, locates c le a r ly identified m ateria l in file s and forw ards m aterial. May p e r fo rm related c le r ic a l tasks requ ired to maintain and se rv ice files .


F IL E C L E R K — C ontinued

C lass C . P e r fo rm s routine filing of m a teria l that has already been c la ss ifie d o r which is ea s ily c la ss ifie d in a sim ple ser ia l c la ss ifica tion system (e .g ., alphabetical, ch ron o log ica l, or n u m erica l). As requested , locates read ily available m a teria l in file s and forw a rds m a teria l; and m ay fill out w ithdraw al ch a rge . M ay p er form sim ple c le r ica l and manual tasks required to m aintain and se rv ice f i le s .

MESSENGER

P e r fo rm s various routine duties such as running errands, operating m inor o ffice m ach ines such as sea lers o r m a ile r s , opening and distributing m ail, and other m in or c le r ic a l w ork . Exclude positions that requ ire operation o f a m otor veh icle as a sign ifican t duty.

SWITCHBOARD O PERATOR

O perates a telephone sw itchboard or con so le used with a private branch exchange (PB X ) system to re lay incom ing, outgoing, and intrasystem c a lls . May provide in form ation to c a lle r s , re co rd and transm it m e ssa g e s , keep re co rd o f ca lls p laced and toll ch a rges. B esides operating a telephone sw itchboard o r con so le , m ay also type or p erform routine c le r ica l w ork (typing or routine c le r ic a l w ork m ay occu py the m a jo r portion o f the w o rk e r 's tim e, and is usually p erform ed w hile at the sw itchboard or co n so le ). Chief o r lead op era tors in establishm ents em ploying m o re than one opera tor are excluded. F o r an op erator who also acts as a recep tion ist, see Switchboard O p era tor -R ecep tion ist.

SWITCHBOARD O PERA TO R -REC EPTIO N IST

At a s in g le -p os ition telephone sw itchboard or con so le , acts both as an operator— see Sw itchboard O perator— and as a recep tion ist. R ecep tion ist 's w ork involves such duties as greeting v is ito rs ; determ ining nature o f v is ito r 's bu siness and providing appropriate in form ation ; re ferr in g v isitor to appropriate person in the organization or contacting that person by te le phone and arranging an appointment; keeping a log o f v is ito rs .

ORDER CLERK

R e ce iv e s w ritten o r verba l cu s to m e rs ' pu rch ase o rd e rs fo r m a teria l o r m erch an d ise from cu stom ers o r sa les peop le . W ork typ ica lly involves som e com bination o f the fo llow in g duties: Quoting p r ic e s ; determ iningavailability o f ord ered item s and suggesting substitutes when n ecessa ry ; advising expected d e livery date and m ethod o f d e livery ; record in g o rd er and custom er in form ation on o rd e r sheets; checking o rd e r sheets for accu racy and adequacy o f in form ation re co rd e d ; ascerta in ing cre d it rating o f cu stom er; furnishing cu stom er with acknow ledgem ent o f re ce ip t o f o rd e r ; fo llow ing up to see that o rd e r is d e livered by the sp e cifie d date o r to let cu stom er know o f a delay in d e livery ; m aintaining o rd e r file ; checking shipping invoice against orig in a l o rd e r .

E xclude w ork ers paid on a com m iss ion basis o r w hose duties include any o f the fo llow in g : R eceiv in g o rd e rs fo r s e r v ice s rather than form ateria l o r m erch a n d ise ; providing cu stom ers with consultative advice using knowledge gained from engineering or extensive tech n ica l training; em phasizing selling sk ills ; handling m a teria l o r m erch an d ise as an in tegral part o f the job .

O R D E R C LE R K — C ontinued

P ositions are c la ss ified into lev e ls accord ing to the follow ing defin itions:

C lass A . Handles o rd ers that involve m aking judgm ents such as choosing which sp ecific product or m a teria l from the estab lishm ent's product lines w ill satisfy the cu stom er 's needs, o r determ ining the p r ice to be quoted when pricin g involves m ore than m e re ly re fe rr in g to a p r ice list o r making som e sim ple m athem atical calcu lations.

C lass B . Handles o rd ers involving item s which have readily iden tified uses and applications. May re fe r to a cata log , m an u factu rer 's manual, o r s im ilar docum ent to insure that p rop er item is supplied or to v erify p r ice o f ord ered item .ACCOUNTING CLERK

P e rfo rm s one or m ore accounting c le r ic a l tasks such as posting to re g is te rs and led g ers ; recon cilin g bank accounts; verify in g the internal consisten cy , com pleteness, and m athem atical a ccu ra cy o f accounting docum ents; assigning p rescrib ed accounting d istribution cod es ; exam ining and verify ing fo r c le r ica l accuracy various types o f rep orts , lis ts , ca lcu lations, posting, etc .; o r preparing sim ple or assisting in preparing m o re com plica ted journal v ou ch ers. May w ork in either a manual o r automated accounting system .

The w ork requ ires a knowledge o f c le r ic a l m ethods and o ffic e p ra c tices and procedu res which relates to the c le r ica l p ro ce ss in g and record in g o f transactions and accounting in form ation . With ex p erien ce , the w orker typ ica lly becom es fam iliar with the bookkeeping and accounting term s and p roced u res used in the assigned w ork, but is not requ ired to have a knowledge o f the form al prin cip les o f bookkeeping and accounting.

P ositions are c la ss ified into lev e ls on the basis o f the following- defin itions:

C lass A . Under general su pervision , p e r fo rm s accounting c le r ica l operations which require the application of ex perien ce and judgm ent, for exam ple, c le r ica lly p rocessin g com plica ted or nonrepetitive accounting tran saction s, selecting among a substantial variety o f p re scr ib e d accounting codes and c lassifica tion s, or tracing tran saction s through previous accounting actions to determ ine sou rce o f d is cre p a n c ie s . May be assisted by one or m o re c lass B accounting c le rk s .

C lass B . Under c lo se su pervision , fo llow ing detailed instructions and standardized proced u res, p er form s one o r m o re routine accounting c le r ica l operations, such as posting to le d g e rs , ca rd s , or w orksheets w here identification o f item s and locations o f postings are c le a r ly indicated; checking accu racy and com pleteness o f standardized and repetitive record s o r accounting docum ents; and coding docum ents using a few p re scr ib e d accounting codes.

BOOKKEEPING-MACHINE O PERATORO perates a bookkeeping m achine (with or without a typew riter key

board) to keep a re co rd of business tran saction s.C lass A . K eeps a set o f r e co rd s requ iring a knowledge o f and

experien ce in basic bookkeeping p r in cip les , and fa m ilia rity with the structure o f the particu lar accounting system used . D eterm in es proper re co rd s and d istribution of debit and cred it item s to be used in each phase of the w ork . M ay prepare consolidated rep orts , balance sh eets , and other re co rd s by hand.


