bls_1725-44_1972.pdf

AREA WAGE SURVEYT h e D e n v e r , C o l o r a d o , M e t r o p o l i t a n A r e a ,

D e c e r n b e r 1971

B u lle t in 1 7 2 5 - 4 4

U.S. DEPARTMENT OF LABOR / Bureau of Labor Statistics

A

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

B U R E A U O F L A B O R S T A T IS T IC S R E G IO N A L O F F IC E SALASKA

Region I1603-JFK Federal Building Government Center Boston, Mass. 02203 Phone: 223-6761 (Area Code 617)

Region II151 5 Broadway, Suite 3400New York, N.Y. 10036Phone: 971-5405 (Area Code 212)

Region III406 Penn Square Building 1317 Filbert St.Philadelphia, Pa. 19107 Phone: 597-7796 (Area Code 215)

Region IV Suite 5401371 Peachtree St. NE.Atlanta, Ga. 30309Phone: 526-5418 (Area Code 404)

Region V8th Floor, 300 South Wacker DriveChicago, III. 60606Phone: 353-1880 (Area Code 312)

Region VI1100 Commerce St., Rm. 6B7Dallas, Tex. 75202Phone: 749-3516 (Area Code 214)

Regions V II and V IIIFederal Office Building 911 Walnut St., 10th Floor Kansas City, Mo. 64106 Phone: 374-2481 (Area Code 816)

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

Regions V II and V III will be serviced by Kansas City. Regions IX and X will be serviced by San Francisco.


AREA WAGE SURVEY B u lle tin 1 7 2 5 -4 4M a y 1 9 7 2

U.S. DEPARTMENT OF LABOR, J. D. Hodgson, Secretary BUREAU OF LABOR STATISTICS, Geoffrey H. Moore, Commissioner

T h e D e n v e r, C o lo rad o , M e tro p o lita n A re a , D e c e m b e r 1971

CONTENTSPage

1. Introduction5. Wage trends fo r selected occupational groups

Tables:

4.6.

7.10.11.13.14.

16.17.18.19.20. 23.

1. Establishments and workers within scope of survey and number studied2. Indexes of standard weekly sa laries and stra ight-tim e hourly earnings fo r selected occupational

groups, and percents of increase fo r selected periods

A . Occupational earnings:A - l . O ffice occupations—men and womenA -2 . Pro fess iona l and technical occupations—men and womenA -3 . O ffice , professional, and technical occupations—men and women combined A -4 . Maintenance and powerplant occupations A -5. Custodial and m ateria l m ovement occupations

B. Establishment practices and supplementary wage provisions:B - l . Minimum entrance sa laries fo r women o fficew orkers B-2. Shift d ifferentia lsB-3. Scheduled weekly hours and days B-4. Paid holidays B-5. Paid vacationsB-6. Health, insurance, and pension plans

25. Appendix. Occupational descriptions

For sale by the Superintendent of Documents, U.S. Government Printing Office, Washington, D.C., 20402—Price 35 cents


Preface

The Bureau of Labor Statistics program of annual occupational wage surveys in m etropolitan areas is designed to provide data on occupational earnings, and establishment practices and supplementary wage prov is ions. It yields detailed data by selected industry division for each of the areas studied, fo r geographic regions, and for the United States. A m ajor consideration in the program is the need for g rea ter insight into (1) the m ovement of wages by occupational category and sk ill leve l, and (2) the structure and leve l of wages among areas and industry divisions.

At the end of each survey, an individual area bulletin p re sents the resu lts. A fte r completion of a ll individual area bulletins for a round of surveys, two summary bulletins are issued. The firs t brings data fo r each of the m etropolitan areas studied into one bulletin. The second presents in form ation which has been projected from in d ividual m etropolitan area data to relate to geographic regions and the United States.

N inety areas currently are included in the program . In each area, in form ation on occupational earnings is co llected annually and on establishment practices and supplementary wage provisions biennially.

This bulletin presents results of the survey in Denver, Colo., in Decem ber 1971. The Standard M etropolitan Statistical A rea , as defined by the O ffice of Management and Budget (fo rm er ly the Bureau of the Budget) through January 1968, consists of Adam s, Arapahoe, Boulder, Denver, and Jefferson Counties. This study was conducted by the Bureau's regional o ffice in Kansas City, M o., under the genera l d irection of Edward Chaiken, Assistant Regional D irector fo r Operations.

Note:Sim ilar reports are availab le for other areas. (See inside

back cover.)

Current reports on occupational earnings and supplementa ry wage provisions in the Denver area are also available for m achinery manufacturing (Novem ber 1970); and selected food serv ice occupations (Decem ber 1971). Union wage rates, indicative of p reva iling pay le ve ls , are availab le for building construction; printing; loca l-transit operating em ployees; loca l truckdrivers and helpers; and grocery store em ployees.


