AREA WAGE SURVEY. Louisville, Kentucky Indiana, M etropolitan Area, Novem ber 1972 Bulletin

Transcription

1 AREA WAGE SURVEY Louisville, Kentucky Indiana, M etropolitan Area, Novem ber 1972 Bulletin U S. DEPARTMENT OF LABOR Bureau of Labor Statistics

2 Preface This bulletin provides results of a Novem ber 1972 survey of occupational earnings in the Lou isville, Kentucky Indiana, Standard Metropolitan Statistical A rea (Jefferson County, Ky.; and Clark and Floyd Counties, Ind.). The survey was made as part of the Bureau of Labor S tatistics' annual area wage survey program. The program is designed to yield data fo r individual metropolitan areas, as w ell as national and regional estim ates for all Standard M etropolitan A reas in the United States, excluding Alaska and Hawaii, (as defined by the U.S. O ffice of Management and Budget through Novem ber 1971). A m ajor consideration in the area wage survey program is the need to describe the level and movement o f wages in a va riety of labor m arkets, through the analysis of (1) the level and distribution of wages by occupation, and (2) the movement of wages by occupational category and skill level. The program develops inform ation that m ay be used for many purposes, including wage and salary adm inistration, collective bargaining, and assistance in determining plant location. Survey results also are used by the U.S. Department of Labor to make wage determinations under the Service Contract A ct of Currently, 96 areas are included in the program. (See list of areas on inside back cover.) In each area, occupational earnings data are collected annually. Inform ation on establishment practices and supplementary wage benefits, collected every second year in the past, is now obtained every third year. Each year after all individual area wage surveys have been completed, two summary bulletins are issued. The firs t brings together data for each m etropolitan area surveyed. The second summary bulletin presents national and regional estim ates, projected from individual m etropolitan area data. The L ou isville survey was conducted by the Bureau's regional office in Atlanta, Ga., under the general direction of Donald M. Cruse, Assistant Regional D irector fo r Operations. The survey could not have been accomplished without the cooperation of the many firm s whose wage and salary data provided the basis fo r the statistical inform ation in this bulletin. The Bureau wishes to express sincere appreciation for the cooperation received. Note: Current reports on occupational earnings and supplementary wage p rovisions in the Lou isville area are available fo r the wood household furniture (October 1971) and contract cleaning (July 1971) industries. A lso available are listings of union wage rates for building trades, printing trades, local-tran sit operating em ployees, local truckdrivers and helpers, and grocery store em ployees. F ree copies of these are available from the Bureau's regional offices. (See back cover for addresses.)

3 AREA WAGE SURVEY Bulletin M a rch 1973 U.S. D E P A R T M E N T O F L A B O R, Peter J. Brennan, Secretary BUREAU OF LABOR STATISTICS, Ben Burdetsky, Deputy Commissioner Louisville, Kentucky Indiana, Metropolitan Area, November 1972 C O N T E N T S Page 2 Introduction 5 Wage trends fo r selected occupational groups T ab les: Establishm ents and w orkers within scope of survey and number studied 2. Indexes of earnings fo r selected occupational groups, and per of in crease fo r selected periods A. Occupational earnings: A - l. O ffice occupations: W eekly earnings A -2. P rofession a l and technical occupations: W eekly earnings A -3. O ffice, p rofession a l, and technical occupations: A v e ra g e w eek ly earnings, by sex A -4. M aintenance and powerplant occupations: H ourly earnings A -5. Custodial and m a teria l m ovem ent occupations: Hourly earnings 15 Appendix. Occupational description s For sale by the Superintendent of Documents, U.S. Government Printing Office, Washington, D.C. 202, or BLS Regional Offices listed on back cover. Price: domestic postpaid or over-the-counter. Make checks payable to Superintendent of Documents. 1

4 In tro d u c tio n (3) m aintenance and pow erp lan t; and (4) cu stodial and m a te ria l m o v e ment. O ccupational c la s s ific a tio n is based on a u n iform set of job d escrip tion s designed to take account of in teresta b lish m en t va ria tio n in duties w ithin the sam e job. The occupations s elected fo r study are lis te d and d esc rib e d in the appendix. U nless o th erw ise indicated, the earnings data fo llo w in g the job title s a re fo r a ll indu stries com bined. E arnings data fo r som e of the occupations lis te d and d escrib ed, or fo r som e industry d ivisio n s w ithin occupations, a re not p resen ted in the A - s e r ie s ta b les, because e ith e r (1) em ploym ent in the occupation is too s m a ll to p ro v id e enough data to m e r it p resen tation, o r (2) th ere is p o s s ib ility o f d is c lo s u re o f in d ividu al establish m en t data. E arn in gs data not shown s e p a ra te ly fo r in du stry d ivision s a re included in a ll in du stries com bined data, w h ere shown. L ik e w is e, data a re included in the o v e r a ll c la s s ific a tio n when a su b cla ssifica tio n of s e c r e ta r ie s or tru c k d riv e rs is not shown o r in fo rm a tio n to su b cla ssify is not ava ila b le. Th is a re a is 1 o f 96 in which the U.S. D epartm ent of L a b o r 's Bureau of L a b o r S ta tistics conducts su rveys of occupational earnings on an area w id e basis annually.1 F ie ld re p re s e n ta tiv e s, in p erso n a l v is its to establish m en ts in the a re a, c o lle c t em ploym ent, earn in gs, establish m en t p ra c tic e s, and re la te d b en efits in form ation e v e r y third y e a r. In each of the in terven in g y e a r s, in form a tion on em ploym ent and earnings is c o lle c te d by m a il qu estion n aires fro m establishm ents p a rticip a tin g in the p revio u s su rvey. T h is bu lletin p resen ts the resu lts o f the la tte r type su rvey. In each area, data are obtained fro m re p re s e n ta tiv e esta b lish m en ts w ithin six broad in du stry d iv is io n s : M anufacturing; tra n s p ortation, com m unication, and other public u tilitie s ; w h o lesa le tra d e; r e ta il tra d e; fin an ce, in su ran ce, and re a l estate; and s e r v ic e s. M a jo r industry groups excluded fr o m these studies are govern m en t o p e r a tions and the con stru ction and e x tr a c tiv e in d u stries. E stablish m en ts having fe w e r than a p re s c r ib e d num ber o f w o rk e rs are om itted because they tend to fu rn ish in su fficien t em ploym en t in the occupations studied to w a rra n t inclusion. Separate tabulations a re p rovid ed fo r each of the b road indu stry d ivisio n s which m eet pu blication c r ite r ia. O ccupational em ploym en t and earnings data a re shown fo r fu ll-tim e w o r k e r s, i.e., those h ire d to w ork a re g u la r w e e k ly schedule. E arn in gs data exclude p rem iu m pay fo r o v e rtim e and fo r w o rk on w eekends, h olid ays, and late sh ifts. N onproduction bonuses are e x cluded, but c o s t- o f- liv in g allow an ces and in cen tive earnings a re in cluded. W h ere w e e k ly hours a re re p o rte d, as fo r o ffic e c le r ic a l occu pations, re fe r e n c e is to the standard w o rk w eek (rounded to the n ea rest h a lf hour) fo r which em p lo yees r e c e iv e th e ir re g u la r s tra ig h t-tim e s a la rie s (e x c lu s iv e of pay fo r o v e rtim e at re g u la r and/or p rem iu m ra tes). A v e r a g e w e e k ly earnings fo r these occupations a re rounded to the n ea rest h alf d o lla r. T h ese su rveys a re conducted on a sam ple b asis. The sam plin g p ro ced u res in v o lv e d eta iled s tra tific a tio n o f a ll establishm ents w ithin the scope o f an in dividu al a re a su rvey by industry and number o f e m p lo y ees. F ro m this s tr a tifie d u n iv e rs e a p ro b a b ility sam ple is s e le c te d, w ith each establish m en t having a p red eterm in ed chance of sele c tio n. T o obtain optim um a ccu ra cy at m inim um cost, a g r e a te r p ro p o rtio n o f la r g e than s m a ll estab lish m en ts is selected. When data a re com bined, each establish m en t is w eigh ted accordin g to its p ro b a b ilit y o f s e lectio n, so that unbiased estim a tes a re gen erated. F o r e x am p le, if one out o f fou r establish m en ts is s elected, it is given a w eigh t of fou r to re p re s e n t it s e lf plus th ree oth ers. An altern ate of the sam e o r ig in a l p ro b a b ility is chosen in the sam e in d u s try -s iz e c la s s ifi cation i f data a re not a va ila b le fo r the o r ig in a l sam ple m em b er. If no suitable substitute is a v a ila b le, additional w eight is assign ed to a sam ple m em b er that is s im ila r to the m is s in g unit. Th e occupations s e le c te d fo r study a re com m on to a v a r ie ty o f m anufacturing and nonm anufacturing in d u stries, and a re of the fo llo w in g typ es: (1) O ffic e c le r ic a l; (2) p ro fe s s io n a l and tech n ical; T h ese su rveys m ea su re the le v e l o f occupational earnings in an a rea at a p a rtic u la r tim e. C om p arison s o f individu al occupational a v e ra g e s o v e r tim e m ay not r e fle c t expected w age changes. The a v e r ages fo r individu al jobs a re a ffected by changes in w ages and e m p lo y ment pattern s. F o r exam p le, p ro p o rtio n s o f w o rk e rs em ployed by h igh- or lo w -w a g e fir m s m ay change o r h igh -w age w o rk e rs m ay ad vance to b e tte r jobs and be rep la ced by new w o rk e rs at lo w e r rates. Such shifts in em ploym en t could d e c re a s e an occupational a v e ra g e even though m ost establish m en ts in an a re a in c re a s e w ages during the y e a r. T ren d s in earnings of occupational grou ps, shown in table 2, a re b etter in d ica to rs of w age trends than individu al jobs within the groups. 1 Included in the 96 areas are 10 studies conducted by the Bureau under contract. These areas are Austin, T e x.; Binghamton, N.Y. (New York portion only); Durham, N. C. ; Fort Lauderdale Hollywood and West Palm Beach, F la.; Huntsville, A la.; Lexington, K y.; Poughkeepsie Kingston Newburgh, N.Y.; Rochester, N.Y. (office occupations only); Syracuse, N. Y. ; and Utica Rome, N.Y. In addition, the Bureau conducts more lim ited area studies in approximately 70 areas at the request of the Employment Standards Administration of the U. S. Department of Labor. A v e r a g e earnings r e fle c t com p osite, a rea w id e estim a tes. In d u stries and establish m en ts d iffe r in pay le v e l and jo b staffin g, and thus contribute d iffe r e n tly to the estim a tes fo r each job. P a y a v e r ages m ay fa il to r e fle c t a c c u ra te ly the w age d iffe r e n tia l among jobs in individual establish m en ts. O ccupations and E arn in gs Digitized for FRASER 2

5 3 A vera ge pay levels fo r men and wom en in selected occupations should not be assumed to re fle c t d ifferen ces in pay of the sexes within individual establishm ents. F actors which m ay contribute to d ifferen ces include p ro g ressio n within established rate ranges, since only the rates paid incumbents are collected, and perform ance of spec ific duties within the general survey job descriptions. Job d escrip tions used to c la s s ify em ployees in these surveys usually are m ore gen era lized than those used in individual establishm ents and allow for m inor d ifferen ces among establishm ents in specific duties perform ed. Occupational em ploym ent estim ates represen t the total in all establishm ents within the scope of the study and not the number actually surveyed. B ecause occupational structures among establishm ents d iffer, estim ates of occupational em ployment obtained from the sample of establishm ents studied serve only to indicate the relative im p ortance of the jobs studied. These d ifferen ces in occupational structure do not affect m a teria lly the accuracy of the earnings data. Establishm ent P r a c tic e s and Supplem entary W age P ro v is io n s Tabulations on selected establishm ent p ractices and supplem entary wage p rovision s (B -s e r ie s tables) are not presented in this bulletin. Inform ation fo r these tabulations, collected e v e ry 2 years in the past, is now co llected e v e ry 3 years. Th ese tabulations on m inim um entrance sa la ries fo r inexperienced wom en o ffic e w o rk e rs ; shift d ifferen tia ls; scheduled workw eek; paid holidays; paid vacation s; and health, insurance, and pension plans are presented (in the B-series tables) in previou s bulletins fo r this area.