B O O K K E E PIN G -M A C H IN E O P E R A T O R — ContinuedC lass B . Keeps a re co r d o f one or m ore phases or sections o f a

set o f re co rd s usually requ iring little knowledge of ba sic bookkeeping. P hases or section s include accounts payable, payroll, cu s to m e rs ' accounts (not including a sim ple type o f billing d escribed under m achine biller,), cost d istribution , expense distribution , inventory control, etc. May check or a s s is t in preparation o f tr ia l balances and prepare con tro l sheets for the accounting departm ent.MACHINE B ILL E R

P rep ares statem ents, b ills , and invoices on a m achine other than an ord inary or e le ctro m a tic typew riter. May a lso keep re co rd s as to billings or shipping ch arges or p e r fo rm other c le r ica l work incidental' to billing operations. F or w age study pu rposes, machine b ille rs are c la ss ifie d by type o f m achine, as fo llow s :

B illin g -m ach in e b ille r . Uses a sp ecia l billing m achine (com bination typing and adding m achine) to prepare bills and invoices fro m cu sto m e rs ' pu rch ase o r d e rs , in ternally prepared o rd ers , shipping m em oranda, etc. U sually involves app lication o f predeterm ined discounts and shipping charges and entry o f n e ce ssa ry exten sion s, which m ay or may not be com puted on the billing m ach ine, and totals which are autom atically accum ulated by m achine. The operation usually involves a large number of, carbon cop ies o f the b ill being p repared and is often done on a fanfold m achine.

B ookkeeping-m ach ine b ille r . Uses a bookkeeping m achine (with or without a typew riter keyboard) to prepare cu stom ers ' b ills as part of the accounts rece iv a b le operation . G enerally involves the sim ultaneous entry of f i g u r e s on cu sto m e rs ' ledger record . The m achine autom atically accum ulates figu res on a num ber of v ertica l colum ns and com putes and usually prints autom atica lly the debit or cred it balances. D oes not involve a knowledge o f bookkeeping. W orks from uniform and standard types of sales and cre d it s lips.P A Y R O L L CLERK

P e r fo rm s the c le r ic a l tasks n ecessary to p ro ce ss payrolls and to m aintain p a yro ll r e co r d s . W ork involves m ost of the follow ing! P rocessin g w o rk e rs ' tim e or production re co rd s ; adjusting w ork ers ' re cord s fo r changes in wage ra tes , supplem entary benefits, or tax deductions; editing payroll listings against sou rce r e c o r d s ; tracing and correctin g e r ro r s in listin gs; and assistin g in p reparation of p eriod ic sum m ary payroll rep orts . In a non- autom ated p a yro ll sy stem , com putes w ages. W ork may requ ire a p ractica l knowledge o f governm ental regulations, com pany payroll po licy , or the com puter system fo r p ro ce ss in g payrolls .

KEY ENTRY O PERA TO RO perates k ey b oa rd -con tro lled data entry device such as keypunch

m achine or k ey -op era ted m agnetic tape or disk en coder to tran scribe data into a fo r m suitable fo r com puter p rocessin g . W ork requ ires sk ill in operating an alphanum eric keyboard and an understanding o f tran scrib in g procedu res and relevant data entry equipment.

P osition s are c la s s ifie d into lev e ls on the basis o f the follow ing defin ition s:

C lass A. W orks requ ires the application of experience and judgm ent in selecting p roced u res to be fo llow ed and in searching fo r , in terpreting, se lectin g , or coding item s to be entered fro m a variety o f sou rce docum ents. On o cca s io n m ay a lso p e r fo rm routine w ork as descr ibed fo r c la ss B.

21

K EY E N T R Y O P E R A T O R — ContinuedNOTE: Excluded are operators above c lass A using the key entry

controls to a c c e s s , read, and evaluate the substance of sp ecific records to take substantive actions, or to make entries requiring a sim ilar level of knowledge.

Class B . W ork is routine and repetitive. Under c lose supervision or follow ing sp ecific procedu res or detailed instructions, works from various standardized sou rce docum ents which have been coded and require little or no se lecting , coding, or interpreting of data to be entered. R efers to su pervisor problem s arisin g fro m erroneous item s, codes, or m issing inform ation.

Professional and TechnicalCOM PUTER SYSTEMS AN ALYST, BUSINESS

A nalyzes business problem s to form ulate p rocedu res for solving them by use o f e lectron ic data p rocessin g equipment. Develops a com plete descrip tion of a ll sp ecifica tion s needed to enable p rogram m ers to prepare requ ired digital com puter p rogram s. W ork involves m ost of the follow ing: Analyzes su bject-m atter operations to be automated and identifies conditions and cr ite r ia requ ired to ach ieve sa tis fa ctory resu lts ; sp ecifies number and types o f r e co rd s , f ile s , and • docum ents to be used; outlines actions to be perform ed by personnel and com puters in su fficient detail for presentation to managem ent and fo r program m ing (typ ically this involves preparation of w ork and data flow charts); coord inates the developm ent of test problem s and participates in tr ia l runs of new and rev ised system s; and recom m ends equipment changes to obtain m ore e ffective overa ll operations. (NOTE: W orkers perform ing both system s analysis and program m ing should be c la s sified as system s analysts if this is the sk ill used to determ ine their pay.)

Does not include em ployees p rim a rily respon sib le for the m anagement or su pervision of other e le ctron ic data p rocessin g em ployees, or s y s tem s analysts p r im a rily concern ed with sc ien tific or engineering problem s.

F or wage study pu rposes, system s analysts are c lass ified asfo llo w s :

Class A. W orks independently or under only general d irection on com plex problem s involving a ll phases of system s analysis. P roblem s are com plex because o f d iverse sou rces of input data and m ultip le-use re q u ire ments o f output data. (F or exam ple, develops an integrated production scheduling, inventory con tro l, c o st an alysis, and sa les analysis record in w hich every item of each type is autom atically p ro ce sse d through the full system o f re co rd s and appropriate follow up actions are initiated by the com pu ter.) Confers with person s concern ed to determ ine the data processin g problem s and advises su b ject-m atter personnel on the im plications of new or rev ised system s o f data p rocessin g operations. Makes recom m endations, if needed, fo r approval o f m a jor system s installations or changes and for obtaining equipment.

May provide functional d irection to low er leve l system s analysts who are assigned to assist.

C lass B. W orks independently or under only general d irection on problem s that are re lative ly uncom plicated to analyze, plan, program , and operate. P roblem s are of lim ited com plexity because sou rces of input data are hom ogeneous and the output data are c lo se ly related. (F or exam ple,


develops system s fo r m aintaining d epositor accounts in a bank, maintaining accounts rece ivab le in a retail establishm ent, or maintaining inventory accounts in a m anufacturing or w holesa le establishm ent.) C on fers with p e r sons concern ed to determ ine the data p rocessin g problem s and advises su bject-m atter person nel on the im plications o f the data p rocessin g system s to be applied.

C O M P U T E R SY STE M S A N A L Y S T , BUSINESS— C ontinued

OR

W orks on a segm ent o f a com plex data p rocess in g schem e or system , as d escr ib ed fo r c lass A . W orks independently on routine assign m ents and re ce iv e s instruction and guidance on com plex assignm ents. W ork is review ed fo r a ccu ra cy o f judgm ent, com plian ce with instru ction s, and to insure proper alignm ent with the o v e ra ll system .

C lass C . W orks under im m ediate su pervision , carry in g out analyses as assigned, usually o f a single activity. A ssignm ents are designed to develop and expand p ra ctica l ex perien ce in the application o f p rocedu res and sk ills requ ired for system s analysis w ork . F o r exam ple, m ay ass is t a higher level system s analyst by preparin g the detailed sp ecifica tion s requ ired by p rogram m ers from in form ation developed by the higher le v e l analyst.