In troduction

This area is 1 o f 90 in which the U.S. Department o f Labor's Bureau o f Labor Statistics conducts surveys of occupational earnings and related benefits on an areawide bas is .1 In this area, data were obtained by personal v is its of Bureau fie ld econom ists to representative establishments within six broad industry d ivisions: Manufacturing;transportation, communication, and other public u tilities; wholesale trade; re ta il trade; finance, insurance, and rea l estate; and serv ices . M ajor industry groups excluded from these studies are government operations and the construction and extractive industries. Establishments having few er than a p rescribed number of w orkers are om itted because they tend to furnish insufficient employment in the occupations studied to warrant inclusion. Separate tabulations are provided for each o f the broad industry divisions which m eet publication c r ite r ia .

These surveys are conducted on a sample basis because o f the unnecessary cost involved in surveying a ll establishments. To obtain optimum accuracy at minimum cost, a g rea ter proportion of la rge than o f small establishments is studied. In combining the data, however, all establishments are given their appropriate weight. E s timates based on the establishments studied are presented, therefore, as relating to all establishments in the industry grouping and area, except fo r those below the minimum s ize studied.

Occupations and Earnings

The occupations selected fo r study are common to a varie ty o f manufacturing and nonmanufacturing industries, and are of the follow ing types: (1) O ffice c le r ica l; (2) p r o f e s s i o n a l and technical;(3) maintenance and powerplant; and (4) custodial and m ateria l m ovement. Occupational c lassifica tion is based on a uniform set o f job descriptions designed to take account of interestablishm ent variation in duties within the same job. The occupations selected for study are listed and described in the appendix. Unless otherw ise indicated, the earnings data follow ing the job titles are fo r a ll industries com bined. Earnings data for some of the occupations listed and described, or fo r some industry d ivisions within occupations, are not presented in the A -s e r ie s tables, because either (1) employment in the occupation is too sm all to provide enough data to m erit presentation, or (2) there is possib ility o f d isclosure of individual establishment data. Earnings data not shown separately fo r industry divisions are included in a ll industries combined data, where shown. L ikew ise, data are included in the overa ll c lassifica tion when a subclassification o f secre ta ries or truckdrivers is not shown or in form ation to subclassify is not availab le.

* Included in the 90 areas are four studies conducted wider contract with the New York State Department of Labor. These areas are Binghamton (New York portion only); Rochester (office occupations only); Syracuse; and Utica—Rome. In addition, the Bureau conducts more limited area studies in 65 areas at the request of the Employment Standards Administration of die U. S. Department of Labor.

Occupational employment and earnings data are shown for fu ll-tim e workers, i.e ., those hired to work a regu lar weekly schedule. Earnings data exclude prem ium pay for overtim e and fo r work on weekends, holidays, and late shifts. Nonproduction bonuses are excluded, but cos t-o f- liv in g allowances and incentive earnings are in cluded. Where weekly hours are reported, as fo r o ffice c ler ica l occupations, re feren ce is to the standard workweek (rounded to the nearest half hour) fo r which em ployees rece ive their regular straight-tim e sa laries (exclusive o f pay fo r overtim e at regular and/or premium rates ). A verage weekly earnings fo r these occupations have been rounded to the nearest half dollar.

These surveys m easure the leve l of occupational earnings in an area at a particu lar tim e. Comparisons o f individual occupational averages over tim e may not re flec t expected wage changes. The averages for individual jobs are affected by changes in wages and employment patterns. For example, proportions o f workers employed by high- or low -w age firm s may change or high-wage workers may advance to better jobs and be replaced by new workers at low er rates. Such shifts in employment could decrease an occupational average even though most establishments in an area increase wages during the year. Trends in earnings of occupational groups, shown in table 2, are better indicators o f wage trends than individual jobs within the groups.

The averages presented re fle c t com posite, areawide es tim ates. Industries and establishments d iffe r in pay leve l and job staffing and, thus, contribute d ifferen tly to the estimates for each job. The pay relationship obtainable from the averages may fa il to re flec t accurately the wage spread or d ifferen tia l maintained among jobs in individual establishm ents. S im ilarly, d ifferences in average pay levels fo r men and women in any o f the selected occupations should not be assumed to re flec t d ifferences in pay treatm ent of the sexes within individual establishments. Other possible factors which may contribute to d ifferences in pay for men and women include: D ifferences in p rogression within established rate ranges, since only the actual rates paid incumbents are collected; and d ifferences in specific duties perform ed, although the w orkers are c lass ified appropriately within the same survey job description. Job descriptions used in classify ing em ployees in these surveys are usually m ore genera lized than those used in individual establishments and allow for m inor d ifferences among establishments in the specific duties perform ed.

Occupational employment estim ates represent the total in all establishments within the scope o f the study and not the number actua lly surveyed. Because o f d ifferences in occupational structure among establishments, the estim ates of occupational employment obtained


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from the sample o f establishments studied serve only to indicate the re la tive im portance o f the jobs studied. These d ifferences in occupational structure do not a ffect m a teria lly the accuracy o f the earnings data.