6 T a b le 1. E stablishm ents and w o rkers within scope of survey and num ber studied in Louisville, K y. Ind.,1 by m a jo r in d u s try d iv is io n,2 N o v e m b e r Industry division Minimum employment in establishments in scope of study Number of establishments W ithin scope o f study3 Studied W orkers in establishments Within scope o f study4 Studied Number P ercen t A ll division s Manufacturing , ,826 Nonmanufacturing , ,938 Tran sportation, com m unication, and other public u tilities , ,255 W holesale trade , ,632 R etail trade , ,592 Finance, insurance, and re a l e s ta te ,8 6 5, 158 S ervices , , 1 1 The Louisville Standard Metropolitan Statistical A rea, as defined by the O ffice of Management and Budget through Novem ber 1971, consists o f J efferson County, K y.; and C lark and Floyd Counties, Ind. The "w ork ers, within scope o f study" estim ates shown in this table provid e a reasonably accurate description of the size and composition of the labor force included in the survey. The estim ates are not intended, however, to serve as a basis of comparison with other employment indexes for the area to measure employment trends or levels since (1) planning of wage surveys requ ires the use of establishm ent data com piled considerably in advance o f the p a yroll period studied, and (2) sm all establishm ents are excluded from the scope o f the survey. 2 The 1967 edition o f the Standard Industrial C lassification Manual was used in cla ssifyin g establishm ents by industry division. 3 Includes a ll establishm ents with total em ploym ent at o r above the minim um lim itation. A ll outlets (within the a rea ) o f com panies in such indu stries as tra d e, finance, auto rep a ir service, and motion picture theaters a re considered as 1 establishm ent. 4 Includes a ll w ork ers in a ll establishm ents with total em ploym ent (within the area) at o r above the m inimum lim itation. 5 Abbreviated to "public u tilities " in the A - series tables. Taxicabs and services incidental to water transportation w ere excluded. 4 Th is industry division is represented in estim ates fo r " a ll in d u stries" and "nonm anufacturing" in the S eries A tables. Separate presentation o f data fo r this division is not made fo r one o r m o re o f the follow in g reasons: (1) Em ploym ent in the division is too sm all to provid e enough data to m e rit separate study, (2) the sample was not designed in itia lly to perm it separate presentation, (3) response was in su fficien t o r inadequate to perm it separate presentation, and (4) there is possibility of disclosure of individual establishment data. 7 H otels and m otels; laundries and other personal services; business s e rvices ; autom obile re p a ir, rental, and parking; m otion pictu res; nonprofit m em bersh ip organ izations (excluding re ligio u s and charitable organ izations); and engineering and arch itectu ral s e rvices. Industrial com position in manufacturing A lm o st tw o-th irds of the w ork ers within scope o f the su rvey in the L o u is ville area w ere em ployed in manufacturing firm s. The follow in g presents the m ajor industry groups and sp ecific industries as a percen t of a ll manufacturing: Industry groups E lec trica l equipment and 20 supplies Food and kindred produ cts 11 Tobacco m anufactures 10 Chemicals and allied produ cts 9 Fabricated m eta l p rodu cts 8 M achinery, except e le c tr ic a l 8 Transportation equipm ent 7 Printing and publishing 6 Ordnance and a ccessorie s 5 S pecific industries Household appliances 20 C ig a rettes 10 M otor veh icles and equipm ent 6 B e vera g es 5 O rdnance 5 Digitized for FRASER T h is inform ation is based on estim ates o f total em ploym ent derived from u niverse m a teria ls com piled p rio r to actual su rvey. Proportions in variou s industry division s m ay d iffe r from proportions based on the resu lts o f the su rvey as shown in table 1 above.

7 W ag e Trends for S elected Occupational Groups Presented in table 2 are indexes and per of change in average weekly salaries of office clerical workers and industrial nurses, and in average hourly earnings of selected plantworker groups. The indexes are a measure of wages at a given time, expressed as a percent of wages during the base period. Subtracting 100 from the index yields the percent change in wages from the base period to the date of the index. The per of change or increase relate to wage changes between the indicated dates. Annual rates of increase, where shown, reflect the amount of increase for 12 months when the time period between surveys was other than 12 months. These computations are based on the assumption that wages increased at a constant rate between surveys. These estimates are measures of change in averages for the area; they are not intended to measure average pay changes in the establishments in the area. Method of Computing Each of the following key occupations within an occupational group is assigned a constant weight based on its proportionate employment in the occupational group: Office clerical (men and women): Bookkeeping-machine operators, class B Clerks, accounting, classes A and B Clerks, file, classes A, B, and C Clerks, order Clerks, payroll Keypunch operators, classes A and B Messengers (office boys or girls) Office clerical (men and women) Continued Secretaries Stenographers, general Stenographers, senior Switchboard operators, classes A and B Tabulating-m achine operators, class B Typists, classes A and B Industrial nurses (men and women): Nurses, industrial (registered) Skilled maintenance (men): Carpenters Electricians Machinists Mechanics Mechanics (automotive) Painters Pipefitters Tool and die makers Unskilled plant (men): Janitors, porters, and cleaners Laborers, material handling NOTE: Comptometer operators, used in the computation of previous trends, are no longer surveyed by the Bureau. The average (mean) earnings for each occupation are multiplied by the occupational weight, and the products for all occupations in the group are totaled. The aggregates for 2 consecutive years are related by subtracting the aggregate for the earlier year from the aggregate for the later year and dividing the remainder by the aggregate for the earlier year. The result times 100 shows the percent of change. The index is a measure of wages at a given time and is expressed as a percent of wages in the base year. The base year is assigned the value of 100 percent. The index is computed by multiplying the base year relative (100 percent) by the relative (the percent change plus 100 percent) for the next succeeding year and then continuing to multiply (compound) each year's relative by the previous year's index. For office clerical workers and industrial nurses, the wage trends relate to regular weekly salaries for the normal workweek, exclusive of earnings for overtime. For plantworker groups, they measure changes in average straight-time hourly earnings, excluding premium pay for overtime and for work on weekends, holidays, and late shifts. The per are based on data for selected key occupations and include most of the numerically important jobs within each group. Limitations of Data The indexes and per of change, as measures of change in area averages, are influenced by: (l) General salary and wage changes, (2) merit or other increases in pay received by individual workers while in the same job, and (3) changes in average wages due to changes in the labor force resulting from labor turnover, force expansions, force reductions, and changes in the proportions of workers employed by establishments with different pay levels. Changes in the labor force can cause increases or decreases in the occupational averages without actual wage changes. It is conceivable that even though all establishments in an area gave wage increases, average wages may have declined because lower-paying establishments entered the area or expanded their work forces. Similarly, wages may have remained relatively constant, yet averages for an area may have risen considerably because higher-paying establishments entered the area. The use of constant employment weights eliminates the effect of changes in the proportion of workers represented in each job included in the data. The per of change reflect only changes in average pay for straight-time hours. They are not influenced by changes in standard work schedules, as such, or by premium pay for overtime. Where necessary, data are adjusted to remove from the indexes and per of change any significant effect caused by changes in the scope of the survey. 5

8 T a b le 2. In d ex es o f ea rn in g s fo r selected o c cupatio n a l gro u p s in L o u is ville, K y. Ind., N o v e m b e r 1971 and N o v em b er , and per of increase for selected periods A ll industries Manufacturing P erio d W eekly earnings H ourly earnings W eekly earnings H ourly earnings O ffice c le r ic a l (m en and women) Industrial nurses (men and women) Skilled maintenance trades (men) U nskilled plantw orkers (men) O ffice c le r ic a l (men and women) Indu strial nur s e s (m en and women) Skilled maintenance trades (m en) Unskilled plantw orkers (men) Indexes (F eb ru a ry 1967 = 100) Novem ber Novem ber Percen ts o f in crease Febru ary 1961 to F ebru ary F ebru ary 1962 to F ebru a ry Febru ary 1963 to F ebru a ry F ebru ary 1964 to F ebru a ry Febru ary 1965 to Febru ary Febru ary 1966 to F ebru a ry Febru ary 1967 to Febru ary February 1968 to Novem ber 1968: 9-month in c re a s e Annual rate of in c re a s e N ovem ber 1968 to N ovem ber N ovem ber 1969 to N ovem ber N ovem ber 1970 to N ovem ber N ovem ber 1971 to N ovem ber

9 7 A. Occupational earnings Table A-1. Office occupations: Weekly earnings (Average straight-tim e weekly hours and earnings of workers in selected occupations by industry division, Lou isville, K y^ind., Novem ber 1972) Occupation and industry division Number of workers Average weekly (standard Weekly earnings * (standard) Mean ^ Median * Middle ranged 1» 60 and under Number of workers receiving straight-time weekly earnings of ( t $ S t * S $ * t ( t t t * * t * $ and over MEN ANO WOMEN COMBINED BILLERS, MACHINE 1 BILLING $ $ $ $ M A C H I N E ) * NON BOOKKEEPING-MACHINE OPERATORS, CLASS B NON CLERKS, ACCOUNTING, CLASS A NON PUBLIC UTILITIES CLERKS, ACCOUNTING, CLASS B NON PUBLIC UTILITIES CLERKS, FILE, CLASS A CLERKS, FILE, CLASS B CLERKS, FILE, CLASS C CLERKS, ORDER CLERKS, PAYROLL KEYPUNCH OPERATORS, CLASS A _ NON KEYPUNCH OPERATORS, CLASS B NON PUBLIC UTILITIES MESSENGERS (OFFICE BOYS AND GIRLSI NON SECRETARIES , NON PUBLIC UTILITIES * 1 * * * 6 * * _ * 36 * _ * 10 * * * * _ _ _ i * * _ * * _ See footnotes at end o f tables

10 8 Table A-1. Office occupations: W eekly earnings Continued (Average straight-time weekly hours and earnings of workers in selected occupations by industry division, Louisville, Ky^Ind., November 1972) O c c u p a tio n an d in d u s tr y d iv is io n Number of workers Average weekly Weekly earnings 1 (standard) (standard Mean* Median 2 Middle ranged * $ 60 and u n d e r * $ N u m b e r o f w o r k e r s r e c e iv in g s t r a ig h t - t im e w e e k ly e a r n in g s o f--- * t $ * $ t S $ $ 220 and o v e r MEN AND WOMEN COMBINED CONTINUED SECRETARIES CONTINUED $ $ $ $ j t L K L 1A K ll o i L L A j j A NON SECRETARIES, CLASS B _ * - - * SECRETARIES, CLASS C _ - i NON i l 6 * UU TO C SECRETARIES, CLASS _ i NON i * STENOGRAPHERS, GENERAL _ a NON PUBLIC U T IL IT IE S * * * STENOGRAPHERS, SENIOR _ ~ - - * SWITCHBOARD OPERATORS, CLASS B _ _ 32 NONHANUFACTURING SWITCHBOARD OPERATOR-RECEPTIONISTS _ NONMANUFACTURING TABULATING-MACHINE OPERATORS, CLASS B NON ~ TRANSCRIBING-MACHINE OPERATORS, m3 A.VT'' V/V> >,UU 19 * TO TYPISTS, CLASS A _ ~ TYPISTS, CLASS B _ NON See footnotes at end o f tables

11 9 Table A-2. Professional and technical occupations: Weekly earnings (Average straight-tim e weekly hours and earnings of workers in selected occupations by industry division, Lou isville, Ky«Ind., Novem ber 1972) Occupation and industry division Number of workeis Average weekly (standard] Weekly earnings 1 (standard) Mean ^ Median ^ Middle ranged Under t 90 % % % and under Number of w orkers receiving straight-tim e weekly earnings of $ $ $ i $ $ $ * * $ $ $ $ 1 * $ t r and _2 25Q 26Q over MEN AND WOMEN COMBINED $ $ $ $ COMPUTER OPERATORS. CLASS A C * COMPUTER OPERATORS, CLASS B NON COMPUTER OPERATORS, CLASS C NON COMPUTER PROGRAMERS, BUSINESS, CLASS A NON COMPUTER PROGRAMERS, BUSINESS, CLASS B NON COMPUTER PROGRAMERS, BUSINESS, CLASS C o o * COMPUTER SYSTEMS ANALYSTS. BUSINESS, CLASS A COMPUTER SYSTEMS ANALYSTS, BUSINESS, CLASS B * * 1 * * * * _ * " * * * * i _ * i * COMPUTER SYSTEMS ANALYSTS, BUSINESS, CLASS C * o o DRAFTSMEN, CLASS A DRAFTSMEN, CLASS B * DRAFTSMEN, CLASS C d r a f t s m e n - t r a c e r s ***2 2 NURSES, INDUSTRIAL (REGISTERED! ~ * _ i _ i * * i i _ * W orkers were distributed as follows: 6 at $280 to $0; 7 at $0 to $320; 7 at $320 to $3; 2 at $3 to $360; 1 at $360 to $380; 3 at $380 to $0; and 1 at $0 to $420. ** W orkers w ere distributed as follows: 17 at $280 to $0; 5 at $0 to $320; 6 at $320 to $3; and 3 at $3 to $360. * * * W orkers w ere distributed as follows: 9 at $70 to $80; and 13 at $80 to $90. See footnotes at end o f tables