COMPUTER PROGRAM M ER, BUSINESS

C onverts statem ents o f bu siness p rob lem s, typ ically prepared by a system s analyst, into a sequence o f detailed instructions which are required to solve the p rob lem s by autom atic data p ro ce ss in g equipm ent. W orking from charts o r d iagram s, the p rogra m m er develops the p re c ise instructions w hich, when entered into the com puter system in coded language, cause the manipulation o f data to ach ieve d es ired resu lts . W ork involves m ost o f the fo llow in g : A pp lies know ledge o f com puter cap a b ilities , m ath em atics, log icem ployed by com pu ters, and particu lar su bject m atter involved to analyze charts and diagram s o f the p rob lem to be program m ed; develops sequence o f program steps; w rites detailed flow charts to show o rd er in which data w ill be p ro ce sse d ; converts these charts to coded instructions fo r m achine to fo llow ; tests and c o r r e c ts p rog ra m s; p rep ares instructions fo r operating personnel during production run; analyzes, rev iew s, and a lters p rogram s to in crease operating e ffic ie n cy or adapt to new requ irem ents; m aintains re cord s of program developm ent and re v is io n s . (NOTE: W ork ers perform ingboth system s analysis and program m in g should be c la ss ifie d as system s analysts if this is the sk ill used to determ ine their pay.)

D oes not include em ployees p r im a rily respon sib le fo r the m anagement or su pervision o f other e le c tro n ic data p rocess in g em p loyees , or p ro gram m ers p r im a rily con cern ed with sc ien tific an d /or engineering p rob lem s.

F o r wage study pu rp oses, p rog ra m m ers are c la ss ifie d as fo llow s :

C lass A . W orks independently o r under only general d irection on com plex prob lem s w hich requ ire com peten ce in all phases o f program m ing concepts and p r a c t ic e s . W orking from diagram s and charts which identify the nature o f d e s ire d resu lts , m a jo r p ro ce ss in g steps to be accom plish ed , and the relationsh ips between various steps o f the problem solving routine; plans the full range o f program m in g actions needed to e ffic ien tly u tilize the com puter system in achieving d es ired end products.

C O M P U T E R P R O G R A M M E R , BUSINESS— C ontinued

At this lev e l, program m ing is d ifficu lt becau se com puter equipment m ust be organized to produce sev era l in terre la ted but d iverse products from num erous and d iverse data elem ents. A wide varie ty and extensive number o f internal processin g actions m ust o ccu r . This requ ires such actions as developm ent of com m on operations w hich can be reused , establishm ent of linkage points between operations, adjustm ents to data when p rogram r e quirem ents exceed com puter storage capacity , and substantial m anipulation and resequencing of data elem ents to fo rm a highly integrated program .

M ay provide functional d irection to low er lev e l p rogram m ers who are assign ed to assist.

C lass B. W orks independently or under only general d irection on re la tive ly sim ple p rogram s, or on sim ple segm ents o f com plex program s. P rogram s (o r segm ents) usually p ro ce s s in form ation to produce data in two or three varied sequences or form ats. R eports and listings are produced by refin ing, adapting, arraying, or making m inor additions to or deletions from input data which are readily available. While num erous re co rd s m ay be p ro ce s se d , the data have been refined in p r io r actions so that the a ccu ra cy and sequencing o f data can be tested by using a few routine checks. T yp ica lly , the p rogram d e a l s with routine recordk eep in g operations.

ORW orks on com plex program s (as d e scr ib e d fo r c la ss A) under c lo se

d irection o f a higher leve l program m er or su p erv isor . M ay a ss is t higher le v e l program m er by independently p erform in g le s s d ifficu lt tasks assigned , and perform ing m ore difficu lt tasks under fa ir ly c lo se d irection .

May guide or instruct low er lev e l p rogra m m ers.C lass C. Makes practica l applications of program m ing p ra ctices

and concepts usually learned in fo rm a l training co u rse s . A ssignm ents are designed to develop com petence in the application of standard procedu res to routine problem s. R eceives c lo se su pervision on new aspects of a ss ig n m ents; and w ork is review ed to v e r ify its a ccu ra cy and con form an ce with requ ired procedu res.

COM PUTER OPERATOR

In accordance with operating in stru ction s, m on itors and operates the con tro l console of a digital com puter to p ro ce s s data. Executes runs by either se r ia l p rocessin g (p ro ce sse s one p rogra m at a tim e) or m u ltip rocess in g (p rocesses two or m ore program s sim ultaneously). The follow ing duties ch a ra cterize the w ork of a com puter opera tor:

- Studies operating instructions to determ ine equipm ent setup needed.

- Loads equipment w i t h requ ired item s (tapes, ca rd s , d isk s, paper, etc.).

- Switches n ecessary au x illiary equipm ent into system .- Starts and operates com puter.

- Responds to operating and com puter output instructions.- Review s e r ro r m essages and m akes co rre ct io n s during operation

o r re fers problem s.- Maintains operating re cord .


C O M P U T E R O P E R A T O R — C ontinuedMay te s t-ru n new or m odified program s. May ass is t in m odifying

system s or p rogra m s. The scop e of this definition includes trainees working to becom e fu lly qualified com puter operators , fully qualified com puter op e ra to rs , and lead opera tors providing technical assistance to low er leve l opera tors . It excludes w ork ers who m onitor and operate rem ote term inals.

C lass A . In addition to w ork assignm ents described fo r a c la ss B op erator (see below ) the w ork of a c lass A operator involves at least one of the fo llow ing :

- Deviates fro m standard procedu res to avoid the loss of in fo r m ation or to con serv e com puter tim e even though the procedu res applied m a teria lly alter the com puter unit's production plans.

- T ests new p ro g ra m s, applications, and procedu res.

- A dv ises p rogra m m ers and subject-m atter experts on s e t u p techniques.

- A ss is ts in (1) m aintaining, m odifying,' and developing operating system s or p rog ra m s; (2) developing operating instructions and techniques to cover prob lem situations; and/o^ (3) switching to em ergen cy backup p rocedu res (such assistance requ ires a working knowledge o f p rogram language, com puter features, and softw are sy s te m s ).

An op era tor at this lev e l typically guides low er leve l operators.C lass B. In addition to established production runs, w ork ass ig n

m ents include runs involving new program s, applications, and procedu res ( i .e . , situations w hich requ ire the operator to adapt to a variety of p rob lem s). At this le v e l, the op erator has the training and experience to w ork fa irly independently in carry in g out m ost assignm ents. Assignm ents may requ ire the op era tor to se le ct fr o m a variety of standard setup and operating p roced u res . In responding to com puter output instructions or e r ro r co n d ition s, applies standard operating or co rre ct iv e p roced u res , but may deviate fro m standard p roced u res when standard procedures fa il if deviation does not m a teria lly a lter the com puter unit's production plans. R efers the p rob lem or aborts the p rogram when procedu res applied do' not provide a solution. May guide low er lev e l operators.

C lass C. W ork assignm ents are lim ited to established production runs ( i .e . , p rogram s which present few operating prob lem s). A ssignm ents m ay con s ist p r im a rily of on -th e -job training (som etim es argum ented by c la s s r o o m in stru ction ). When learning to run program s, the su p erv isor or a higher le v e l operator provides detailed written or o ra l guidance to the operator be fore and during the run. A fter the operator has gained experience with a p rogram , h ow ever, the operator w orks fa irly independently in applying standard operating or c o rre ct iv e procedures in responding to com puter output in structions or e r ro r conditions, but re fers problem s to a higher lev e l operator or the su pervisor when standard procedu res fail.PERIPH ERAL EQUIPMENT OPERATOR

O perates p eriph era l equipment which d i r e c t l y supports digital com puter operations. Such equipm ent is uniquely and sp e c ifica lly designed fo r com puter ap p lica tion s , but need not be physically or e le ctron ica lly connected to a com puter. P r in ters , p lotters , card rea d /p u n ch es , tape re a d e rs , tape units or d r iv e s , disk units or d r ives, and data display units are exam ples o f such equipment.