Establishment P ractices and Supplementary Wage P rovis ions

Inform ation is presented (in the B -se r ie s tables) on selected establishment practices and supplementary wage provisions as they relate to plant- and o fficew orkers . Data fo r industry divisions not presented separately are included in the estim ates for "a ll industries." Adm in istrative, executive, and pro fessiona l em ployees, and construction workers who are u tilized as a separate work fo rce are excluded. "P lan tw orkers " include working forem en and a ll nonsupervisory w orkers (including leadmen and tra in ees ) engaged in nonoffice functions. "O ffic ew o rk ers " include w o r k i n g supervisors and nonsupervisory workers perform ing c le r ica l or re la ted functions. C afeteria workers and routemen are excluded in manufacturing industries, but included in nonmanufacturing industries.

Minimum entrance sa laries fo r women o fficew orkers (table B- l ) re la te only to the establishments v is ited . Because o f the optimum sampling techniques used, and the probability that la rge establishments are m ore lik e ly to have fo rm a l entrance rates fo r workers above the subclerica l le v e l than sm all establishments, the table is m ore-rep resen ta tive o f po lic ies in medium and la rge establishments.

Shift d ifferen tia l data (table B -2) are lim ited to plantworkers in manufacturing industries. This in form ation is presented both in term s o f (1) establishment po licy, 2 presented in term s of total plant- w orker employment, and (2) e ffec tive p ractice, presented in term s o f w orkers actually em ployed on the specified shift at the tim e of the survey. In establishments having va ried d ifferen tia ls , the amount applying to a m a jo rity was used or, i f no amount applied to a m a jority , the c lassifica tion "o th er" was used. In establishments in which some la te -sh ift hours are paid at norm al rates, a d ifferen tia l was recorded only i f it applied to a m a jo r ity o f the shift hours.

The scheduled weekly hours and days (table B -3 ) o f a m ajo r ity o f the firs t-sh ift workers in an establishment are tabulated as. applying to all o f the plant- or o fficew orkers of that establishment. Scheduled weekly hours and days are those which a m a jority of fu lltim e em ployees w ere expected to work, whether they w ere paid fo r at stra igh t-tim e or overtim e rates.

Paid holidays; paid vacations; and health, insurance, and pension plans (tables B -4 through B-6) are treated sta tistica lly on the basis that these are applicable to a ll plant- or o fficew orkers i f a

2 An establishment was considered as having a policy if it met either of the following conditions: (1 ) Operated late shifts at the time of the survey, or (2) had formal provisions covering lateshifts. An establishment was considered as having formal provisions if it (1) had operated late shifts during the 12 months prior to the survey, or (2) had provisions in written form for operating late shifts.

m ajority o f such w orkers are e lig ib le or m ay eventually qualify fo r the practices listed . Sums o f individual item s in tables B-2 through B-6 m ay not equal totals because o f rounding.

Data on paid holidays (table B -4 ) are lim ited to data on holit days granted annually on a fo rm al basis; i.e ., (1) a re provided fo r in w ritten form , or (2) have been established by custom. Holidays o rd inarily granted are included even though they m ay fa ll on a nonworkday and the w orker is not granted another day o ff. The f ir s t part of the paid holidays table presents the number o f whole and half holidays actually granted. The second part combines whole and half holidays to show total holiday t im e .

The summary o f vacation plans (table B -5 ) is lim ited to a statistical m easure o f vacation p rovis ions. It is not intended as a m easure of the proportion o f w orkers actually rece iv in g specific benefits . P rov is ion s o f an establishment fo r a ll lengths o f s e rv ice w ere tabulated as applying to a ll plant- or o fficew orkers o f the estab lish ment, regard less o f length o f s e rv ice . P rov is ion s fo r payment on other than a tim e basis w ere converted to a tim e basis; for exam ple, a payment o f 2 percent o f annual earnings was considered as the equ ivalent o f 1 w eek 's pay. Only basic plans are included. Estim ates ex clude vacation bonus and vacation-savings plans and those which o ffe r "extended" or "sabbatica l" benefits beyond basic plans with qualifying lengths of se rv ic e . Such exclusions are typ ical in the steel, aluminum, and can industries.

Data on health, insurance, and pension plans (table B -6 ) in clude those plans fo r which the em ployer pays at least a part o f the cost. Such plans include those underwritten by a com m ercia l insurance company and those provided through a union fund or paid d irec tly by the em ployer out o f current operating funds or from a fund set aside fo r this purpose. An establishment was considered to have a plan i f the m a jority o f em ployees was e lig ib le to be covered under the plan, even i f less than a m a jority elected to participate because em ployees w ere required to contribute toward the cost o f the plan. L ega lly r e quired plans, such as workm en's compensation, socia l security, and ra ilroad retirem en t w ere excluded.