12 10 Table A -3. Office, professional, and technical occupations: Average weekly earnings, by sex (Average straight-tim e weekly hours and earnings of workers in selected occupations by industry division, Lou isville, K y. Ind., Novem ber 1972) Average Average Average Sex, occupation, and industry division Number of workers Weekly (standard) Weekly earnings 1 (standard) Sex, occupation, and industry division Number of Weekly [standard) Weekly earnings * (standard) Sex, occupation, and industry division Number of workers Weekly standard) Weekly earnings1 (standard) OFFICE OCCUPATIONS - MEN CLERKS, ACCOUNTING, CLASS A PUBLIC UTILITIES CLERKS, ACCOUNTING, CLASS B CLERKS, ORDER MESSENGERS (OFFICE BOVSI OFFICE OCCUPATIONS - WOMEN BILLERS, MACHINE (BILLING MACHINE) BOOKKEEPING-MACHINE OPERATORS, CLASS B CLERKS, ACCOUNTING, CLASS A CLERKS, ACCOUNTING, CLASS B CLERKS, FILE, CLASS A CLERKS, FILE, CLASS B CLERKS, FILE, CLASS C CLERKS, ORDER CLERKS, PAYROLL PUBLIC UTILITIES KEYPUNCH OPERATORS, CLASS A KEYPUNCH OPERATORS, CLASS B PUBLIC UTILITIES $ * o o o o * no OFFICE OCCUPATIONS - WOMEN CONTINUED MESSENGERS (OFFICE GIRLS) SECRETARIES PUBLIC UTILITIES SECRETARIES, CLASS A SECRETARIES, CLASS B SECRETARIES, CLASS C PUBLIC UTILITIES SECRETARIES, CLASS D M A N U F A C T U R IN G STENOGRAPHERS, GENERAL PUBLIC UTILITIES STENOGRAPHERS, SENIOR SWITCHBOARD OPERATORS, CLASS B ---- SWITCHBOARD OPERATOR-RECEPTIONISTS- TABULATING-MACHINE OPERATORS, CLASS B TRANSCRIBING-MACHINE OPERATORS, GENERAL TYPISTS, CLASS A TYPISTS, CLASS B PROFESSIONAL AND TECHNICAL OCCUPATIONS - MEN COMPUTER OPERATORS, CLASS A , COMPUTER OPERATORS, CLASS B NON COMPUTER OPERATORS, CLASS C COMPUTER PROGRAMERS, BUSINESS, CLASS A NON COMPUTER PROGRAMERS, BUSINESS, CLASS B NON COMPUTER SYSTEMS ANALYSTS, BUSINESS, CLASS A COMPUTER SYSTEMS ANALYSTS, BUSINESS, CLASS B COMPUTER SYSTEMS ANALYSTS, BUSINESS, CLASS C DRAFTSMEN, CLASS A DRAFTSMEN, CLASS B DRAFTSMEN, CLASS C DRAFTSMEN-TRACERS PROFESSIONAL AND TECHNICAL OCCUPATIONS - WOMEN COMPUTER OPERATORS, CLASS B NON COMPUTER OPERATORS, CLASS C NON COMPUTER PROGRAMERS, BUSINESS, CLASS B NON NURSES, INDUSTRIAL (REGISTERED) * O o S ee footnote at end o f ta b les.

13 11 Table A -4. Maintenance and powerplant occupations: Hourly earnings (Average straight-tiipe hourly earnings of workers in selected occupations by industry division, Louisville, Ky. Ind., Novem ber 1972) Sex, occupation, and industry division Number of Hourly earnings3 Mean 2 Median2 Middle range 2 Number of workers receiving straight-time hourly earnings oj S $ * *» t $ s» t t t t * * * $ S $ $ t 1 Under2* * and 2»60 under and ,?o op o o (ft over HEN $ $ $ $ CARPENTERS. HAINTENANCE ELECTRICIANS. HAINTENANCE ENGINEERS, STATIONARY FIREMEN, STATIONARY BOILER l A HELPERS, MAINTENANCE TRADES MACHINISTS, MAINTENANCE MECHANICS, AUTOMOTIVE (MAINTENANCE! MECHANICS, MAINTENANCE MILLWRIGHTS MANUFACTURING PAINTERS, MAINTENANCE PIPEFITTERS, MAINTENANCE SHEET-METAL WORKERS, MAINTENANCE _ _ - * _ _ _ _ * * 4 * * _ _ _ * * _ * See footnotes at end of tables,

14 12 T a b le A -5. C u s to d ia l and m a te ria l m o v e m e n t o c c u p a tio n s : H o u rly e a rn in g s (Average straight-tim e hourly earnings of workers in selected occupations by industry division, Lou isville, Ky. Ind., Novem ber 1972) Sex, occupation, and industry d ivision Hourly earnings3 Median^ $ $ and under _ N um ber o f w o rk e rs r e c e iv in g s tra ig h t-tim e hou rly earnings * * t i I I I t $ i l I i t I s i i t ~ I i MEN GUARDS AND WATCHMEN GUARDS $ $ $ $ 1, _ * * * WATCHMEN JANITORS, PORTERS, AND CLEANERS --- PUBLIC UTILITIES LABORERS, MATERIAL HANDLING ORDER FILLERS PACKERS, SHIPPING RECEIVING CLERKS SHIPPING CLERKS SHIPPING AND RECEIVING CLERKS , , , * * * 1, , * 50 * 7 * * _ 4 _ 7 _ * 4 7 * * _ - 10 _ _ i i 16 " 4 * * * _ * _ TRUCKDRIVERS MANUFACTURING NONMANUFACTURING PUBLIC UTILITIES TRUCKDRIVERS, LIGHT IUNDER 1-1/2 TONS) MANUFACTURING NONMANUFACTURING TRUCKDRIVERS, MEDIUM (1-1/2 TO AND INCLUDING 4 TONS) j MANUFACTURING NONMANUFACTURING I PUBLIC UTILITIES , , , * " * ~ * 8 * * i TRUCKDRIVERS, HEAVY (OVER 4 TONS TRAILER TYPE) ,147 MANUFACTURING ,009 PUBLIC UTILITIES See footn otes at end of tables.

15 13 T a b le A -5. C u s to d ia l and m a te ria l m o v e m e n t o c c u p a tio n s : H o u rly e a rn in g s C o n tin u e d (Average straight-tim e hourly earnings of workers in selected occupations by industry division, Lou isville, K y. Ind., Novem ber 1972) Sex, occupation, and industry division Number of Hourly earnings3 Number of workers receiving straight-time hourly earnings of *---- * t t $ * t * * $ * t t * $ $ $ i * i t i workers Mean 2 Median2 Middle range 2 and _ under , 3.6Q HEN - CONTINUED $ $ $ $ TRUCKERS, POWER (FORKLIFT) , HANUFACTURING , * * * TRUCKERS, POWER (OTHER THAN FORKLIFT) HANUFACTURING * * " " WOMEN JANITORS, PORTERS, AND CLEANERS NONHANUFACTURING ' See footnotes at end of tables.

16 14 F oo tn o tes 1 Standard hours reflect the workweek for which employees receive their regular straight-time salaries (exclusive of pay for overtime at regular and/or premium rates), and the earnings correspond to these weekly hours. 2 The mean is computed for each job by totaling the earnings of all workers and dividing by the number of workers. The median designates position half of the employees surveyed receive more than the rate shown; half receive less than the rate shown. The middle range is defined by 2 rates of pay; a fourth of the workers earn less than the lower of these rates and a fourth earn more than the higher rate. 3 Excludes premium pay for overtime and for work on weekends, holidays, and late shifts.

17 A pp en dix. O ccu p ation al D escrip tion s The p rim a ry purpose o f preparin g job descriptions fo r the Bureau's wage surveys is to assist its field staff in classifyin g into appropriate occupations w orkers who are em ployed under a va rie ty o f payroll titles and differen t work arrangem ents from establishment to establishment and from area to area. This perm its the grouping of occupational wage rates representing com parable job content. Because o f this emphasis on interestablishm ent and in tera rea com parab ility o f occupational content, the Bureau's job descriptions m ay d iffe r significantly from thost- n use in individual establishm ents or those prepared for other purposes. In applying these job descriptions, the Bureau's field econom ists are. istructed to exclude working supervisors; apprentices; learners; beginners; trainees; and handicapped, part-tim e, temporary, and probationary workers. O F F IC E B IL L E R, M ACH INE P rep a res statements, b ills, and in voices on a machine other than an ordin ary o r e lec tro - m atic typew riter. M ay also keep records as to billin gs or shipping charges o r perfo rm other c lerica l w ork incidental to billin g operations. F o r wage study purposes, b ille r s, m achine, are cla ssified by type of m achine, as follow s: B ille r, machine (billin g m ach in e). U ses a special billin g machine (com bination typing and adding machine) to prepare b ills and in voices from cu stom ers' purchase o rd ers, in te r nally prepared o rd ers, shipping mem orandum s, etc. U sually in volves application o f p r e determ ined discounts and shipping charges and en try o f n ecessary extensions, which m ay or m ay not be computed on the billin g m achine, and totals which are autom atically accumulated by machine. The operation usually in volves a la rg e number o f carbon copies o f the b ill being prepared and is often done on a fanfold machine. B ille r, machine (bookkeeping m achine). U ses a bookkeeping machine (with o r without a typewriter keyboard) to prepare customers' bills as part of the accounts receivable operation. G en erally involves the simultaneous entry o f figures on cu stom ers' led g er record. The machine autom atically accumulates figures on a number o f v ertica l columns and computes and usually prints autom atically the debit or credit balances. Does not in volve a knowledge o f bookkeeping. Works from uniform and standard types of sales and cred it slips. BO O K KEEPING -M AC H INE O PE R ATO R Operates a bookkeeping machine (with or without a typ ew riter keyboard) to keep a record o f business transactions. Class A. Keeps a set o f records requiring a knowledge o f and experience in basic bookkeeping prin cip les, and fa m ilia rity with the structure o f the particu lar accounting system used. D eterm ines proper records and distribution o f debit and credit item s to be used in each phase of the work. May prepare consolidated reports, balance sheets, and other records by hand. Class B. Keeps a record o f one o r m ore phases or sections of a set of records usually requ iring little knowledge of basic bookkeeping. Phases or sections include accounts payable, payroll, cu stom ers' accounts (not including a sim ple type o f billin g described under b ille r, m achine), cost distribution, expense distribution, inventory control, etc. M ay check or a ssist in preparation of tria l balances and prepare control sheets fo r the accounting department. C L E R K, ACCOUN TIN G P e rfo rm s one or m ore accounting c le ric a l tasks such as posting to registers and ledgers: reconciling bank accounts; verifyin g the internal consistency, com pleteness, and m athem atical accuracy of accounting documents; assigning prescrib ed accounting distribution codes; examining and verifyin g fo r cleric a l accuracy various types o f rep orts, lis ts, calculations, posting, etc.; or preparing sim ple o r assisting in preparing m ore com plicated journal vouchers. May work in either a manual or automated accounting system. The work requ ires a knowledge o f cleric a l methods and o ffice practices and procedures which relates to the c le r ic a l processin g and recordin g of transactions and accounting inform ation. With experience, the w orker typ ically becom es fa m ilia r with the bookkeeping and accounting term s and procedures used in the assigned w ork, but is not required to have a knowledge o f the form al principles of bookkeeping and accounting. C L E R K, ACC O UN TIN G Continued Position s are cla ssified into leve ls on the basis o f the follow in g definitions. Class A. Under general supervision, p erform s accounting c le r ic a l operations which requ ire the application of experience and judgment, fo r exam ple, c le r ic a lly processing com plicated or nonrepetitive accounting transactions, selecting among a substantial va rie ty o f prescrib ed accounting codes and classification s, o r tracin g transactions through previous accounting actions to determ ine source o f discrepan cies. M ay be assisted by one or m ore class B accounting clerk s. Class B. Under close supervision, follow ing detailed instructions and standardized p ro cedures, perform s one or m ore routine accounting c le ric a l operations, such as posting to led g ers, cards, o r worksheets where identification of item s and locations o f postings are c le a rly indicated; checking accuracy and com pleteness o f standardized and repetitive records or accounting documents; and coding documents using a few prescrib ed accounting codes. C L E R K, F IL E F ile s, cla s s ifie s, and re trieves m a terial in an established filin g system. May perfo rm c le r ic a l and manual tasks requ ired to maintain file s. Positions a re cla ssified into levels on the basis of the follow in g definitions. Class A. Classifies and indexes file m aterial such as correspondence, reports, technical documents, etc., in an established filin g system containing a number o f varied subject m atter file s. M ay also file this m a terial. May keep records of various types in conjunction with the file s. M ay lead a sm all group o f low er level file clerk s. Class B. Sorts, codes, and files unclassified m aterial by simple (subject matter) headings or partly cla ssified m a terial by fin er subheadings. P rep a res sim ple related index and cross -referen ce aids. As requested, locates clearly identified m aterial in files and fo r wards m aterial. May perform related clerical tasks required to maintain and service files. Class C. P erfo rm s routine filin g of m a terial that is already been cla ssified or which is ea sily cla ssified in a sim ple seria l cla ssifica tio n syst. (e.g., alphabetical, chronological, or numerical). As requested, locates readily available.1 aterial in files and forwards m a te ria l; and m ay fill out withdrawal charge. May p erform sim ple c le ric a l and manual tasks requ ired to maintain and service files. C L E R K, ORDER R eceives cu stom ers' o rd ers fo r m a terial o r m erchandise by m ail, phone, or personally. Duties in volve any combination of the follow in g: Quoting p rices to custom ers; making out an order sheet listin g the item s to make up the ord er; checking p rices and quantities o f item s on order sheet; and distributing ord er sheets to re sp ective departments to be filled. May check with credit department to determ ine credit rating of custom er, acknowledge receipt of o rd ers from custom ers, fo llow up ord ers to see that they have been fille d, keep file o f orders received, and check shipping in voices with o rigin al o rd ers. C L E R K, P A Y R O L L Computes wages of company em ployees and enters the n ecessary data on the payroll sheets. Duties in volve: Calculating w ork ers' earnings based on tim e or production records; and posting calculated data on payroll sheet, showing inform ation such as w ork er's name, working days, tim e, rate, deductions fo r insurance, and total wages due. M ay make out paychecks and a ssist paym aster in making up and distributing pay envelopes. M ay use a calculating machine. N O TE: The Bureau has discontinued collectin g data fo r com ptom eter operators. 1 5