The follow ing duties ch a ra cterize the w ork o f a peripheral equipment operator:

- Loading prin ters and plotters with c o r r e c t paper; adjusting controls for fo rm s , th ickness, tension, printing density, and location ; and unloading hard copy.

- Labelling tape re e ls , d isks, or card decks.- Checking labels and mounting and dismounting designated tape

ree ls or disks on sp ecified units or drives.- Setting controls which regulate operation o f the equipment.- O bserving panel lights for warnings and e r ro r indications and

taking appropriate action.- Exam ining tapes, ca rd s , or other m ateria l for cre a se s , tears ,

or other defects which could cause p rocessin g problem s.This c la ss ifica tion excludes w ork ers (1) who m onitor and operate a

control console (see com puter operator) or a rem ote term inal, or (2) whose duties are lim ited to operating d eco lla ters , b u rsters , separators, or sim ilar equipment.

COM PUTER DATA LIBRARIAN

Maintains lib ra ry of media (tapes, d isks, cards, cassettes) used for autom atic data p rocessin g applications. The follow ing or sim ilar duties ch a ra cterize the w ork of a com puter data librarian : C lassify ing, cataloging,and storing m edia in a ccorda n ce with a standardized system ; upon proper requ ests , releasing m edia fo r p rocessin g ; maintaining records of releases and returns; inspecting returned m edia for damage or excessive wear to determ ine whether or not they need replacing. May p erform m inor repairs to dam aged tapes.

P E R IP H E R A L E Q U IPM EN T O P E R A T O R — Continued

DRAFTER

C lass A. Plans the graphic presentation of com plex item s having distinctive design features that d iffer sign ificantly fro m established drafting precedents. W orks in c lose support with the design originator, and may recom m end m inor design changes. Analyzes the e ffect of each change on the details of fo rm , function, and positional relationships of components and parts. W orks with a m inim um of su perv isory assistan ce . Com pleted w ork is review ed by design originator for con sisten cy with prior engineering determ inations. May either prepare drawings or d irect their preparation by low er leve l drafters.

C lass B. P erform s nonroutine and com plex drafting assignments that requ ire the application of m ost of the standardized drawing techniques regu larly used. Duties typ ica lly involve such w ork as: P repares workingdrawings of subassem blies with irreg u la r shapes, m ultiple functions, and p re c ise positional relationships between com ponents; prepares architectural drawings fo r construction of a building including detail drawings of foundations, w all section s , floor plans, and roof. Uses accepted form ulas and manuals in making n ecessary com putations to determ ine quantities of m ateria ls to be used, load cap a cities , strengths, s tre s se s , etc. R eceives initial instru ction s, requ irem ents, and advice fro m su pervisor. Completed w o rk is checked for technical adequacy.


C lass C . P rep a res detail drawings o f single units o r parts for engineering, construction , m anufacturing, or repair pu rposes. Types of drawings prepared include iso m e tr ic p ro jection s (depicting three dim ensions in accurate sca le ; and sectiona l views to c la r ify positioning o f com ponents and convey needed in form ation . C onsolidates details from a num ber of sou rces and adjusts o r tran sposes sca le as requ ired . Suggested m ethods o f approach, applicable preceden ts , and advice on sou rce m ateria ls are given with initial assignm ents. Instructions are le s s com plete when assignm ents recu r. W ork m ay be sp ot-ch eck ed during p ro g re ss .

D R A F T E R -T R A C E RC opies plans and drawings prepared by others by placing tracing

cloth or paper ov er draw ings and tracing with pen or pen cil. (D oes not include tracing lim ited to plans p rim a rily consisting o f straight lines and a large sca le not requiring c lo se delineation .)

AN D/O RP rep a res sim ple or repetitive drawings o f easily v isualized item s.

W ork is c lo s e ly su pervised during p ro g re ss .

ELECTRONICS TECHNICIANW orks on various types o f e le ctron ic equipm ent and related dev ices

by perform ing one or a com bination o f the follow ing: Installing, maintaining,repairing, overhauling, troubleshooting, m odifying, constructing, and testing. W ork requ ires p ra ctica l application o f technical knowledge o f e lectron ics p rin cip les, ability to determ ine m alfunctions, and skill to put equipment in required operating condition .

The equipm ent— consisting o f either many d ifferent kinds o f c ircu its o r m ultiple repetition o f the sam e kind o f c ircu it— includes, but is not lim ited to, the follow ing : (a) E lectron ic transm itting and rece iv in g equipment (e .g .,radar, radio, te lev is ion , telephone, sonar, navigational aids), (b) digital and analog com pu ters, and (c) industrial and m ed ica l m easuring and controlling equipment.

This c la ss ifica tio n excludes rep a irers o f such standard e le ctron ic equipment as com m on o ffic e m achines and household radio and te lev is ion sets; production a ssem b lers and te s te rs ; w ork ers w hose p rim a ry duty is serv icin g e le ctron ic test instrum ents; technicians who have adm inistrative or su p erv isory respon sib ility ; and dra fters , des ign ers, and p ro fess ion a l engineers.

P osition s are c la ss ifie d into lev e ls on the basis o f the follow ing defin itions.

C lass A . A pp lies advanced tech nica l knowledge to solve unusually com plex prob lem s ( i .e . , those that typ ica lly cannot be solved so le ly by r e fe r ence to m an u factu rers ' m anuals or s im ilar docum ents) in working on e le c tron ic equipm ent. E xam ples o f such problem s include location and density o f c ircu itry , e lectrom agn etic radiation , isolating m alfunctions, and frequent engineering changes. W ork in volves: A detailed understanding o f the interrelationships o f c ircu its ; ex erc is in g independent judgm ent in perform in g such tasks as making c ir cu it analyses, calculating wave fo rm s , tracing relation ships in signal flow ; and regu larly using com plex test instrum ents (e .g ., dual trace o s c illo s c o p e s , Q -m e te rs , deviation m e te rs , pulse g en erators).

D R A F T E R — C on tin ued

W ork m ay be review ed by su p erv isor (frequently an engineer or designer) fo r general com pliance with accepted p ra c tice s . May provide technical guidance to low er level technicians.

C lass B . Applies com prehensive technical knowledge to solve com plex p rob lem s (i.e ., those that typ ica lly can be solved so le ly by p roperly interpreting m anufacturers' manuals o r s im ila r docum ents) in working on e le ctron ic equipment. W ork involves: A fam ilia rity with the in terre lation ships o f c ircu its ; and judgment in determ ining w ork sequence and in selecting tools and testing instrum ents, usually le ss com plex than those used by the c lass A technician.

R eceives technical guidance, as requ ired , from su perv isor o r higher level technician, and w ork is review ed for sp e c ific com plian ce with accepted p ra ctices and w ork assignm ents. May provide technical guidance to low er leve l technicians.

C lass C . Applies working tech nica l knowledge to p erform sim ple or routine tasks in working on e le ctron ic equipm ent, follow ing detailed in stru ctions which cover virtually all p roced u res . W ork typ ica lly involves such tasks as: A ssisting higher level technicians by perform in g such activities asreplacing com ponents, w iring c ircu its , and taking test readings; repairing sim ple e lectron ic equipment; and using tools and com m on test instrum ents (e .g ., m ultim eters, audio signal gen era tors , tube te s te rs , o s c illo s c o p e s ) . Is not required to be fam iliar with the in terrelationships o f c ircu its . This knowledge, however, m ay be acquired through assignm ents designed to in crease com petence (including c la ssroom training) so that w ork er can advance to higher level technician.

R ece ives technical guidance, as requ ired , from su p erv isor or higher leve l technician. W ork is typically spot checked, but is given detailed review when new or advanced assignm ents are involved.