Sickness and accident insurance is lim ited to that type of in surance under which predeterm ined cash payments are made d irec tly to the insured during tem porary illn ess or accident d isab ility . In fo rmation is presented fo r a ll such plans to which the em ployer contributes. However, in New York and New Jersey , which have enacted tem porary d isab ility insurance laws which requ ire em ployer contribut io n s ,3 plans are included only i f the em ployer ( l j contributes m ore than is lega lly requ ired, o r (2) p rovides the em ployee with benefits which exceed the requirem ents o f the law. Tabulations o f paid sick

3 Tlie temporary disability laws in California and Rhode Island do not require employer contributions.


leave plans are lim ited to form al p lans4 which provide fu ll pay or a proportion o f the w orker 's pay during absence from work because of illn ess . Separate tabulations are presented according to (1) plans which provide fu ll pay and no waiting period, and (2) plans which p ro vide either partia l pay or a waiting period. In addition to the presentation o f the proportions o f workers who are provided sickness and accident insurance or paid sick leave, an unduplicated total is shown o f workers who rece ive either or both types o f benefits.

Long-term d isab ility plans provide payments to tota lly d is abled em ployees upon the expiration o f their paid sick leave and/or sickness and accident insurance, or a fter a predeterm ined period of d isab ility (typ ica lly 6 months). Payments are made until the end of

4 An establishment was considered as having a formal plan if it established at least the minimum number of days of sick leave available to each employee. Such a plan need not be written, but informal sick leave allowances, determined on an individual basis, were excluded.

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the d isab ility , a maximum age, or e lig ib ility fo r retirem ent benefits. Payments m ay be at fu ll o r partia l pay but are almost always r e duced by social security, workm en's compensation, and private pension benefits payable to the disabled em ployee.

M ajor m ed ica l insurance includes those plans which are designed to protect em ployees in case o f sickness and injury involving expenses beyond the coverage of basic hospitalization, m edical, and surgical plans. M edica l insurance re fe rs to plans providing fo r com plete or partia l payment of doctors ' fees . Dental insurance usually covers fillin gs , extractions, and X -rays . Excluded are plans which cover only o ra l surgery or accident damage. Plans m ay be underw ritten by com m erica l insurance companies or nonprofit organizations or they m ay be paid fo r by the em ployer out o f a fund set aside fo r this purpose. Tabulations o f retirem ent pension plans are lim ited to those plans that provide regu lar payments fo r the rem ainder o f the w orker 's l i fe .


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Table 1. Establishments and workers within scope of survey and number studied in Denver, Colo.,1 by m ajor industry division,2 D ecem ber 1971

Industry d ivision

Minimum employment in establish

ments in scope o f study

Number o f establishments W orkers in establishments

Within scope of study3 Studied

Within scope of studyStudied

T o ta l4Plant O ffice

Number Percen t T o ta l4

A ll d ivisions__________________________________ . 899 197 199, 138 100 112,746 36, 873 116,103

Manufa ctu rin g______________________________________ 50%’237 57 71,980 36 42, 900 8,465 46,811

N onmanufacturin g_________________________________ - 662 140 127, 158 64 69,846 28,408 69,292Transportation, communication, and

other public u tilities 5 _______________________ 50 70 28 30, 189 15 14,349 6,264 25,269Wholesale trad e________________________________ 50 139 22 18, 088 9 (6) (6 ) 4, 883Reta il trade_____________________________________ 50 203 40 41,568 21 33,788 3,957 25,286Finance, insurance, and rea l esta te________ 50 102 19 17,639 9 (7) (6) 7, 005S e rv ic e s 8__________________ _____ - ______ 50 148 31 19,674 10 (6) (6) 6, 849

1 The Denver Standard M etropolitan S tatistical A rea , as defined by the O ffice of Management and Budget (fo rm erly the Bureau of the Budget) through January 1968, consists of Adam s, Arapahoe, Boulder, Denver, and Jefferson Counties. The "w orkers within scope o f study" estim ates shown in this table provide a reasonably accurate description of the s ize and composition of the labor fo rce included in the survey. The estim ates a re not intended, how ever, to serve as a basis of comparison with other employment indexes fo r the area to measure employment trends or leve ls since (1) planning of wage surveys requ ires the use of establishment data compiled considerably in advance of the payroll period studied, and (2) sm all establishments are excluded from the scope of the survey.

2 The 1967 edition o f the Standard Industrial C lassification Manual was used in c lassify ing establishments by industry division.3 Includes a ll establishments with total employment at o r above the minimum lim itation. A l l outlets (within the area ) of companies in such industries as trade, finance, auto repa ir se rv ice ,

and motion picture theaters are considered as 1 establishment.4 In c lu des e x e cu t iv e , p ro fe s s io n a l, and o th er w o rk e rs excluded fr o m the s ep a ra te p lant and o ff ic e c a te g o r ie s .5 Abbreviated to "public u tilitie s " in the A - and B -s e r ie s tables. Taxicabs and serv ices incidental to water transportation w ere excluded.6 Th is industry d ivision is represented in estim ates fo r "a ll industries" and "nonmanufacturing" in the Series A tables, and fo r "a l l industries" in the Series B tables. Separate presentation o f

data fo r this d ivision is not made fo r one or m ore of the follow ing reasons: (1) Employment in the d ivision is too sm all to provide enough data to m erit separate study, (2) the sample was notdesigned in itia lly to perm it separate presentation, (3) response was insufficient o r inadequate to perm it separate presentation, and (4) there is possib ility o f disclosure of individual establishment data.