18 1 6 K E Y PU N C H O PE R A T O R O perates a keypunch machine to re cord or v e r ify alphabetic and/or num eric data on tabulating cards or on tape. Position s are cla ssified into levels on the basis o f the follow in g definitions. Class A. Work requ ires the application of experience and judgment in selecting p ro cedures to be follow ed and in searching fo r, in terpreting, selecting, o r coding item s to be keypunched from a va rie ty o f source documents. On occasion m ay also p erfo rm some routine keypunch w ork. May train in experienced keypunch o p era tors. Class B. Work is routine and rep etitive. Under close supervision or follow in g specific procedures or instructions, works from variou s standardized source documents which have been coded, and follow s specified procedures which have been prescrib ed in detail and requ ire little or no selecting, coding, or in terpreting o f data to be recorded. R efers to su pervisor problems arising from erroneous items or codes or m issing information. MESSENGER (O ffice Boy or G irl) Perform s various routine duties such as running errands, operating minor office m a chines such as sea lers o r m a ilers, opening and distributing m a il, and other m in or c le r ic a l work. Exclude positions that require operation of a m otor vehicle as a significant duty. S E C R E TA R Y Assigned as personal s ecreta ry, n orm ally to one individual. Maintains a close and highly responsive relationship to the day-to-day work of the supervisor. Works fairly independently re ceivin g a m inimum of detailed supervision and guidance. P e rfo rm s va ried c le r ic a l and secreta ria l duties, usually including most of the follow ing: a. R eceives telephone calls, personal ca lle rs, and incom ing m a il, answers routine inqu ires, and routes technical in qu iries to the proper persons; b. Establish es, m aintains, and re vises the su p erviso r's files; c. Maintains the su p erviso r's calendar and makes appointments as instructed; d. R elays m essages from su pervisor to subordinates; e. R eview s correspondence, m em orandum s, and reports prepared by others fo r the su p erviso r's signature to assure procedural and typographic accuracy; f. Perform s stenographic and typing work. May also perfo rm other c le r ic a l and secreta ria l tasks o f com parable nature and difficu lty. The work typ ically requ ires knowledge of o ffic e routine and understanding o f the organization, program s, and procedures related to the work of the supervisor. Exclusions Not a ll positions that are titled "s e c r e ta ry " possess the above ch a ra cteristics. Exam ples of positions which are excluded from the definition are as follow s; a. Position s which do not m eet the "p erson a l" secreta ry concept described above; b. Stenographers not fu lly trained in s ec reta ria l type duties; c. Stenographers servin g as o ffice assistants to a group o f professional, technical, or m anagerial persons; d. S ecreta ry positions in which the duties are eith er substantially m ore routine or substantially m ore complex and responsible than those characterized in the definition; e. Assistant type positions which involve m ore difficult or m ore responsible technical, adm in istrative, su pervisory, or sp ecia lized c le r ic a l duties which are not typical of sec re ta ria l work. S E C R E TA R Y Continued N O T E ; The term "co rp o ra te o ffic e r, " used in the le v e l definitions follow in g, re fe rs to those o fficia ls who have a significant corporate-w ide policym aking ro le with regard to m a jo r company a ctivities. The title " v ic e p resid e n t," though n orm ally indicative o f this ro le, does not in all cases identify such positions. Vice presidents whose prim ary responsibility is to act p ersonally on individual cases or transactions (e.g., approve or deny individual loan or cred it actions; adm inister individual trust accounts; d irectly supervise a c le r ic a l staff) are not considered to be "corporate o fficers" for purposes of applying the following level definitions. Class A 1. S ecreta ry to the chairm an o f the board or president o f a company that em ploys, in all, over 100 but few er than 5,000 persons; or 2. S ecreta ry to a corporate o ffic e r (other than the chairm an o f the board or president) of a company that employs, in all, over 5,000 but few er than 25,000 persons; or 3. S ecreta ry to the head, im m ediately below the corporate o ffic e r le v e l, o f a m a jo r segment or subsidiary of a company that employs, in all, over 25,000 persons. Class B 1. S ecreta ry to the chairman o f the board or president o f a company that em ploys, in a ll, few er than 100 persons; or 2. S ecreta ry to a corporate o ffic e r (other than the chairm an of the board or presiden t) of a company that employs, in all, over 100 but few er than 5,000 persons; or 3. S ecreta ry to the head, im m ediately below the o ffic e r le v e l, o ver either a m a jo r co rpora te-w ide functional a ctivity (e.g., m arketing, resea rch, operations, industrial re la - tions, etc.) o r a m a jo r geographic or organ izational segment (e.g., a regional headquarters; a m ajor division ) o f a company that em ploys, in a ll, o ver 5,000 but few er than 25,000 em ployees; or 4. S ecreta ry to the head o f an individual plant, fa cto ry, etc. (o r other equivalent le v e l o f o ffic ia l) that em ploys, in a ll, o ver 5,000 p ersons; or 5. S ecreta ry to the head of a la rg e and im portant organizational segment (e.g., a m iddle managem ent su pervisor o f an organizational segm ent often in volving as many as severa l hundred persons) or a company that em ploys, in all, over 25,000 persons. Class C 1. S ecreta ry to an execu tive or m anagerial person whose resp onsib ility is not equivalent to one o f the specific leve l situations in the definition fo r class B, but whose organizational unit normally numbers at least several dozen employees and is usually divided into organizational segments which a re often, in turn, further subdivided. In som e com panies, this le v e l includes a wide range o f organizational echelons; in others, only one o r two; or 2. S ecreta ry to the head of an individual plant, fa ctory, etc. (o r other equivalent le v e l of official) that employs, in all, few er than 5,000 persons. Class D 1. S ecreta ry to the su pervisor or head o f a sm all organizational unit (e.g., few er than about 25 or persons); or 2. Secretary to a nonsupervisory staff specialist, professional employee, adm inistrativ e o ffic e r, or assistant, skilled technician o r expert. (N O T E ; Many companies assign stenographers, rath er than secreta ries as described above, to this le v e l of su pervisory or nonsupervisory w orker.) STENOGRAPH ER P rim a ry duty is to take dictation using shorthand, and to tra n scrib e the dictation. M ay also type from w ritten copy. M ay operate from a stenographic pool. M ay occasionally tra n scrib e from voice recordin gs (if p rim a ry duty is transcrib ing from recordin gs, see Tran scribin g-m ach in e O perator, G eneral). N O T E ; This job is distinguished from that o f a sec reta ry in that a secreta ry norm ally works in a confidential relationship with only one m anager o r execu tive and p erform s m o re responsible and d iscretio n a ry tasks as described in the secreta ry job definition. Stenographer, G eneral D ictation in volves a norm al routine vocabulary. M ay maintain file s, keep sim ple re cord s, o r perfo rm other re la tiv e ly routine c le r ic a l tasks.