REGISTERED INDUSTRIAL NURSEA registered nurse who gives nursing se rv ice under general m ed ica l

d irection to ill or injured em ployees o r other person s who becom e ill or su ffer an accident on the p rem ises o f a fa ctory or other establishm ent. Duties involve a com bination o f the fo llow in g : Giving f ir s t aid to the ill orinjured; attending to subsequent dressin g o f em p loyees ' in ju ries ; keeping re co rd s o f patients treated; preparing accident reports fo r com pensation or other pu rposes; assisting in physical exam inations and health evaluations o f applicants and em ployees; and planning and carry in g out p rogram s involving health education, accident prevention, evaluation o f plant environm ent, or other activities affecting the health, w e lfa re , and safety o f all person nel. Nursing su pervisors o r head nurses in establishm ents em ploying m ore than one nurse are excluded.

Maintenance, Toolroom, and PowerplantMAINTENANCE CARPENTER

P erform s the carpentry duties n e ce ssa ry to construct and maintain in good repa ir building woodwork and equipm ent such as bins, crib s, counters, benches, partitions, doors, f lo o rs , s ta irs , casin g s , and trim m ade o f wood in an establishm ent. W ork involves m ost o f the fo llow in g : Planning and

E L E C T R O N IC S TECHNICIAN— C ontinued


laying out o f w ork from blueprints, drawings, m odels, or verbal instructions; using a variety o f ca rp en ter 's handtools, portable power tools, and standard m easuring instrum ents; making standard shop computations relating to dim ensions o f w ork ; and selecting m aterials n ecessary for the w ork. In general, the w ork o f the m aintenance carpenter requires rounded training and experience usually acquired through a f o r m a l apprenticeship or equivalent training and ex p erien ce .MAINTENANCE ELECTRICIAN

P e r fo rm s a variety o f e le ctr ica l trade functions such as the installation, m aintenance, o r rep a ir o f equipment for the generation, distribution, o r utilization o f e le c tr ic energy in an establishm ent. W ork involves m ost o f the fo llow in g : Installing o r repairing any o f a variety o f e le ctr ica l equip-m ent such as g en era tors , tran sform ers , sw itchboards, con tro lle rs , c ircu it b reak ers, m o to rs , heating units, conduit system s, or other transm ission equipm ent; working from blueprints, drawings, layouts, o r other sp ecifications; locating and diagnosing trouble in the e lectr ica l system or equipm ent; w orking standard com putations relating to load requirem ents o f w iring or e le c tr ica l equipm ent; and using a variety of e le ctr ic ia n 's handtools and m easuring and testing instrum ents. In general, the work o f the maintenance e le ctr ic ia n requ ires rounded training and experience usually acquired through a form al apprenticeship or equivalent training and experience.

MAINTENANCE PAINTERPaints and red ecora tes w alls, w oodwork, and fixtures of an estab

lishm ent. W ork involves the fo llow in g ; Knowledge of surface pecu liarities and types o f paint requ ired fo r different applications; preparing surface for painting by rem oving old finish or by placing putty or fille r in nail holes and in terst ices ; and applying paint with spray gun or brush. Maym ix c o lo r s , o ils , white lead, and other paint ingredients to obtain proper c o lo r o r con s isten cy . In general, the w ork of the maintenance painterrequ ires rounded training and experience usually acquired through a form al apprenticeship or equivalent training and experience.

MAINTENANCE MACHINISTP rod u ces rep lacem en t parts and new parts in making repairs o f

m etal parts of m ech an ica l equipment operated in an establishm ent. W orkinvolves m ost o f the fo llow in g : Interpreting written instructions and sp ecifica tion s ; planning and laying out o f w ork; using a variety o f m ach in ist's handtools and p re c is io n m easuring instrum ents; setting up and operating standard m achine too ls ; shaping o f m etal parts to c lose to leran ces; making standard shop com putations relating to dim ensions o f w ork, tooling, feeds , and speeds o f m achining; knowledge of the working properties o f the com m on m eta ls ; selecting standard m a teria ls , parts, and equipment required for this w ork ; and fitting and assem bling parts into m echanical equipm ent. In general, the m a ch in is t 's w ork norm ally requ ires a rounded training in m ach in e-sh op p ra ctice usually acquired through a form al apprenticeship or equivalent training and ex p erien ce .

MAINTENANCE MECHANIC (M achinery)R epa irs m ach in ery o r m echanica l equipment o f an establishm ent.

W ork involves m o st o f the follow ing: Examining m achines and m echanicalequipm ent to d iagnose sou rce o f trouble; dismantling o r partly dismantling m achines and perform in g rep a irs that m ainly involve the use o f handtools in scraping and fitting parts; replacing broken or defective parts with item s

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

obtained from stock ; ordering the production o f a replacem ent part by a m achine shop or sending the m achine to a m achine shop for m a jor repairs; preparing w ritten sp ecifica tion s fo r m a jor repa irs or fo r the production of parts ordered from m achine shops; reassem blin g m ach ines; and making all n ecessa ry adjustments for operation . In general, the w ork of a m achinery m aintenance m echan ic requ ires rounded training and experience usually acquired through a form al apprenticeship or equivalent training and experien ce. E xcluded from this c la ss ifica tion are w ork ers w hose prim ary duties involve setting up o r adjusting m ach ines.

MAINTENANCE MECHANIC (M otor vehicle)R epa irs autom obiles, buses, m otortru ck s , and tractors o f an estab

lishm ent. W ork involves m ost of the fo llow in g : Exam ining automotive equipm ent to diagnose sou rce o f trouble; d isassem blin g equipment and perform ing repa irs that involve the use o f such handtools as w ren ch es, gauges, d r ills , or sp ecia lized equipment in d isassem blin g or fitting parts; replacing broken or defective parts from stock; grinding and adjusting valves; reassem bling and installing the various assem blies in the vehicle and making n ecessary adjustm ents; and aligning w heels, adjusting brakes and lights, or tightening body b o lts . In general, the w ork o f the m otor veh icle m aintenance m echanic requ ires rounded training and experience usually acquired through a form al apprenticeship or equivalent training and experience .

This c la ss ifica tion does not include m ech an ics w h o repair custo m e rs ' veh icles in autom obile repa ir shops.

MAINTENANCE P IPE FITTE R

Installs o r repa irs w ater, steam , gas, o r other types o f pipe and pipefittings in an establishm ent. W ork involves m ost o f the fo llow ing : Layingout w ork and m easuring to locate position o f pipe from drawings or other w ritten sp ecifica tion s; cutting various s izes o f pipe to c o r r e c t lengths with ch ise l and ham m er or oxyacetylene torch or p ipe-cutting m achines; threading pipe with stocks and d ies; bending pipe by hand-driven or pow er-driven m ach in es; assem bling pipe with couplings and fastening pipe to hangers; making standard shop com putations relating to p re ssu re s , flow , and size of pipe requ ired ; and making standard tests to determ ine whether finished pipes m eet sp ecifica tion s . In general, the w ork o f the maintenance pipefitter requ ires rounded training and experience usually acquired through a form al apprenticeship or equivalent training and ex perien ce . W orkers prim arily engaged in installing and repairing building sanitation or heating system s are excluded.