7 W orkers from this en tire industry d ivision a re represented in estim ates fo r "a ll industries" and "nonmanufacturing" in the Series A tables, but from the rea l estate portion only in estim atesfo r "a ll industries" in the Series B tables. Separate presentation of data fo r this division is not made fo r one or m ore o f the reasons given in footnote 6 above.

8 Hotels and m otels; laundries and other personal serv ices ; business serv ices ; automobile repa ir, rental, and parking; motion pictures; nonprofit m embership organizations (excluding religious sind charitable organizations); and engineering and arch itectural serv ices .

O ver one-third of the w orkers within scope of the survey in the Denver area w ere employed in manufacturing firm s. The follow ing presents the m ajor industry groups and specific industries as a percent of a ll manufacturing:

Industry groups Specific industries

17 _ ISOrdnance and accessories______ 15 Fabricated rubber

13 9Rubber and plastics products___ 9 O ffice and computingPrinting and publish ing_________ 8 m achines____________________ __ 7Stone, clay, and glass B everages------- ----------------.... 5

products_________________________ 6Fabricated m etal products_____ 5Leather and leather products___ 5

This information is based on estim ates o f total employment derived from universe m ateria ls compiled p r io r to actual survey. Proportions in various industry divisions may d iffer from proportions based on the results of the survey as shown in table 1 above.


W a g e T ren d s fo r S e le c te d O ccupational G roups

Presented in table 2 are indexes and percentages of change in average salaries of office c le r ica l workers and industrial nurses, and in average 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 percentage change in wages from the base period to the date of the index. The percentages of change or increase relate to wage changes between the indicated dates. Annual rates of increase, where shown, re f lect the amount o f increase for 12 months when the time period between surveys was other than 12 months. These computations were based on the assumption that wages increased at a constant rate between surveys. These estimates are measures of change in a v e r ages 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 was assigned a constant weight based on its proportionate em ployment in the occupational group:

Office clerical (men and women): Bookkeeping-machine

operators, class B Clerks, accounting, classes

A and BClerks, file, classes

A, B, and C Clerks, order Clerks, payroll Comptometer operators Keypunch operators, classes

A and BMessengers (office boys or

girls)

Office clerical (men and women)— Continued

SecretariesStenographers, general Stenographers, senior Switchboard operators, classes

A and BTabulating-machine operators,

class BTypists, classes A and B

Industrial nurses (men and women):

Nurses, industrial (registered)

Skilled maintenance (men): Carpenters Electricians Machinists MechanicsMechanics (automotive)PaintersPipefittersTool and die makers

Unskilled plant (men):Janitors, porters, and

cleanersLaborers, material handling

The average (mean) earnings for each occupation were multiplied by the occupational weight, and the products for all occupations in the group were totaled. The aggregates for 2 consecutive years were related by dividing the aggregate for the later year by the agg re gate fo r the ea r l ie r year. The resultant re lative, less 100 percent,

shows the percentage change. The index is the product of multiplying the base year re lative (100) by the relative for the next succeeding year and continuing to multiply (compound) each year 's relative by the previous year 's index.

F o r off ice c le r ica l 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 percentages 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 percentages of change, as measures of change in area averages, are influenced by: (1) general salary andwage changes, (2) m er it 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, fo rce 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 re la t ive ly constant, yet the 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 in cluded in the data. The percentages of change ref lect 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 were adjusted to remove from the indexes and percentages of change any significant effect caused by changes in the scope of the survey.

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Table 2. Indexes of standard weekly salaries and straight-time hourly earnings for selected occupational groups in D enver, Colo., D ecem b er 1 9 7 0 and D ecem ber 1971, and percents of increase for selected periods

Period

A ll industries Manufacturing

O ffice c le r ica l

(men and women)

Industrial nu r s e s

(men and women)

Skilledmaintenance

trades(men)

Unskilledplant-

workers(men)

O ffice c le r ica l

(men and women)

Industrial nurses

(men and women)

Skilledmaintenance

trades(men)

Unskilledplant-

workers(men)

Indexes (D ecem ber 1967=100)

Decem ber 1970_______________ 118.3 126.4 120. 8 119. 8 120. 3 126. 8 121. 8 124. 7Decem ber 1971........................ *124.7 133. 7 132. 3 130. 0 128. 2 132. 6 131. 3 135. 1