19 17 S T E N O G R A P H E R C o n tin u ed T A B U L A T I N G - M A C H I N E O P E R A T O R ( E l e c t r i c A c c o u n tin g M a c h in e O p e r a t o r ) C on tin u ed S tenographer, Senior P o sition s a re c la s s ifie d into le v e ls on the basis o f the fo llow in g definitions. Dictation in vo lv es a v a rie d tech n ical o r sp e cia lize d vocabu lary such as in leg a l b rie fs o r re p o rts on sc ie n tific re s e a rc h. M ay also set up and m aintain file s, keep re c o r d s, etc. OR P e r fo r m s stenographic duties requ irin g sig n ific a n tly g r e a te r independence and resp o n s ib ility than sten ogra ph er, g e n era l, as evid enced by the follow in g: W ork re q u ires a high d eg ree o f stenographic speed and a ccu ra cy; a thorough w orkin g knowledge o f gen era l business and o ffic e procedu re; and o f the s p e c ific business o pera tion s, orga n ization, p o lic ie s, p r o c e du res, file s, w ork flo w, etc. U ses this know ledge in p erfo rm in g stenographic duties and respon sib le c le r ic a l tasks such as m aintaining follow u p file s ; a ssem blin g m a te r ia l fo r rep orts, m em orandum s, and le tte rs ; com posing sim ple le tte rs fro m general in stru ction s; reading and routing incom ing m a il; and answ erin g routine questions, etc. SW ITC H B O AR D O P E R A T O R C lass A. O perates a sin gle- o r m u ltiple-p osition telephone sw itchboard handling incom ing, outgoing, intraplant o r o ffic e c a lls. P e r fo r m s fu ll telephone in form ation s e r v ic e o r handles com plex c a lls, such as co n feren ce, c o lle c t, o v e rs e a s, o r s im ila r c a lls, eith er in addition to doing routine w ork as d e s crib e d sw itchboard o p e ra to r, class B, o r as a fu ll-tim e assignm ent. (" F u ll" telephone in form a tion s e r v ic e occu rs when the establishm ent has v a rie d functions that a re not re a d ily understandable fo r telephone in form ation pu rposes, e.g., because o f o verlapp in g o r in te rre la te d functions, and consequently presen t frequent p roblem s as to which extensions a re a ppropriate fo r c a lls.) C la ss B. O perates a single- o r m u ltiple-p osition telephone sw itchboard handling incom ing, outgoing, intraplant o r o ffic e c a lls. M ay handle routine long distance c a lls and re c o rd to lls. M ay p e r fo rm lim ited telephone in form a tion s e r v ic e. ( " L im it e d " telephone in form ation s e r v ic e o ccu rs i f the functions o f the establishm ent s e r v ic e d a re re a d ily understandable fo r telephone in form ation purposes, o r i f the requ ests a re routine, e.g., giving extension numbers when s p e cific names a re furnished, o r i f co m p lex ca lls a re r e fe r r e d to another o p e ra to r.) Th ese cla ssifica tio n s do not include sw itchboard o p era to rs in telephone com panies who a s s is t cu stom ers in placing ca lls. SW ITC H B O AR D O P E R A T O R -R E C E P T IO N IS T In addition to p erfo rm in g duties o f o p era to r on a sin gle-p ositio n o r m o n ito r-ty p e sw itch board, acts as recep tio n ist and m ay also type o r p e rfo rm routine c le r ic a l w ork as part o f regu la r duties. This typing o r c le r ic a l w ork m ay take the m a jo r part o f this w o r k e r 's tim e w hile at sw itchboard. T A B U L A T IN G -M A C H IN E O P E R A T O R (E le c tr ic Accounting Machine O pera tor) O perates one o r a v a rie ty o f m achines such as the tabu lator, ca lcu la tor, c o lla to r, in te r p r e te r, s o rte r, reprodu cin g punch, etc. Excluded fro m this definition a re w orking s u p erviso rs. A ls o excluded a re o p era to rs o f elec tro n ic d ig ita l com pu ters, even though they m ay also operate E A M equipment. C la ss A. P e r fo r m s com plete rep ortin g and tabulating assignm ents including devisin g d ifficu lt co n trol panel w irin g under gen era l su pervision. A ssignm ents ty p ic a lly in volve a v a rie ty o f long and com p lex re p o rts which often a re irr e g u la r o r n on recu rrin g, requ irin g som e planning o f the nature and sequencing o f operations, and the use o f a v a rie ty o f m a chines. Is ty p ic a lly in volved in tra in in g new o p era to rs in m achine operations o r train in g lo w e r le v e l o p era to rs in w irin g fro m d ia gra m s and in the operatin g sequences o f long and com plex re p o rts. Does not include positions in which w irin g re sp o n sib ility is lim ited to sele ction and in sertio n o f p re w ire d boards. C la ss B. P e r fo r m s w ork accordin g to established procedu res and under sp e c ific in stru ctions. A ssignm ents ty p ic a lly in volve com plete but routine and re c u rrin g rep orts o r parts o f la r g e r and m o re com plex re p o rts. O perates m o re d ifficu lt tabulating o r e le c tr ic a l a c counting m achines such as the tabulator and ca lcu la tor, in addition to the sim p ler machines used by cla ss C o p era to rs. M ay be re qu ired to do som e w irin g fr o m dia gra m s. M ay tra in new em p loyees in basic machine operations. C la ss C. Under sp e cific in stru ction s, o perates sim ple tabulating o r e le c tr ic a l accounting m achines such as the s o rte r, in te rp re te r, reprodu cing punch, c o lla to r, etc. A ssignm ents ty p ic a lly in vo lv e portions o f a w ork unit, fo r exam ple, individual so rtin g o r colla tin g runs, o r re p e titiv e o p era tio n s. M ay p e rfo rm sim ple w irin g fro m d ia gra m s, and do some filin g w ork. T R A N S C R IB IN G -M A C H IN E O P E R A T O R, G E N E R A L P r im a r y duty is to tra n scrib e dictation in volvin g a n orm al routine vocabu lary fro m tra n scrib in g -m a ch in e re c o rd s. M ay also type fro m w ritten copy and do sim ple c le r ic a l w ork. W ork ers tra n scrib in g dictation in volving a v a rie d technical o r sp e cia lize d vocabu lary such as leg a l b r ie fs o r re p orts on scie n tific re sea rch a re not included. A w o rk er who takes dictation in shorthand o r by Stenotype or s im ila r m achine is c la s s ifie d as a sten ograph er. T Y P IS T U ses a ty p e w r ite r to m ake co pies o f variou s m a te ria ls o r to m ake out b ills a fte r c a lcu la tions have been m ade by another person. M ay include typing o f sten cils, m ats, o r s im ila r m a te r ia ls fo r use in duplicating p ro c e s s e s. May do c le r ic a l w ork in volvin g little sp ecia l train ing, such as keeping sim ple re c o r d s, filin g re co rd s and re p o rts, o r sortin g and distribu tin g incom ing m a il. C lass A. P e r fo r m s one o r m o re o f the fo llo w in g : Typing m a te ria l in final fo rm when it in vo lv es com bining m a te ria l fro m sev e ra l sou rces; o r re s p o n sib ility fo r c o rr e c t spellin g, syllab ica tio n, punctuation, etc., o f tech nical o r unusual w ords o r fo reig n language m a te ria l; o r planning layout and typing o f com plicated sta tistica l ta bles to m aintain u n iform ity and balance in spacing. May type routine fo rm le tte r s, va ryin g deta ils to suit circu m sta n ces. C la ss B. P e r fo r m s one o r m o re o f the fo llo w in g : Copy typing fro m rough o r c le a r d rafts; o r routine typing o f fo rm s, insurance p o lic ie s, etc.; o r setting up sim ple standard tabulations; o r copying m o re com plex tables a lrea d y set up and spaced p ro p e rly. P R O F E S S IO N A L A N D T E C H N IC A L C O M P U T E R O P E R A T O R Continued C O M PU TE R O P E R A T O R M onitors and op era tes the control con sole o f a digita l com puter to p roce ss data accordin g to operatin g in stru ction s, usually p rep a red by a p ro g ra m e r. W ork includes m ost o f the fo llo w in g : Studies instructions to determ in e equipment setup and operations; loads equipment with re qu ired item s (tape r e e ls, card s, e tc.); sw itches n ecess a ry a u xilia ry equipment into c irc u it, and starts and o pera tes com puter; m akes adjustments to com puter to c o r r e c t operatin g p roblem s and m eet sp ecia l conditions; re view s e r r o r s m ade during operation and determ in es cause o r r e fe r s problem to su p erviso r o r p ro g ra m e r; and m aintains operatin g re c o r d s. M ay test and a ssist in c o rr e c tin g p rog ra m. F o r w age study pu rp oses, com puter o p era to rs a re c la s s ifie d as fo llow s: C lass A. O perates independently, o r under only gen era l direction, a com puter running p rog ra m s with m ost o f the fo llow in g c h a ra c te ris tic s : New p rog ra m s a re frequently tested and introduced; scheduling requ irem en ts a re o f c r itic a l im portance to m in im iz e downtim e; the p rog ra m s a re o f com p lex design so that id en tifica tion o f e r r o r sou rce often re q u ires a w orking knowledge o f the total p ro g ra m, and altern ate p rog ra m s m ay not be a va ila b le. May give d irection and guidance to lo w e r le v e l o p era to rs. C lass B. O perates independently, o r under only gen era l d irection, a com puter running p ro g ra m s with m ost o f the fo llow in g c h a ra c te ris tic s : M ost o f the p rog ra m s a re established production runs, ty p ic a lly run on a re g u la rly re c u rrin g basis; there is little o r no testin g Digitized for FRASER o f new p ro g ra m s requ ired ; a ltern a te p ro g ra m s a re provid ed in case o rig in a l program needs m a jo r change o r cannot be c o rr e c te d within a reason able tim e. In comm on e r r o r situ a tion s, diagnoses cause and takes c o r r e c t iv e action. This usually in vo lv es applying p revio u s ly p ro g ra m ed c o r r e c t iv e steps, o r using standard c o rr e c tio n techniques. OR O perates under d ir e c t su p ervisio n a com puter running p rog ra m s o r segments o f p rog ra m s with the c h a ra c te ris tic s d es crib e d fo r cla ss A. M ay a ssist a h igh er le v e l o p era to r by in de pendently p e rfo rm in g le s s d ifficu lt tasks a ssigned, and p erfo rm in g d ifficu lt tasks fo llow in g d eta iled in stru ction s and with frequent re v ie w o f operations p erfo rm e d. C lass C. W orks on routine p rogra m s under clo s e su pervision. Is expected to develop w orking know ledge o f the com puter equipment used and a b ility to detect problem s in volv ed in running routine p ro g ra m s. U su ally has re c e iv e d som e fo rm a l tra in in g in com puter operation. M ay a ssist h igh er le v e l o p era to r on com p lex p ro g ra m s. C O M P U T E R P R O G R A M E R, BUSINESS C on verts statem ents o f business p rob lem s, ty p ic a lly p repa red by a system s analyst, into a sequence o f deta iled in stru ction s which a re re qu ired to so lve the problem s by automatic data p ro ce ssin g equipment. W orking fro m charts o r d ia gra m s, the p ro g ra m e r develop s the p r e c is e in structions which, when en tered into the com puter system in coded language, cause the m anipulation