MAINTENANCE SH E ET-M ETAL WORKER

F a b rica tes , insta lls , and m aintains in good repa ir the sheet-m etal equipm ent and fixtu res (such as m achine guards, grease pans, shelves, lo ck e rs , tanks, ventilators, chutes, ducts, m etal roofing) o f an establishm ent. W ork involves m ost o f the fo llow in g : Planning and laying out all types ofsh eet-m eta l m aintenance w ork from blueprints, m od els , or other sp ecifications; setting up and operating all available types o f sheet-m etal working m ach in es; using a variety o f handtools in cutting, bending, form ing, shaping, fitting, and assem bling; and installing sh eet-m eta l a rtic les as requ ired . In general, the w ork of the m aintenance sh eet-m eta l w ork er requ ires rounded training and experience usually acquired through a form al apprenticeship or equivalent training and experien ce .

M A IN T E N A N C E M ECH AN IC (M a ch in ery )— C ontinued


M IL L W R IG H T

Installs new m achines or heavy equipm ent, and dism antles and installs m ach ines o r heavy equipm ent when changes in the plant layout are requ ired . W ork involves m ost o f the fo llow in g : Planning and laying outw ork; in terpreting blueprints o r other sp ecifica tion s ; using a variety o f handtools and rigg ing; making standard shop com putations relating to s tre s se s , strength o f m a ter ia ls , and centers o f gravity; aligning and balancing equipm ent; selecting standard too ls , equipm ent, and parts to be used; and installing and m aintaining in good ord er pow er tran sm ission equipm ent such as drives and speed re d u ce rs . In general, the m illw righ t's w ork norm ally requ ires a rounded training and experien ce in the trade acquired through a form al apprenticeship or equivalent training and experien ce .

MAINTENANCE TRADES HELPERA ss is ts one o r m o re w ork ers in the sk illed m aintenance trades, by

perform in g sp e c ific o r general duties o f le s s e r sk ill, such as keeping a w orker supplied with m a teria ls and too ls ; cleaning w orking area, m achine, and equipm ent; assisting journeym an by holding m a teria ls o r too ls ; and p er form ing other unskilled tasks as d irected by journeym an. The kind of w ork the helper is perm itted to p er form varies from trade to trade: In som etrades the helper is confined to supplying, lifting, and holding m a teria ls and too ls , and cleaning w orking areas; and in others he is perm itted to p erform sp ecia lized m achine operations, or parts o f a trade that are also perform ed by w ork ers on a fu ll-t im e ba s is .

M ACH IN E-TOOL OPERATOR (T oo lroom )S p ecia lizes in operating one or m o re than one type o f m achine tool

(e .g ., jig b o re r , grinding m achine, engine lathe, m illin g m achine) to m achine m etal for use in making or m aintaining jig s , fix tu res , cutting too ls , gauges, or m etal d ies o r m olds used in shaping o r form in g m etal o r nonm etallic m ateria l (e .g ., p la stic , p la ster, rubber, g la ss ). W ork typ ica lly in vo lves : Planning and perform in g d ifficu lt m achining operations which requ ire com plicated setups or a high degree o f a ccu racy ; setting up m achine tool or tools (e .g ., install cutting tools and adjust guides, stops, w orking tables, and other con tro ls to handle the s ize of stock to be m achined; determ ine proper feed s , speeds, tooling, and operation sequence or se le ct those p re scr ibed in draw ings, blueprints, o r layouts); using a variety o f p recis ion m easuring instrum ents; making n e ce ssa ry adjustm ents during m achining operation to achieve requ isite dim ensions to very c lo s e to le ra n ces . May be requ ired to se le ct proper coolants and cutting and lubricating o ils , to recogn ize when tools need dress in g , and to d ress to o ls . In general, the w ork o f z. m a ch in e -too l op era tor (too lroom ) at the sk ill leve l ca lled fo r in this c la ss ifica tion requ ires extensive knowledge o f m a ch in e-sh op and too lroom p ractice usually acquired through con siderab le o n -th e -jo b training and experien ce .

F o r c ro s s -in d u s try wage study pu rposes, this c la ss ifica tio n does not include m a ch in e -too l op era tors (too lroom ) em ployed in tool and die jobbing shops.

TOOL AND DIE MAKERC onstructs and rep a irs jig s , fix tu res , cutting to o ls , gauges, o r m etal

d ies or m olds used in shaping o r form ing m etal or nonm etallic m a teria l (e .g ., p lastic , p la ster, rubber, g la ss ). W ork typ ically in vo lves ; Planning and laying out w ork accord in g to m od e ls , blueprints, draw ings, o r other w ritten o r o ra l sp ecifica tion s; understanding the w orking p rop erties o f com m on m etals and

T O O L AND DIE M A K E R — C ontinuedalloys ; selecting appropriate m a teria ls , too ls , and p r o ce s se s requ ired to com plete tasks; making n ecessary shop com putations; setting up and o p e r ating various m achine tools and related equipm ent; using various tool and die m a k e r 's handtools and p recis ion m easu ring instrum ents; w orking to very c lo se to leran ces; heat-treating m etal parts and fin ished tools and d ies to achieve required qualities; fitting and assem bling parts to p re scr ib e d to le r ances and allow ances. In general, the too l and die m a k e r 's w ork requ ires rounded training in m ach in e-sh op and too lroom p ra ctice usually acquired through form al apprenticeship o r equivalent t r a i n i n g and ex p erien ce .

F o r cross-in d u stry wage study p u rposes, this c la ss ifica tio n does not include too l and die m akers who (1) are em ployed in tool and die jobbing shops or (2) produce forging dies (die s in k ers).

STATIONARY ENGINEERO perates and maintains and m ay also su pervise the operation of

stationary engines and equipment (m ech an ica l o r e le c tr ica l) to supply the establishm ent in which em ployed with pow er, heat, re fr ig era tion , o r a ir- conditioning. W ork involves: O perating and m aintaining equipm ent such assteam engines, air co m p re sso rs , gen era tors , m o to rs , turbines, ventilating and refrigera ting equipment, steam b o ile rs and b o ile r -fe d w ater pum ps; making equipment rep a irs ; and keeping a re co rd o f operation o f m ach in ery , tem perature, and fuel consum ption. M ay a lso su pervise these operation s . Head or ch ie f engineers in establishm ents em ploying m o re than one engineer are excluded .

BOILER TENDERF ire s stationarv b o ile rs to furnish the establishm ent in which

em ployed with heat, pow er, or steam . F eeds fuels to f ir e by hand or operates a m echanical stoker, gas, o r o il burner; and checks w ater and safety valves. May clean, o il, o r ass is t in repairin g b o ile rro o m equipm ent.

Material Movement and CustodialTRUCKDRIVER

D rives a truck within a c ity or industrial area to tran sport m a teria ls , m erchandise, equipment, or w ork ers between various types of establishm ents such as: M anufacturing plants, fre igh t depots, w arehou ses,w holesale and retail establishm ents, or betw een reta il establishm ents and cu s to m e rs ' houses or p laces o f bu sin ess. M ay a lso load or unload truck with or without h elpers, make m inor m ech an ica l re p a irs , and keep truck in good w orking o rd e r . Salesroute and o v e r -th e -r o a d d r iv e rs are exclu ded .

F o r wage study pu rposes, tru ck d riv ers are c la ss ifie d by type and rated capacity of truck, as fo llow s:

T ru ck driver, light truck(straight truck, under IV2 tons, usually 4 w heels)

T ru ck driver, medium truck(straight truck, IV2 to 4 tons in clu sive , usually 6 w heels)

T ru ck driver, heavy truck (straight truck, over 4 tons, usually 10 w heels)

T ru ck driver. tra c to r -tra ile r


S H IP P E R A N D R E C E IV E R

P e r fo rm s c le r ic a l and physical tasks in connection with shipping goods of the establishm ent in which em ployed and rece iv in g incom ing shipm ents. In p erform in g d a y -to -d a y , routine tasks, fo llow s established guidelines. In handling unusual nonroutine p rob lem s, rece iv es sp ecific guidance fro m su p erv isor or other o ffic ia ls . May d irect and coord inate the activ ities of other w ork ers engaged in handling goods to be shipped or being rece iv ed .