Percen ts o f increase

Decem ber 1959 to D ecem ber I960------------------ 4. 2 5. 9 5. 3 2. 8 3. 2 4. 0 4. 7 2.4Decem ber I960 to Decem ber 1961------------------ 3. 5 6. 1 4. 2 4. 8 3. 8 4. 9 3.9 7. 0Decem ber 1961 to D ecem ber 1962______________ 4. 1 5. 2 3. 2 4. 3 3. 3 5. 7 3. 3 4. 6D ecem ber 1962 to Decem ber 1963______________ 3. 5 3. 0 2. 9 3. 4 3.6 1. 0 2. 7 1. 5Decem ber 1963 to Decem ber 1964______________ 2. 7 3. 9 2. 7 3. 9 1.6 3. 4 1.9 2. 5Decem ber 1964 to D ecem ber 1965______________ 2. 3 1. 9 2. 3 2. 3 2. 7 1.4 2. 6 4. 9D ecem ber 1965 to Decem ber 1966______________ 4. 3 5. 0 4. 3 2. 1 3.9 4. 2 3. 1 3. 2Decem ber 1966 to D ecem ber 1967______________ 3. 2 7. 4 4. 6 4. 0 3. 3 8. 0 4. 4 3. 8Decem ber 1967 to D ecem ber 1968------------------ 5. 2 9. 3 6. 1 4. 7 5. 4 9. 5 6. 1 6. 3Decem ber 1968 to D ecem ber 1969------------------ 5.4 7. 0 5. 6 6. 2 6. 4 7. 5 6. 2 1 10.4Decem ber 1969 to Decem ber 1970______________ 6. 7 8. 0 7. 9 7 . 7 7. 3 7 . 7 8. 1 6. 2D ecem ber 1970 to Decem ber 1971______________ 5. 4 5. 8 9. 5 8. 5 6. 6 4. 6 7. 8 8. 3

This increase re flects shifts in employment between high- and low-w age establishments in addition to general wage increases.


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A. O ccupationa l earn ings

T a b le A -1 . O f f ic e o c c u p a t io n s —m en and w o m e n

(Average straight-time weekly hours and earnings for selected occupations studied on an area basis by industry division, Denver, Colo., December 1971)

Sex, occupation, and industry divisionNumber

ofworkers

weekly

(standard]

Weekly earnings 1 (standard)

Mean2 Median2 Middle range2

S60

andunder

65

65

70

$70 75

75 80

MEN$ $ $ $

CLERKS, ACCOUNTING, CLASS A ------------ 164 39.5 154.50 152.50 1 41 .50 -165 .001 41 .00 -164 .50

45 n a A*ftX « -»m mmu«u 17 *00 179.UU

CLERKS, ACCOUNTING, CLASS B ------------ 61 38 .5 141.50 138.00 1 3 5 .50 -169 .00 - _ -NONMANUFACTURING --------------------------- 56 38 .5 142.50 138.00 1 35 .50 -171 .00 - - - -

260 Aft ft 127.00256 1 18 .50 -141 .50*u .u W O . !>U

MESSENGERS IOFFICE BOYS) ------------------ 148 39 .5 95 .50 92 .00 84 .5 0 - 99.50 - _ 5 13NONMANUFACTURING --------------------------- 120 39 .5 95 .00 90 .50 8 3 .0 0 -1 0 0 .0 0 - - 5 13

PUBLIC UTILITIES ----------------------- 26 39 .5 117.00 112.50 9 6 .0 0 -1 4 7 .5 0 * ~ 4

WOMEN

BILLERS, MACHINE (BILLINGMACHINE) --------------------------------------------- 72 39 .5 102.50 88 .00 7 7 .0 0 -1 2 7 .0 0 - 5 11 5

NONMANUFACTURING --------------------------- 67 39 .5 102.00 86 .00 76 .0 0 -1 2 9 .0 0 - 5 11 5

BOOKKEEPING-MACHINE OPERATORS,CLASS A “ 33 40 .0 111.50 110.00 9 5 .5 0 -1 2 7 .5 0 - - - -

BOOKKEEPING-MACHINE o p e r a t o r s .CLASS B 102 39.5 101.00 102.00 87 .0 0 -1 1 6 .0 0 - - - 5

NONMANUFACTURING ----------------- 86 39 .5 97.00 97 .50 86 .5 0 -1 0 7 .5 0 - - - 5RETAIL TRADE -------------------- 36 39 .5 88 .50 87 .50 8 2 .5 0 - 94.50 - - - 5

CLERKS, ACCOUNTING, CLASS A -------- 713 40 .0 127.50 127.00 1 0 6 .50 -142 .50 _ _ -MANUFACTURING--------------------- 144 40 .0 136.50 136.50 1 19 .00 -158 .50 - - - -NONMANUFACTURING ----------------- 569 40 .0 125.50 121.50 104 .00 -140 .00 - - - -

111 157.50 161.00 1 42 .00 -165 .00RETAIL TRAOE -------------------- 146 40 .0 114.50 113.50 1 02 .00 -127 .00 - - - -

CLERKS, ACCOUNTING, CLASS B -------- 1,005 39.5 105.00 102.00 9 2 .5 0 -1 1 5 .5 0 _ 5 12 19MANUFACTURING --------------------- 190 40 .0 110.00 105.50 1 0 0 .00 -119 .50 - - - -NONMANUFACTURING --------------------------- 815 39 .5 104.00 100.00 9 1 .0 0 -1 1 5 .0 0 - 5 12 19