20 18 CO M PU TER PROGRAM ER, B U S IN E S S C o n tin u ed o f data to a ch ieve d e s ire d re su lts. W ork in volv es m o st o f the fo llo w in g : A p p lies know ledge o f com pu ter ca p a b ilitie s, m a th em a tics, lo g ic em ployed by com pu ters, and p a rticu la r subject m a tter in vo lv ed to an a lyze charts and d ia gra m s o f the p rob lem to be p rog ra m ed ; d evelop s sequence o f p ro g ra m steps; w rite s d eta iled flo w charts to show o rd e r in which data w ill be p roce ssed ; co n v erts these ch arts to coded in stru ction s fo r m achine to fo llo w ; tests and c o r r e c ts p ro g ra m s; p re p a re s in stru ction s fo r operatin g personn el during production run; a n alyzes, re v ie w s, and a lters p ro g ra m s to in cre a s e o pera tin g e ffic ie n c y o r adapt to new requ irem en ts; m aintains re co rd s of p ro g ra m developm en t and re v is io n s. (N O T E : W o rk ers p e rfo rm in g both system s analysis and p r o gra m in g should be c la s s ifie d as system s analysts i f this is the s k ill used to d eterm in e th e ir pay.) Does not include em p loy ees p r im a r ily re sp o n sib le fo r the m anagem ent o r su p ervisio n o f oth er ele c tro n ic data p ro c e s s in g em p lo y ees, o r p r o g ra m e r s p r im a r ily concern ed with s cie n tific and/or en gin eerin g p ro b le m s. F o r w age study pu rp oses, p r o g ra m e r s a re c la s s ifie d as fo llo w s: C la ss A. W orks independently o r under only g e n era l d irectio n on com p lex p rob le m s which re q u ire com petence in a ll phases o f p ro g ra m in g concepts and p r a c tic e s. W orking fro m d ia gram s and ch arts which id en tify the nature o f d e s ire d re su lts, m a jo r p ro ce ssin g steps to be a ccom plish ed, and the relation sh ips betw een va rio u s steps o f the prob lem so lvin g routine; plans the fu ll ran ge o f p ro g ra m in g actions needed to e ffic ie n tly u tilize the com puter system in ach ievin g d e s ire d end produ cts. A t this le v e l, p rog ra m in g is d iffic u lt becau se com pu ter equipment m ust be o rga n ized to produce s e v e ra l in te rre la te d but d iv e rs e products fro m num erous and d iv e rs e data elem en ts. A w ide v a rie ty and ex ten s ive num ber o f in tern al p ro ce ssin g actions must o ccu r. Th is re q u ires such actions as develop m en t o f com m on o pera tion s which can be reused, establish m ent of lin kage points betw een o p era tio n s, adjustm ents to data when p rog ra m requ irem en ts exceed com pu ter sto ra ge ca p a city, and substantial m anipulation and resequ encing o f data elem en ts to fo rm a h igh ly in tegra ted p ro g ra m. M ay p ro vid e functional d ire c tio n to lo w e r le v e l p r o g ra m e r s who a re assigned to a ssist. C la ss B.* W orks independently o r under only ge n era l d irection on r e la t iv e ly sim ple p ro g ra m s, o r on sim p le segm en ts o f co m p lex p ro g ra m s. P ro g ra m s (o r segm en ts) usually p ro c e s s in form a tion to produce data in two o r th ree v a rie d sequences o r fo rm a ts. R ep orts and lis tin g s a re produced by re fin in g, adapting, a rra y in g, o r making m in o r additions to or d eletion s fr o m input data which a re re a d ily a va ila b le. W hile numerous re c o rd s m ay be p ro c e s s e d, the data have been re fin e d 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 y p ic a lly, the p rog ra m deals with routine re c o rd -k e e p in g type o p era tio n s. OR W orks on co m p le x p ro g ra m s (as d e s crib e d fo r cla ss A ) under clo se d ire c tio n o f a high er le v e l p r o g ra m e r o r s u p e rv is o r. M ay a s s is t h igh er le v e l p ro g ra m e r by independently p e r fo rm in g le s s d iffic u lt tasks a ssigned, and p erfo rm in g m o re d ifficu lt tasks under fa ir ly clo se d irectio n. M ay guide o r in stru ct lo w e r le v e l p r o g ra m e r s. C la ss C. M akes p ra c tic a l applications o f prog ra m in g p ra c tic es and concepts usually lea rn ed in fo r m a l tra in in g co u rses. A ssign m en ts a re design ed to develop com petence in the application o f standard p roced u res to routine p ro b le m s. R e c e iv e s clo se su p ervision on new a spects o f assign m en ts; and w ork is re v ie w e d to v e r ify its a ccu racy and conform ance with re q u ired p ro ce d u res. C O M P U T E R SYS TE M S A N A L Y S T, BUSINESS A n a ly ze s business prob lem s to fo rm u la te proced u res fo r solvin g them by use o f elec tro n ic data p ro c e s s in g equipm ent. D evelops a com plete d escrip tio n o f all sp ecifica tion s needed to enable p r o g ra m e r s to p rep a re re q u ired d ig ita l com puter p ro g ra m s. W ork in volves m ost of the fo llo w in g : A n a ly ze s s u b jec t-m a tter operation s to be automated and id en tifies conditions and c r ite r ia requ ired to a ch ieve s a tis fa c to ry resu lts; sp e c ifie s number and types of re c o r d s, file s, and documents to be used; outlin es actions to be p erfo rm e d by personn el and com puters in su fficien t detail for presen tation to m anagem ent and fo r p rog ra m in g (ty p ic a lly this in volves prepa ra tion o f w ork and data flo w ch a rts); coordin ates the developm en t o f test problem s and p a rticip ates in tr ia l runs of new and re v is e d system s; and recom m en ds equipment changes to obtain m o re e ffe c tiv e o v e r a ll o p era tio n s. (N O T E : W ork ers p erfo rm in g both system s a n alysis and p rog ra m in g should be c la s s ifie d as system s analysts i f this is the skill used to determ in e th e ir pay.) Does not include em p loy ees p r im a r ily re spon sib le fo r the m anagem ent o r su pervision o f oth er elec tro n ic data p ro ce ssin g em p lo y ees, o r system s analysts p r im a r ily concern ed with sc ie n tific o r en gin eering p rob lem s. F o r w age study pu rposes, system s analysts a re c la s s ifie d as fo llow s: C lass A. W orks independently o r under only gen era l d irection on com p lex p roblem s in vo lvin g all phases o f system s a n a lysis. P ro b le m s a re co m p lex because o f d iv e rs e sou rces of input data and m u ltip le-u se requ irem en ts o f output data. (F o r exam ple, d evelop s an in tegrated production scheduling, in ven tory co n tro l, cost a n a ly sis, and sales a n alysis re c o r d in which Digitized for FRASER CO M PUTER SYSTEM S A N A L Y S T, B U S IN E S S C on tin u ed e v e r y item o f each type is au tom a tica lly p ro ce ssed through the ull system o f re c o rd s and a p propriate follow u p actions a re in itiated by the com puter.) Confe 3 with persons concern ed to determ in e the data p ro ce ssin g prob lem s and advises s u b jec t-m a tter personn el on the im p lic a tions o f new o r re v is e d system s o f data p ro ce ssin g opera tio n s. M akes recom m en dation s, i f needed, fo r approval o f m a jo r system s in stallation s o r changes and fo r obtaining equipment. M ay p rovid e functional d ire c tio n as sist. to lo w e r le v e l system s analysts who a re a ssign ed to C la ss B. W orks independently o r under only gen era l d ire c tio n on prob lem s that a re r e la t iv e ly uncom plicated to a nalyze, plan, p ro g ra m, and o p era te. P ro b le m s a re o f lim ite d co m p le xity because sou rces o f input data a re hom ogeneous and the output data a re c lo s e ly related. (F o r exa m ple, develop s system s fo r m aintaining d ep osito r accounts in a bank, m aintaining accounts re c e iv a b le in a re ta il establish m ent, o r m aintaining in ven tory accounts in a m anufacturing o r w h o lesa le establish m en t.) C on fers with person s concern ed to d eterm in e the data p ro ce ssin g prob lem s and a d vises su b jec t-m a tter personn el on the im p lica tio n s o f the data p ro ce ssin g system s to be applied. OR W orks on a segm en t o f a com p lex data p ro ce ssin g schem e o r sy stem, as d e s c rib e d fo r cla ss A. W orks independently on routine assignm ents and re c e iv e s in stru ction and guidance on com p lex a ssignm ents. W ork is re view ed fo r a ccu ra cy o f judgm ent, com plian ce w ith in stru ctions, and to in su re p ro p e r alinem en t with the o v e r a ll system. C la ss C. W orks under im m ed ia te su p ervision, c a rr y in g out analyses as a ssigned, usually o f a sin gle a ctivity. A ssign m en ts a re designed to d ev elop and expand p r a c tic a l e x p erien c e in the a pplication o f p roced u res and s k ills re q u ired fo r system s an a lysis w ork. F o r exa m ple, m ay a ssist a h igh er le v e l system s analyst by p rep a rin g the d eta iled sp e cifica tion s re q u ired by p r o g ra m e r s fro m in form a tion d evelop ed by the h igh er le v e l analyst. DRAFTSM AN C la ss A. Plans the graphic presen tation o f com p lex item s having d istin ctive design fea tu res that d iffe r sig n ific a n tly fro m esta blish ed d raftin g p reced en ts. W orks in c lo s e sup port with the design o rig in a to r, and m ay recom m en d m in o r design changes. A n a ly ze s the e ffe c t o f each change on the d eta ils o f fo rm, function, and p o sition al relation sh ips o f c o m ponents and p a rts. W orks with a m inim um o f s u p e rv is o ry a ssista n ce. C om pleted w ork is re v ie w e d by design o rig in a to r fo r con sisten cy with p r io r en gin eerin g determ in a tio n s. M ay eith er p rep a re draw in gs, o r d ire c t th e ir prep a ra tion by lo w e r le v e l draftsm en. C la ss B. P e r fo r m s nonroutine and com p lex d raftin g assignm ents that re q u ire the a p p li cation o f m o st o f the standardized draw in g techniques re g u la rly used. Duties ty p ic a lly in vo lv e such w ork as: P r e p a re s w orkin g draw in gs of su bassem blies with ir r e g u la r shapes, m u ltiple functions, and p r e c is e position al relation sh ips betw een com ponents; p rep a res a r c h i tectu ra l draw in gs fo r constru ction o f a building including d etail draw in gs o f foundations, w all sectio n s, flo o r plans, and ro o f. Uses accep ted form u la s and m anuals in m aking n e c e s s a ry com putations to d eterm in e quantities o f m a te r ia ls to be used, load ca p a c itie s, stren gth s, s tre s s e s, etc. R e c e iv e s in itia l in stru ction s, re q u irem en ts, and advice fro m su p e rv is o r. C om pleted w ork is checked fo r tech n ical adequacy. C la ss C. P r e p a re s detail draw in gs o f sin gle units o r parts fo r en gin eerin g, constru ction, m anufacturing, o r re p a ir pu rposes. T yp es of draw in gs p rep a red include is o m e tr ic p ro jec tio n s (d ep ictin g th ree dim ension s in accu rate sc a le ) and section al vie w s to c la r ify position in g o f components and convey needed in form a tion. C o n solid ates d eta ils fro m a num ber o f sou rces and adjusts o r tra n sp o ses sca le as re q u ired. Suggested m ethods o f approach, a p plicable preced en ts, and advice on sou rce m a te r ia ls a re given with in itia l a ssignm ents. Instru ctions a re less com plete when assignm ents re cu r. W ork m ay be spot-ch ecked during p r o g re s s. D R A F T S M A N -T R A C E R C opies plans and draw in gs p rep a red by oth ers by placin g tra cin g cloth o r pa per o v e r draw in gs and tra cin g with pen o r p en cil. (Does not include tra cin g lim ited to plans p r im a r ily con sistin g o f straigh t lin es and a la rg e sca le not re q u irin g clo s e delin ea tion.) AND/OR P r e p a re s sim ple o r re p e titiv e draw ings o f e a s ily visu a liz e d item s. during p r o g re s s. W ork is c lo s e ly su p ervised E L E C T R O N IC S TE C H N IC IA N W orks on variou s types of e le c tro n ic equipm ent o r system s by p e rfo rm in g one o r m o re o f the fo llow in g o pera tion s: M o d ifyin g, in stallin g, re p a irin g, and o verh au ling. T h ese o p era tion s re q u ire the p erfo rm a n ce o f m o st o r all o f the fo llo w in g tasks: A ssem b lin g, testin g, adjusting, ca lib ratin g, tuning, and alinin g. W ork is n on rep etitive and re q u ires a knowledge o f the th e ory and p ra c tic e o f e le c tr o n ic s pertain in g to the use o f gen era l and s p e c ia lize d ele c tro n ic test equipment;, tro u b le an alysis; and the operation, relatio n sh ip, and alinem ent o f ele c tro n ic sy stem s, su bsystem s, and circu its having a v a rie ty o f component pa rts.