Shippers typ ica lly are respon sib le for m ost of the fo llow ing : V e r ifying that o rd ers are a ccu ra te ly filled by com paring ite m s . and quantities o f goods gathered fo r shipm ent against docum ents; insuring that shipments are p rop erly packaged, identified with shipping inform ation, and loaded into transporting v e h ic le s ; preparin g and keeping record s of goods shipped, e .g ., m an ifests , b ills o f lading.

R e ce iv e rs typ ica lly are respon sib le for m ost o f the follow ing: V erify in g the co rre c tn e s s o f incom ing shipments by com paring item s and quantities unloaded against b ills of lading, in voices , m anifests , storage re ce ip ts , or other r e co r d s ; checking for damaged goods; insuring that goods are ap propria te ly identified for routing to departm ents within the establishm ent; preparing and keeping record s of goods received .

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

ShipperR e ce iv e rShipper and r e ce iv e r

WAREHOUSEMAN

As d ire c te d , p er form s a variety of warehousing duties which require an understanding of the estab lishm ent's storage plan. W ork involves m ost o f the fo llow in g : V erify in g m ateria ls (or m erchandise) against receiv in gdocum ents, noting and reporting d iscrepan cies and obvious dam ages; routing m ateria ls to p re sc r ib e d storage locations; storing, stacking, or palletizing m ateria ls in a ccord a n ce with p re scr ib e d storage m ethods; rearranging and taking inventory o f stored m a teria ls ; examining stored m ateria ls and reportin g deteriora tion and dam age; rem oving m aterial fro m storage and preparing it for shipm ent. May operate hand or power trucks in perform ing w arehousing duties.

E xclude w ork ers w hose prim ary duties involve shipping and r e c e iv ing w ork (see Shipper and R e ce iv e r and Shipping P ack er), order filling (se e O rder F il le r ) , or operating pow er trucks (see P ow er-T ru ck O perator).

ORDER FILLE R

F ills shipping or tran sfer orders for finished goods fro m stored m erchandise in a ccord a n ce with specifica tion s on sales s lip s , cu stom ers ' o rd e rs , or other in stru ction s. M ay, in addition to filling ord ers and in d icating item s fille d or om itted, keep record s of outgoing ord e rs , requ isition additional stock or rep ort short supplies to su pervisor, and p e r fo rm other related duties.

S H IP P IN G P A C K E R

P repares finished products for shipment or storage by placing them in shipping conta in ers, the sp ecific operations perform ed being dependent upon the type, s ize , and number of units to be packed, the type of container em ployed, and m ethod of shipment. W ork requires the placing of item s in shipping containers and may involve one or m ore of the follow ing: Knowledgeof various item s of stock in o rd er to v erify content; se lection of appropriate type and size of container; inserting en closu res in container; using ex ce ls io r or other m ateria l to prevent breakage or dam age; c losin g and sealing co n ta iner; and applying labels or entering identifying data on container. Packers who a lso make wooden boxes or crates are excluded.

M ATERIAL HANDLING LABORER

A w ork er em ployed in a w arehouse, m anufacturing plant, store , or other establishm ent w hose duties involve one or m ore of the fo llow in g : Loading and unloading various m aterials and m erchandise on or from freight ca r s , tru ck s, or other transporting d ev ices ; unpacking, shelving, or placing m aterials or m erchandise in p roper storage location ; and transporting m aterials or m erchandise by handtruck, ca r , or w heelbarrow . Longshore w o rk e rs , who load and unload sh ips, are excluded.

PO W ER-TRU CK OPERATOR

O perates a manually con tro lled gaso lin e - or e le c tr ic -p o w e re d truck or tra ctor to tran sport goods and m aterials of all kinds about a w arehouse, manufacturing plant, or other establishm ent.

F or wage study pu rposes, w orkers are c la ss ified by type of pow er- tru ck , as fo llow s :

F ork lift operatorP ow er-tru ck operator (other than fork lift)

GUARD

P rotects p roperty fro m theft or dam age, or persons from hazards or in terferen ce . Duties involve serving at a fixed post, making rounds on foot or by m otor veh ic le , or escortin g persons or property. May be deputized to make a rrests . May a lso help v is ito rs and custom ers by answering questions and giving d irection s.

Guards em ployed by establishm ents which provide protective s e r v ice s on a contract basis are included in this occupation.

F or wage study p u r p o s e s , guards are c la ss ified as fo llow s:

C lass A. E n forces regulations designed to prevent breaches of secu rity . E x e rc ise s judgment and uses d iscretion in dealing with e m e r gencies and secu rity v iolations encountered. D eterm ines whether first


response should be to intervene d irectly (asking fo r assistan ce when deem ed n ecessary and tim e a llow s), to keep situation under su rve illan ce , or to report situation so that it can be handled by appropriate authority. Duties requ ire sp ecia lized training in methods and techniques of protecting secu rity areas. Com m only, the guard is requ ired to dem onstrate continuing physical fitness and p ro fic ien cy with fire a rm s or other sp ecia l w eapons.

GUARD— C ontinued

C lass B. C a rries out instructions p rim a rily oriented tow ard in suring that em ergen cies and secu rity v iolations are read ily disco,vered and reported to appropriate authority. Intervenes d irectly only in situations which requ ire m inim al action to safeguard property or person s. Duties r e

quire m inim al training. Com m only, the guard is not requ ired to dem onstrate physical fitness. May be arm ed, but g en era lly is not requ ired to dem onstrate p ro fic ie n cy in the use o f firearm s or sp e cia l w eapons.JANITOR, PORTER, OR CLEANER

Cleans and keeps in an o rd e r ly condition fa ctory w orking areas and w ash room s, or prem ises o f an o ff ic e , apartm ent house, or co m m e rc ia l or other establishm ent. Duties involve a com bination o f the fo llow in g : Sweeping, mopping or scrubbing, and polishing f lo o r s ; rem oving ch ip s, trash , and other refuse; dusting equipm ent, furn iture, or fix tu res ; polish ing m etal fixtures or trim m ings; providing supplies and m inor m aintenance se r v ice s ; and cleaning lavatories , sh ow ers, and re s tro o m s . W orkers who sp ecia lize in window washing are excluded.

G U ARD — C ontinued


Area Wage Surveys

A lis t o f the la test bulletins available is presented below . Bulletins m ay be pu rch ased fr o m any o f the BLS regional o ffices shown on the back c o v e r , o r fr o m the Superintendent o f Docum ents, U.S. G overnm ent Printing O ffice , W ashington, D .C . 20402. Make checks payable to Superintendent of D ocum ents. A d ir e c to ry o f occupational wage surveys, coverin g the years 1970 through 1977, is availab le on request.