PUBLIC UTILITIES ----------------------- 84 40 .0 136.00 132.50 1 00 .00 -172 .00 - - - -RETAIL TRADE ------------------------------- 315 39.5 95 .50 94 .00 86 .5 0 -1 0 5 .5 0 - 5 12 14

CLERKS, FILE, CLASS A ----------------------- 71 39 .5 116.50 115.50 94 .5 0 -1 3 5 .5 0 - _ - _

NONMANUFACTURING --------------------------- 52 39 .5 121.00 119.50 96 .0 0 -1 3 8 .0 0 - - - -

CLERKS, FILE, CLASS B ----------------------- 516 39.5 85.50 82.00 7 3 .5 0 - 94.00 - 18 156 37NONMANUFACTURING --------------------------- 505 39 .5 85.50 82.00 73 .5 0 - 93.50 - 18 156 37

CLERKS, FILE, CLASS C ----------------------- 142 39 .5 77 .00 74 .50 7 1 .0 0 - 82.00 2 21 56 22NONMANUFACTURING --------------------------- 132 39 .0 76.00 74 .00 71 .0 0 - 80.50 2 21 55 20

CLERKS, ORDER -------------------------------------- 340 40 .0 109.00 106.00 94 .5 0 -1 2 4 .5 0 - 2 3 2MANUFACTURING -------------------------------- 61 40 .0 117.50 110.00 96 .5 0 -1 4 2 .5 0 - - - -

NONMANUFACTURING --------------------------- 279 40 .0 107.50 105.50 9 3 .5 0 -1 2 3 .5 0 - 2 3 2RETAIL t r a d e ------------------------------- 70 40 .0 95 .00 96 .50 83 .5 0 -1 0 7 .5 0 2 3 2

Number of workers receiving straight-time weekly earnings of—* > * * $ $ Ts $ $ $ $ i s $ $ $ T

80

85

85

90

90

95

95

100

100

105

105

n o

110

120

120

130

130

140

140

150

150

U P

160

170

170

180

180

190

190

200

200

210

210

and

24 12 26 52 14 11 18 5 224 10 26 49 12 11 15 5 2 -

5 - 1 3 6 10 13 5 2 -

- - 4 1 - 5 1 3 27 - 4 2 7 4 3 _

“ ” 4 1 ” 3 1 3 27 - 1 2 7 4 3 - -

12 11 53 77 32 50 15 7 1 2 _

12 11 53 77 32 46 15 7 1 2 - - -

21 25 24 26 14 3 2 6 7 1 1 _

21 20 11 21 12 3 1 4 - 7 1 1 - - - - -

2 5 2 4 7 1 1

12 6 8 5 5 4 3 2 612 6 8 “ “ ” 5 4 3 “ 2 * 6 “ - -

- - 8 8 - 1 8 - 8

11 22 5 1 18 6 29 1 411 22 5 1 18 6 18

8 12 3 1 1 5 1

- 7 41 20 101 35 114 58 134 79 24 68 13 5 13 1 _- - 6 3 1 10 19 13 30 18 11 33 . - - - -

7 35 17 100 25 95 45 104 61 13 35 13 5 13 1 -3 5 3 10 22 7 35 8 4 13 1 _

7 12 8 25 10 38 16 17 11 - - 2 - - - -

49 84 174 109 145 75 189 71 13 19 16 4 5 4 12 _

1 3 14 28 47 24 27 28 3 15 _ _ _ _ _ _48 81 160 81 98 51 162 43 10 4 16 4 5 4 12 - -

1 14 6 5 7 5 4 - 4 16 i 5 4 12 - -33 43 61 26 41 24 52 4

1 5 13 9 3 - 11 11 9 _ 3 3 3 _ _ _

1 11 7 1 7 7 9 - 3 3 3 - - - -

119 26 41 44 24 19 16 5 11119 23 37 41 23 19 16 5 11 - - - - - - - -

16 8 13 - 1 1 216 8 9 - 1

29 18 36 19 55 28 10 117 3 17 1 _ _ _

2 2 8 11 3 5 13 2 15 - _ _ _ _ _27 16 28 8 52 23 10 104 1 2 - 1 _ . _ _ _

15 4 7 8 1 23 5

See footnotes at end of tables.


8

T a b le A -1 . O f f ic e o c c u p a t io n s —m en and w o m e n -----C on tinu ed


Sex, occupation, and industry division

WOMEN - CONTINUED

CLERKS. PAYROLL -----------------------------------MANUFACTURING ---------------------------------NONMANUFACTURING ---------------------------

PUBLIC UT IL IT IE S -----------------------RETAIL TRADE -------------------------------

COMPTOMETER OPERATORS -----------------------NONMANUFACTURING ---------------------------

RETAIL TRADE -------------------------------

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


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

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

MESSENGERS (OFFICE GIRLSI ----------------NONMANUFACTURING---------------------------

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


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

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

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

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


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


STENOGRAPHERS, GENERAL ---------------------MANUFACTURING ---------------------------------NONMANUFACTURING---------------------------