21 19 E L E C T R O N IC S T E C H N IC IA N Continued NU RSE, IN D U S T R IA L (R e g is te r e d ) E le c tr o n ic equipment o r system s w orked on ty p ic a lly include one o r m o re o f the fo llo w in g : Ground, v e h ic le, o r a irb o rn e radio com m unications sy stem s, r e la y sy stem s, navigation aids; a irb o rn e o r ground ra d a r sy stem s; ra d io and te le v is io n tra n sm ittin g o r re cord in g sy stem s; e le c tro n ic com pu ters; m is s ile and sp a ce cra ft guidance and co n tro l system s; in d u stria l and m e d ica l m easu rin g, in dicating and c o n trollin g d ev ic e s ; etc. A re g is te r e d nurse who g iv e s nursing s e r v ic e under ge n era l m e d ic a l d irection to i l l o r injured em p loy ees o r oth er persons who becom e i l l o r su ffer an accident on the p rem ise s o f a fa c to ry o r other establish m ent. Duties in volve a com bination o f the fo llo w in g : G ivin g fir s t aid to the i l l o r in jured; attending to subsequent dressin g o f e m p lo y ees' in ju ries; keeping re co rd s o f patients trea ted ; prep a rin g accident re p orts fo r com pensation o r oth er pu rp oses; a ssistin g in ph ysical exam inations and health evaluations o f applicants and em p loy ees; and planning and c a r r y ing out p rog ra m s in volvin g health education, accident preven tion, evalu ation o f plant environm ent, o r other a c tiv itie s a ffec tin g the health, w e lfa re, and sa fety o f a ll p erson n el. N u rsin g su p erviso rs o r head nurses in establish m ents em ploying m o re than one nurse a re excluded. (Exclu de production a s s e m b le rs and te s t e r s, cra fts m en, draftsm en, d es ig n e rs, en g in eers, and re p a irm e n o f such standard e le c tr o n ic equipment as o ffic e m achines, ra d io and te le v is io n re c e iv in g s e ts.) M A IN T E N A N C E A N D P O W E R P L A N T C A R P E N T E R, M A IN T E N A N C E M A C H IN IS T, M A IN T E N A N C E P e r fo r m s the ca rp en try duties n e c e s s a r y to constru ct and maintain in good re p a ir bu ild ing w oodw ork and equipment such as bins, c r ib s, cou nters, benches, p a rtitio n s, d o ors, flo o r s, s ta irs, casin gs, and t r im m ade o f w ood in an establish m ent. W ork in volves m ost o f the fo llo w in g : Planning and laying out of w ork fr o m blu eprin ts, draw in gs, m o d els, o r v e rb a l in stru ction s; using a v a rie ty o f c a rp en ter's handtools, p orta ble p ow er to o ls, and standard m easuring in stru m en ts; m ak ing standard shop computations relatin g to dim ensions o f w ork; and selectin g m a te ria ls n ece s s a ry fo r the w ork. In g e n era l, the w ork o f the m aintenance ca rp en ter re q u ires rounded tra in in g and ex p erien ce usually acqu ired through a fo rm a l a pprenticeship o r equivalent tra in in g and ex p erien c e. P rod u ce s rep la cem en t parts and new parts in m aking re p a irs o f m e ta l p a rts of m ech a n ica l equipment operated in an establish m ent. W ork in volv es m ost o f the fo llo w in g : In terp retin g w ritten in stru ction s and s p e cifica tio n s; planning and laying out o f w ork ; using a v a r ie ty o f m a ch in ist's handtools and p recisio n m easu rin g instrum ents; setting up and operatin g standard machine to o ls ; shaping o f m eta l parts to c lo s e tole ra n c es; making standard shop com putations relatin g to dim en sions o f w ork, too lin g, fee d s, and speeds of machining; know ledge o f the w orkin g p ro p e rtie s o f the comm on m e ta ls; s ele ctin g standard m a te r ia ls, p a rts, and equipm ent re q u ired fo r his w ork; and fittin g and a ssem blin g parts into m echan ical equipment. In g e n e ra l, the m a ch in ist's w ork n o rm a lly re q u ires a rounded tra in in g in m achine-shop p ra c tic e usually a cq u ired through a fo rm a l apprenticeship o r equ ivalent tra in in g and ex p erien ce. E L E C T R IC IA N, M A IN T E N A N C E P e r fo r m s a v a r ie ty o f e le c tr ic a l tra d e functions such as the in stallation, m aintenance, or re p a ir o f equipment fo r the gen era tion, distribu tion, o r u tiliza tio n o f e le c tr ic en erg y in an esta b lish m en t. W ork in volv es m ost o f the fo llo w in g ; In sta llin g o r re p a irin g any o f a v a r ie ty o f e le c tr ic a l equipment such as g e n era to rs, t ra n s fo rm e rs, sw itch boards, c o n tr o lle r s, c ir c u it b r e a k e r s, m o to rs, heating units, conduit system s, o r other tra n sm ission equipment; w orkin g fr o m blu e prin ts, draw in gs, layouts, o r other sp e cifica tion s; locatin g and diagnosing trou ble in the e le c tr ic a l system or equipment; w orkin g standard computations relatin g to load requ irem en ts of w irin g or e le c tr ic a l equipment; and using a v a rie ty o f e le c tr ic ia n 's handtools and m easu ring and testin g instrum ents. In g e n era l, the w ork of the maintenance e le c tr ic ia n re q u ires rounded tra in in g and ex p erien ce usually acqu ired through a fo rm a l apprenticeship o r equivalent tra in in g and ex p erien c e. E N G IN E E R, S T A T IO N A R Y Operates and m aintains and m ay also su p ervise the operation of sta tion a ry engines and equipment (m echan ical o r e le c tr ic a l) to supply the establish m ent in which em ployed w ith p o w er, heat, re frig e ra tio n, o r a ir-co n d ition in g. W ork in vo lv es: O peratin g and m aintaining equipment such as steam engines, a ir c o m p r e s s o rs, g e n e ra to rs, m o to r s, tu rbines, ven tila tin g and r e f r i g eratin g equipment, steam b o ile rs and b o ile r - fe d w a te r pumps; m aking equipment re p a irs ; and keeping a re c o rd of operation o f m a ch in ery, tem p era tu re, and fu el consumption. M ay also su p e r v is e these operations. Head or ch ief en gin eers in establishm ents em ploying m o re than one en gin eer a re exclu ded. F IR E M A N, S T A T IO N A R Y B O IL E R F ir e s station ary b o ile rs to furnish the establishm ent in which em ployed with heat, pow er, o r steam. Feed s fu els to fir e by hand o r o perates a m ech an ical sto k er, gas, o r o il bu rn er; and checks w a ter and sa fety v a lv e s. M ay clean, o il, o r a s s is t in re p a irin g b o ile rr o o m equipm ent. H E L P E R, M A IN T E N A N C E TR A D E S A s s is ts one o r m o re w o rk ers in the sk ille d m aintenance tra d es, by p erfo rm in g s p e c ific o r ge n e ra l duties o f le s s e r s k ill, such as keeping a w o rk e r supplied with m a te ria ls and to o ls; cleaning w orkin g a rea, m achine, and equipment; a ssistin g journeym an by holding m a te ria ls o r too ls; and p erfo rm in g other unskilled tasks as d ire c te d by journeym an. Th e kind o f w ork the h elp er is p erm itted to p e r fo rm v a rie s fr o m tra d e to tra d e: In som e trades the h elp er is confined to supplying, liftin g, and holding m a te ria ls and to o ls, and cleaning w orking a re a s ; and in others he is p erm itted to p e r fo rm s p e c ia lize d m achine o p era tio n s, o r parts of a tra d e that a re also p erfo rm e d by w o rk ers on a fu ll-tim e basis. M A C H IN E -T O O L O P E R A T O R, TO O LR O O M S p e cia lizes in the operation o f one o r m o re types o f machine tools, such as jig b o re r s, c y lin d ric a l o r su rface g r in d e rs, engine lathes, o r m illin g m achines, in the construction o f m ach in e-sh op to o ls, ga ges, jig s, fix tu res, o r d ies. W ork in vo lv es m ost of the fo llo w in g : Planning and p erfo rm in g d ifficu lt m achining operations; p ro ce ssin g item s requ irin g co m plicated setups or a high d e g re e o f accu racy; using a v a r ie ty o f p re c is io n m easu ring instrum ents; sele ctin g feed s, speeds, too lin g, and operation sequence; and m aking n ec e s s a ry adjustm ents during operation to ach ieve re q u isite to le ra n c es o r dim ension s. M ay be re qu ired to re co g n ize when too ls need d ressin g, to d ress to o ls, and to s ele ct p ro p e r coolants and cutting and lu bricatin g o ils. For cro ss -in d u stry w age study pu rp oses, m a ch in e-to o l o p era to rs, to o lro o m, in to o l and die jobbing shops a re excluded fr o m this cla s s ific a tio n. Digitized for FRASER M E C H A N IC, A U T O M O T IV E (M aintenance) R ep a irs a u tom obiles, buses, m o tortru ck s, and t ra c to rs o f an establishm ent. W ork in v o lv e s m ost o f the fo llo w in g : Exam ining autom otive equipment to diagnose sou rce o f trou ble; d is a ssem blin g equipm ent and p erfo rm in g re p a irs that in vo lv e the use of such handtools as w ren ch es, ga g es, d r ills, o r s p e c ia lize d equipment in d isa ssem b lin g o r fitting p a rts; repla cin g broken o r d e fe c tiv e parts fr o m stock; grinding and adjusting v a lv e s ; re a s sem b lin g and in stallin g the va riou s a ssem b lies in the v e h ic le and making n e c e s s a ry adjustm ents; and alining w h e els, adjusting brakes and ligh ts, o r tightening body bolts. In ge n era l, the w ork o f the au tom otive m echanic re q u ire s rounded tra in in g and e x p erien c e usually acqu ired through a fo rm a l a pprenticeship or equ ivalen t tra in in g and ex p erien c e. Th is cla s s ific a tio n does not include m echan ics who re p a ir c u sto m ers' v e h icles in auto m o b ile re p a ir shops. M E C H A N IC, M A IN T E N A N C E R ep a irs m a ch in ery o r m ech a n ica l equipm ent o f an establish m ent. W ork in volves m ost o f the fo llo w in g : Exam ining m achines and m echan ical equipm ent to diagnose sou rce o f trou ble; dism antling o r p a rtly dism antlin g m achines and p e rfo rm in g re p a irs that m a in ly in volve the use o f handtools in scra pin g and fittin g parts; rep la cin g broken o r d e fe c tiv e parts with item s obtained fr o m stock; o rd erin g the production o f a replacem en t part by a machine shop o r sending o f the m achine to a m achine shop fo r m a jo r re p a irs ; p rep a rin g w ritten sp e cifica tion s fo r m a jo r re p a irs o r fo r the production o f parts o rd ered fr o m machine shop; reassem b lin g m achines; and making a ll n ec e s s a ry adjustm ents fo r operation. In g e n era l, the w ork o f a maintenance m echanic re q u ires rounded tra in in g and e x p erien c e usually acqu ired through a fo rm a l apprenticeship or equivalent train in g and ex p erien c e. Excluded fr o m this cla s s ific a tio n a re w o rk e rs w hose p rim a ry duties in volve setting up o r adjusting m achines. M IL L W R IG H T In sta lls new m achines o r h eavy equipm ent, and dism an tles and in sta lls machines o r h eavy equipment when changes in the plant layout a re requ ired. W ork in vo lv es m o st o f the fo llo w in g ; Planning and layin g out of the w ork; in te rp retin g blu eprints o r other sp e cifica tion s; using a v a r ie ty o f handtools and rig g in g ; making standard shop computations re la tin g to S tresse s, strength o f m a te r ia ls, and cen ters o f g r a v ity ; alining and balancing o f equipment; sele ctin g standard to o ls, equipment, and parts to be used; and in stallin g and ^maintaining in good o rd e r p ow er tra n sm ission equipment such as d r iv e s and speed re d u cers. In g e n era l, the m illw r ig h t's w ork n orm a lly re q u ires a rounded tra in in g and e x p erien c e in the tra d e acqu ired through a fo r m a l apprenticeship o r equ ivalent tra in in g and e x p erien c e. P A IN T E R, M A IN T E N A N C E Paints and red eco ra tes w a lls, w oodw ork, and fix tu res o f an establish m ent. W ork in volv es the fo llo w in g : Know ledge o f su rface p e c u lia r itie s and types o f paint re q u ired fo r d iffe re n t a p p lica tion s; prep a rin g su rface fo r painting by re m o vin g old fin ish o r by p lacin g putty o r f ille r in n ail