Bulletin num berA re a and p r ice *

A kron, Ohio, D ec. 1978 _______________________________________ 2025-63, $1 .00Albany—Schenectady^-Troy, N .Y ., Sept. 19781_______________ 2025-58, $1 .20Anaheim —Santa Ana^G arden G rove,

C a lif., Oct. 1 9 781 ____________________________________________ 2025-65, $1 .30Atlanta, G a ., M ay 1979________________________________________ 2050-20, $1.30B a ltim ore , M d., Aug. 1978 1 __________________________________ 2025-50, $1 .50B illin gs , M ont., July 1978____________________________________ 2025-38, $1 .00B irm ingham , A la ., M ar. 1978________________________________ 2025-15, 80 centsB oston, M ass ., Aug. 1 9 7 8 1___________________________________ 2025-43, $1 .50Buffalo, N .Y ., Oct. 1 9 7 8 1_____________________________________ 2025-71, $1.30Canton, Ohio, M ay 1978_______________________________________ 2025-22, 70 centsChattanooga, Term.—G a., Sept. 1979__________________________ 2050-39, $1.50C h icago, 111., M ay 1979________________________________________ 2050-21, $1 .75C incinnati, Ohio—Ky.—Ind., July 1979 1 _____________________ 2050-28, $2.00C leveland , Ohio, Sept. 1978___________________________________ 2025-49, $1.30C olum bus, Ohio, Oct. 1 9 7 8 1 __________________________________ 2025-59, $1.50C orpus C h risti, T ex ., July 1979 1 ____________________________ 2050-33, $1.75D a lla s -F o r t W orth, T e x ., Oct. 1978 1________________________ 2025-52, $1 .50Davenport—R ock Island—M oline, Iowa—111., Feb. 1979______ 2050-10, $1 .00Dayton, Ohio, D ec. 1978 ______________________________________ 2025-66, $1 .00Daytona Beach, F la ., Aug. 1978 _____________________________ 2025-48, $1 .00D enver—B ou lder, C o lo ., D ec. 1978___________________________ 2025-68, $1 .20D etro it, M ich ., M ar. 1979 1 ___________________________________ 2050-7, $1 .50F re sn o , C a lif., June 1979____________________________________ 2050-25, $1.50G ain esv ille , F la ., Sept. 1978 _________________________________ 2025-45, $1 .00G ary—Hammond—E ast C h icago, Ind., Oct. 1979 1____________ (To be surveyed)G reen Bay, W is ., July 1979___________________________________ 2050-31, $1.50G reen sb oro—W in ston -S alem —High Point,

N .C ., Aug. 1978_______________________________________________ 2025-46, $1 .00G reen v ille—Spartanburg, S .C ., June 1979 1 ___________________ 2050-29, $1 .75H artford , Conn., M ar. 1979___________________________________ 2050-12, $1.10Houston, T ex ., A pr . 1979_____________________________________ 2050-15, $1 .30H untsville, A la ., F eb . 1979____________________________________ 2050-3, $ 1.00Indianapolis, Ind., Oct. 1 9 7 8 1 ________________________________ 2025-57, $1 .50Jackson, M iss ., Jan. 1979 1___________________________________ 2050-9, $1 .20Jack son v ille , F la ., D ec. 1978 ________________________________ 2025-67, $ 1.00Kansas City, M o.—K an s., Sept. 1978_________________________ 2025-53, $1 .30L os A n geles—Long B each , C a lif., Oct. 1978 1 _______________ 2025-61, $1 .50L ou isv ille , K y .-In d ., Nov. 1978______________________________ 2025-69, $1 .00M em phis, Tenn.—A rk .—M is s . , Nov. 1978 ____________________ 2025-62, $ 1.00

Bulletin numberA rea and p r ice *

M iam i, F la ., Oct. 19781_______________________________________ 2025-60, $1.30M ilwaukee, W is., Apr. 1979__________________________________ 2050-8, $1.30M inneapolis—St. Paul, Minn.—W is., Jan. 1979_______________ 2050-1, $1.30Nassau—Suffolk, N. Y ., June 1979_____________________________ 2050-36, $1 .75Newark, N .J ., Jan. 1979______________________________________ 2050-5, $1.30New O rlean s, La., Jan. 1979 1_______________________________ 2050-2, $1.30New York, N .Y .-N .J ., May 1979_____________________________ 2050-30, $1.75N orfolk—V irgin ia Beach—Portsm outh, Va.—

N .C ., May 1979 1_____________________________________________ 2050-22, $1.75N orfolk—V irgin ia Beach—Portsm outh and

N ew port News—Hampton, Va.—N.C., May 1978------------------_ 2025-21, 80 centsNortheast Pennsylvania, Aug. 1979 1 -------------------------------------- 2050-32, $1 .75Oklahoma City, O kla., Aug. 1979_____________________________ 2050-37, $1.50Omaha, N ebr.—Iowa, Oct. 1978_______________________________ 2025-56, $1.00P aterson —C lifton—P assa ic , N.J., June 1979___________________ 2050-26, $1.50Philadelphia, P a .-N .J ., Nov. 1978 ___________________________ 2025-54, $1.30Pittsburgh, P a., Jan. 1979 1 __________________________________ 2050-11, $1.50Portland, M aine, D ec. 1978 1 _________________________________ 2025-70, $1.20Portland, O reg.—Wash., May 1979____________________________ 2050-27, $1.75Poughkeepsie, N. Y ., June 1979_______________________________ 2050-34, $1.50Poughkeepsie—Kingston—Newburgh, N.Y.., June 1979_________ 2050-35, $1.50P rov id en ce—W arwick—Pawtucket, R.I.—

M ass., June 1979 1 ___________________________________________ 2050-38, $1.75Richm ond, Va., June 1979____________________________________ 2050-24, $1.50St. Louis, M o.—111., M ar. 1979 1_____________________________ 2050-13, $1.50Sacram ento, C a lif., D ec. 1978 _______________________________ 2025-75, $1.00Saginaw, M ich ., Nov. 1978 ____________________________________ 2025-64, $ 1.00Salt Lake C ity-O gden, Utah, Nov. 19781 ____________________ 2025-72, $1.30San Antonio, T ex ., May 1979__________________________________ 2050-17, $1.00San D iego, C a lif., Nov. 1978__________________________________ 2025-73, $1.00San F ran cisco-O aklan d , C a lif., M ar. 1979___________________ 2050-14, $1.20San Jose, C a lif., M ar. 1979___________________________________ 2050-19, $1.10Seattle—E verett, W ash., D ec. 1978___________________________ 2025-74, $1.00South Bend, Ind., Aug. 1978___________________________________ 2025-44, $1.00T oledo, Ohio—M ich., May 1979_______________________________ 2050-16, $1.10Trenton, N .J., Sept. 1978 1 ____________________________________ 2025-55, $1.20U tica -R om e, N .Y ., July 1978_________________________________ 2025-34, $1 .00Washington, D .C .—Md.—V a ., M ar. 1979______________________ 2050-4, $1.20W ichita, K ans., A pr. 1979____________________________________ 2050-18, $1.00W orcester , M ass., A pr. 1979________________________________ 2050-23, $1.50York, P a., Feb. 1979__________________________________________ 2050-6, $1.00

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


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

Official Business Penalty for private use, $300

Bureau of Labor Statistics Regional OfficesRegion I

1603 JFK Federal Building Government Center Boston, Mass 02203 Phone: 223-6761 (AreaCode617)ConnecticutMaineMassachusetts New Hampshire Rhode Island Vermont

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

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

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

Region III3535 Market Street,P O Box 13309Philadelphia, Pa. 19101Phone: 596-1154 (AreaCode215)DelawareDistrict of ColumbiaMarylandPennsylvaniaVirginiaWest Virginia

Regions VII and VIIIFederal Office Building 911 Walnut St.. 15th Floor Kansas City, Mo 64106 Phone: 374-2481 (Area Code816)VII VIIIIowa ColoradoKansas MontanaMissouri North DakotaNebraska South Dakota

UtahWyoming

Postage and Fees Paid U.S. Department of Labor

Third Class Mail

Lab-441

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

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

IXArizonaCaliforniaHawaiiNevada

XAlaskaIdahoOregonWashington


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