22 20 P A I N T E R, M A I N T E N A N C E C on tin u ed S H E E T -M E T A L h oles and in te rs tic e s ; and applying paint with spra y gun o r brush. M ay m ix c o lo r s, o ils, white lead, and oth er paint in gred ien ts to obtain p ro p e r c o lo r o r con sisten cy. In ge n era l, the w ork o f the m aintenance pain ter re q u ire s rounded tra in in g and e x p erien c e u su ally a cq u ired through a fo rm a l a pprenticeship o r equ ivalent tra in in g and e x p erien c e. types o f sh eet-m e ta l m aintenance w ork fr o m blu eprints, m o d els, o r oth er sp e cifica tion s; setting up and operatin g a ll a v a ila b le types o f sh eet-m e ta l w orkin g m ach in es; using a v a r ie ty o f handtools in cutting, bending, fo rm in g, shaping, fittin g, and a ssem blin g; and in sta llin g sh eet-m e ta l a rtic le s as re q u ired. In g e n era l, the w ork o f the m aintenance sh e e t-m e ta l w o rk e r re q u ires rounded tra in in g and e x p erien c e u su ally acq u ired through a fo rm a l a ppren ticesh ip o r equ ivalen t tra in in g and e x p erien c e. P I P E F I T T E R, M A IN T E N A N C E In sta lls o r re p a irs w a te r, steam, gas, o r oth er types o f pipe and p ip efittin gs in an establish m ent. W ork in vo lv es m o st o f the fo llo w in g : L a yin g out o f w ork and m easu rin g to locate po sition o f pipe fr o m draw in gs o r oth er w ritten s p e cifica tio n s; cutting va rio u s s iz e s o f pipe to c o r r e c t lengths with c h isel and h am m er o r o xy a c etylen e torch o r pipe-cu ttin g m ach in es; threading pipe with stocks and d ies; bending pipe by h an d -d riven o r p o w e r-d r iv e n m ach in es; a ssem blin g pipe w ith couplings and fasten ing pipe to h an gers; m aking standard shop com putations re la tin g to p r e s s u re s, flo w, and siz e o f pipe requ ired; and m aking standard tests to d eterm in e w hether fin ished pipes m eet sp e cifica tio n s. In g e n e ra l, the w ork o f the maintenance p ip e fitte r re q u ires rounded tra in in g and e x p erien c e u su ally acq u ired through a fo rm a l apprenticeship o r equ ivalen t tra in in g and e x p erien c e. W ork ers p r im a r ily en gaged in in stallin g and re p a irin g building sanitation o r heating system s a re ex clu ded. S H E E T -M E T A L W O R K E R, M A IN T E N A N C E F a b r ic a te s, in s ta lls, and m aintains in good re p a ir the sh eet-m e ta l equipm ent and fix tu res (such as m achine gu ards, g re a s e pans, s h elves, lo c k e r s, tanks, v e n tila to rs, chutes, ducts, m eta l ro o fin g ) o f an establish m en t. W ork in volv es m o st o f the fo llo w in g: Planning and la yin g out a ll W O R K E R, M A I N T E N A N C E C o n tin u ed T O O L A N D D IE M A K E R Constructs and r e p a irs m ach in e-sh op to o ls, g a g es, jig s, fix tu res o r dies fo r fo rg in g s, punching, and oth er m e ta l-fo rm in g w ork. W ork in vo lv es m o st o f the fo llo w in g ; Planning and la yin g out o f w ork fr o m m o d e ls, blu eprints, d raw in gs, o r oth er o ra l and w ritten sp e cifica tion s; using a v a r ie ty o f to o l and die m a k e r's handtools and p r e c is io n m easu rin g instrum ents; u nd er standing o f the w orkin g p ro p e rtie s o f com m on m e ta ls and a llo y s ; settin g up and opera tin g o f m achine too ls and re la te d equipment; m aking n ece s s a ry shop com putations re la tin g to dim ension s o f w ork, speeds, fee d s, and too lin g o f m achines; h ea t-trea tin g o f m e ta l p a rts during fa b rica tio n as w e ll as o f fin ish ed to o ls and dies to a ch ieve re q u ired q u a lities ; w orkin g to c lo s e to le ra n c e s ; fittin g and assem blin g o f parts to p r e s c r ib e d to le ra n c es and allow a n ces; and s ele ctin g a p p rop ria te m a te r ia ls, to o ls, and p r o c e s s e s. In g e n era l, the to o l and die m a k e r's w ork re q u ire s a rounded tra in in g in m ach in e-sh op and to o lro o m p r a c tic e u su ally acq u ired through a fo r m a l a pprenticeship o r equ ivalen t tra in in g and ex p erien c e. F o r c ro s s -in d u s tr y w age study pu rp oses, to o l and die m a k e rs in to o l shops a re exclu ded fr o m th is c la s s ific a tio n. and die jobbin g C U S T O D IA L A N D M A T E R IA L M O V E M E N T GU ARD A N D W A T C H M A N S H IP P IN G AND R E C E IV IN G C L E R K G u ard. P e r fo r m s routine p o lic e duties, e ith er at fix ed post o r on tou r, m aintaining o rd e r, using a rm s o r fo r c e w h ere n e c e s s a ry. Includes gatem en who a re stationed at gate and check on iden tity o f em p loy ees and oth er persons en te rin g. W atchm an. M akes rounds o f p r e m is e s p e r io d ic a lly in p rotectin g p ro p e rty against fir e, th eft, and ille g a l en try. J A N IT O R, P O R T E R, OR C L E A N E R P r e p a re s m erch a n d ise fo r shipm ent, o r re c e iv e s and is re sp o n sib le fo r in com ing ship m ents o f m erch a n dise o r oth er m a t e r ia ls. Shipping w ork in v o lv e s : A know ledge o f shipping p r o ced u res, p r a c tic e s, rou tes, a va ila b le m eans o f tra n sp o rta tio n, and ra tes; and p rep a rin g re c o rd s o f the goods shipped, m aking up b ills o f lading, posting w eight and shipping ch a rge s, and keeping a file o f shipping r e c o r d s. M ay d ir e c t o r a s s is t in p rep a rin g the m erch a n dise fo r shipm ent. R e c e iv in g w ork in v o lv e s ; V e r ify in g o r d ire c tin g oth ers in v e r ify in g the c o rr e c tn e s s o f shipm ents against b ills o f lading, in v o ic e s, o r oth er r e c o r d s ; checking fo r sh ortages and re je c tin g dam aged goods; routing m erch a n d ise o r m a te r ia ls to p ro p e r departm ents; and m aintaining n e c e s s a r y re co rd s and file s. Cleans and keeps in an o r d e r ly condition fa c to ry w orkin g a rea s and w ash room s, o r p r e m is e s o f an o ffic e, apartm ent house, o r c o m m e rc ia l o r oth er establish m ent. Duties in volve a com bination o f the fo llo w in g : Sweeping, m opping o r scrubbing, and polish ing flo o r s ; rem o vin g ch ips, tra sh, and o th er re fu se; dusting equipm ent, fu rn itu re, o r fix tu res; polish in g m e ta l f i x tu res o r trim m in g s ; p rovid in g supplies and m in o r m aintenance s e r v ic e s ; and clean ing la v a to r ie s, sh ow ers, and re s tro o m s. W ork ers who s p e c ia liz e in window washing a re exclu d ed. F o r w age study pu rp oses, w o r k e r s a re c la s s ifie d as fo llo w s : R e c e iv in g c le r k Shipping c le r k Shipping and re c e iv in g c le r k T R U C K D R IV E R L A B O R E R, M A T E R IA L H A N D L IN G A w o r k e r em ployed in a w areh ou se, m anufacturing plant, sto re, o r oth er establish m ent whose duties in vo lv e one o r m o re o f the fo llo w in g : Loading and unloading va rio u s m a te r ia ls and m erch a n dise on o r fr o m fr e ig h t c a rs, tru ck s, o r Dther tra n sp o rtin g d ev ices; unpacking, sh elvin g, o r p lacin g m a te r ia ls o r m erch a n d ise in p ro p e r sto ra ge location ; and tra n sp o rtin g m a te r ia ls o r m erch a n d ise by handtruck, c a r, o r w h e elb a rrow. Lon gsh orem en, who load and unload ships a re exclu ded. D riv e s a tru ck within a c ity o r in d u stria l a rea to tra n sp o rt m a te r ia ls, m erch a n d ise, equipm ent, o r m en betw een va rio u s types o f establish m ents such a s: M anufacturing plants, fr e ig h t depots, w areh ou ses, w h o lesa le and re ta il establish m en ts, o r betw een re ta il establish m ents and c u sto m ers' houses o r p la ces o f business. M ay also load o r unload tru ck with o r without h elp ers, m ake m in o r m ech a n ica l re p a ir s, and keep tru ck in good w orkin g o r d e r. D riv e r -s a le s m e n and o v e r - th e - r o a d d r iv e r s a re ex clu d ed. fo llo w s : O RD ER F I L L E R F ills shipping o r tra n s fe r o rd e r s fo r fin ish ed goods fr o m stored m erch a n d ise in a c c o rd ance with s p e cifica tio n s on sales s lip s, cu sto m ers' o r d e r s, o r other in stru ction s. May, in addition to fillin g o rd e r s and in dicating item s fille d o r om itted, keep re c o rd s o f outgoing o rd e r s, re q u i sition additional stock o r re p o rt short supplies to su p e rv is o r, and p e r fo rm oth er re la ted duties. F o r w age study pu rp oses, tru c k d riv e r s a re c la s s ifie d by s iz e and type o f equipment, as ( T r a c t o r - t r a ile r should be ra ted on the basis o f t r a ile r ca p a city.) T r u c k d riv e r T r u c k d riv e r, T r u c k d riv e r, T r u c k d riv e r, T r u c k d riv e r, (com bin ation o f s iz e s lis te d sep a ra te ly ) ligh t (under IV 2 tons) m edium (1V2 to and including 4 tons) h eavy (o v e r 4 tons, t r a ile r type) h ea vy (o v e r 4 tons, oth er than t r a ile r type) P A C K E R, S H IP P IN G T R U C K E R, PO W ER P r e p a r e s fin ish ed products fo r shipment o r sto ra ge by placin g them in shipping con ta in e r s, the s p e c ific operations p e r fo rm e d being dependent upon the type, s iz e, and number o f units to be packed, the type o f container em ployed, and m ethod o f shipm ent. W ork re q u ires the p lacin g o f item s in shipping contain ers and m a y in vo lv e one o r m o re o f the fo llo w in g ; K n ow led ge o f va rio u s item s o f stock in o rd e r to v e r ify content; sele ction o f a ppropria te type and s iz e o f con tain er; in sertin g en clo su res in contain er; using e x c e ls io r o r oth er m a te r ia l to p reven t breakage o r dam age; c lo sin g and sealin g contain er; and applying la b els o r en terin g id en tifyin g data on con ta in er. P a ck e rs who also m ake wooden boxes o r c ra tes a re excluded. Digitized for FRASER u.s. O perates a m an u ally c o n tro lled gasolin e- o r e le c tr ic -p o w e re d tru ck o r tra c to r to tra n sp o rt goods and m a te r ia ls o f a ll kinds about a w areh ou se, m anufacturing plant, o r oth er establish m ent. F o r w age study pu rp oses, w o rk ers a re c la s s ifie d by type o f tru ck, as fo llo w s: T r u c k e r, p o w er (fo r k lift) T r u c k e r, p o w er (o th er than fo r k lift) G O V E R N M E N T P R IN T IN G O F F IC E : /7 0

23 A re a W a g e S u rv ey s A list of the latest available bulletins is presented below. A directory of area wage studies including more limited studies conducted at the request of the Employment Standards Administration of the Department of Labor is available on request. Bulletins may be purchased from any of the BLS regional sales offices shown on the back cover, or from the Superintendent of Documents, U.S. Government Printing Office, Washington, D.C., 202. A rea Akron, Ohio, Dec Albany Schenectady Troy, N.Y., M ar Albuquerque, N. M ex., M ar Allentown Bethlehem Easton, Pa. N.J., May Atlanta, G a., May Austin, Tex., Dec (to be surveyed) Baltimore, M d., Aug Beaumont Port Arthur-Orange, Tex., May 1972 Binghamton, N.Y., July 1972 Birmingham, Ala., M ar Boise City, Idaho, Nov Boston, M ass., Aug Buffalo, N.Y., Oct Burlington, V t., Dec Canton, Ohio, May Charleston, W. V a., M ar Charlotte, N.C., Jan. 1972* Chattanooga, Tenn. G a., Sept Chicago, 111., June 1972 Cincinnati, Ohio Ky. Ind., Feb Cleveland, Ohio, Sept Columbus, Ohio, Oct Dallas, Tex., Oct Davenport Rock Island Moline, Iowa 111., Feb Dayton, Ohio, Dec Denver, Colo., Dec Des Moines, Iowa, May Detroit, Mich., Feb Durham, N.C., Apr Fort Lauderdale Hollywood and West Palm Beach, F la., Apr Fort Worth, Tex., Oct Green Bay, Wis., July Greenville, S.C., May Houston, T ex., Apr Huntsville, A la., Feb Indianapolis, Ind., Oct Jackson, M iss., Jan Jacksonville, F la., Dec Kansas City, Mo. Kans., Sept Lawrence Haverhill, Mass, N.H., June Lexington, K y., Nov Little Rock North Little Rock, Ark., July Los Angeles Long Beach and Anaheim Santa A n agarden Grove, Calif., M ar Louisville, Ky. Ind., Nov Lubbock. Tex., M ar Manchester, N.H., July Memphis, Tenn. A rk., Nov Miami, Fla., Nov Midland and Odessa, T ex., J an Bulletin number and price , , , , , , , , , , , , , , , , , , , , , , , , 1775-, , , , , , , , , , , , , , , , , , , , 1775-, , , l Digitized for FRASER Data on establishment practices and supplementary wage provisions are also presented. Area Milwaukee, W is., May Minneapolis St. Paul, Minn., J an Muskegon Muskegon Heights, Mich., June Newark and Jersey City, N.J., Jan New Haven, Conn., J an New Orleans, L a., J an New York, N.Y., Apr Norfolk Virginia Beach Portsmouth and Newport News Hampton, V a., J an Oklahoma City, Okla., July Omaha, Nebr. Iowa, Sept Paterson Clifton P assaic, N.J., June Philadelphia, Pa. N.J., Nov Phoenix, A r iz., June Pittsburgh, P a., J an Portland, Maine, Nov Portland, Oreg. W ash., May Poughkeepsie Kingston Newburgh, N.Y., June Providence Warwick-Pawtucket, R.I. M ass., Raleigh, N.C., Aug Richmond, V a., Mar R iv erside San Bernardino Ontario, Calif., Dec Rochester, N.Y. (office occupations only), July Rockford, 111., June St. Louis, Mo. 111., Mar Salt Lake City, Utah, Nov San Antonio, T ex., May San Diego, C alif., Nov San Francisco Oakland, Calif., Oct San Jose, C alif., M ar Savannah, G a., May Scranton, P a., July Seattle Eve re tt, W ash., J an Sioux F a lls, S. Dak., Dec South Bend, Ind., May Spokane, Wash., J une Syracuse, N.Y., July Tampa St. Petersburg, F la., Aug Toledo, Ohio Mich., Apr Trenton, N.J., Sept Utica Rome, N.Y., July Washington, D.C. Md. V a., M ar Waterbury. Conn., M ar Waterloo, Iowa, Nov Wichita, Kans., Apr W orcester, M a ss., May York, P a., Feb Youngstown Warren, Ohio, Nov Bulletin number and price , , , , , 1725-, , , , , , , , , , , , , , , , , , , , , , , , , , , 1725-, , , , , , , , , , , , , , ,