PUBLIC UT IL IT IE S -----------------------


Numberof weekly

(standard)Mean2 Median2 Middle range2

243 4 0 .0$125.00

$119.50

$ $ 1 05 .00 -138 .00

76 40 .0 122 .00 126.00 1 0 5 .00 -134 .50167 39 .5 126 .50 119.00 105 .00 -152 .504 * 4 0 .0 161.50 163.00 1 6 0 .50 -179 .5057 39 .5 107 .00 115.00 9 1 .0 0 -1 1 9 .0 0

120 4 0 .0 109.50 112.00 9 3 .5 0 -1 2 4 .0 082 40 .0 103.00 97 .00 9 0 .0 0 -1 2 1 .5 035 4 0 .0 90 .50 86 .50 8 2 .5 0 -1 0 0 .0 0

448 40 .0 123.50 117.50 108 .00 -135 .50164 4 0 .0 122.00 116.50 105 .00 -142 ,50284 39 .5 124.00 118.50 110 .50 -133 .00

47 40 .0 155.50 162.00 1 2 5 .00 -171 .0048 40 .0 113.50 113.50 110 .00 -122 .00

627 4 0 .0 110.00 102.50 9 5 .5 0 -1 1 3 .5 093 40 .0 115.00 110.00 103 .00 -126 .00

534 39 .5 109.00 101.50 9 3 .5 0 -1 1 2 .0 0144 40 .0 143.00 146.50 1 10 .50 -166 .50

74 40 .0 96 .00 96 .00 9 1 .0 0 -1 0 3 .0 0

126 39 .0 85 .50 84 .50 7 5 .0 0 - 93.00114 39 .0 84 .50 83 .50 7 4 .0 0 - 92.00

2,381 39 .5 143.50 141.50 1 2 3 .00 -160 .00962 40 .0 150.00 153.00 132 .50 -170 .00

1,419 39 .5 139.00 136.00 119 .00 -154 .50296 40 .0 163.50 165.00 1 43 .50 -186 .50128 39 .5 125 .00 127 .00 1 12 .00 -141 .50

157 39 .5 154.00 147.00 133 .00 -174 .0055 40 .0 154.00 144.00 1 3 2 .50 -178 .50

102 39.5 153.50 149.00 134 .00 -172 .50

430 40 .0 155.50 153.50 128 .50 -178 .50134 40 .0 160.50 169.00 1 4 1 .50 -174 .50296 39 .5 153.00 147.00 124 .50 -183 .00112 40 .0 179.50 183.00 164 .00 -200 .00

966 40 .0 145.50 144.00 1 25 .00 -167 .50429 40 .0 151.50 159.00 1 34 .00 -172 .00537 39.5 140.00 140.00 122 .00 -155 .00

98 40 .0 154.00 157.00 1 26 .00 -179 .0044 40 .0 125.50 127.50 116 .00 -147 .50

821 39.5 133.50 135.50 1 17 .00 -151 .50344 40 .0 143.00 150.50 1 26 .00 -157 .00477 39 .0 126.50 128.00 113 .00 -138 .00

70 39.0 148.00 154.50 1 29 .00 -166 .0041 39.5 116.50 118.50 1 04 .00 -130 .50

518 40 .0 122.50 120.50 104 .50 -135 .00201 4 0 .0 127.00 132.00 1 15 .00 -140 .50317 39 .5 119.00 116.00 102 .50 -133 .00101 40 .0 138.00 140.00 110 .50 -157 .00

Number of workers receiving straight-time weekly earnings of—» » » * * * * * * I T* i $ * $ i i i $ s t

60

andunder

65

65

70

70

75

75

80

80

85

85

90

90

95

95

100

100

105

105

110

110

120

120

130

130

140

140

150

150

160

160

170

170

180

180

190

190

200

200

210

210

and

over

6 11 4 9 9 22 29 34 24 42 5 8 24 3 1 12- - - - 1 1 5 12 13 3 14 17 4 2 2 1 - 1 - -- - 6 11 3 8 4 10 16 31 10 25 i 6 22 2 1 11 - -

2 4 - 3 - 1 22 2 1 9 - -- - * 6 5 3 3 3 2 5 20 2 7 i - - - - - - -

- - _ 2 15 3 15 15 5 1 12 33 12 4 _ 3 _ _ _ _

- - - 2 15 3 15 15 3 1 2 23 - - - 3 - - - - -- 2 15 3 4 3 3 1 2 2

_ - - - - 2 1 27 55 46 110 78 40 19 31 26 6 1 6 _ _

- - - - 1 1 16 23 26 23 23 8 14 25 3 1 - - - -- - - 1 - 11 32 20 87 55 32 5 6 23 5 1 6 - -

1 9 2 1 1 6 15 5 1 6 - -• * “ “ 8 4 23 13

_ - - 19 36 33 64 95 131 55 70 16 25 13 30 10 _ _ 30 _ _

- - - - - - 1 9 22 15 16 10 11 5 4 - - - - - -- - - 19 36 33 63 86 109 40 54 6 14 8 26 10 - - 30 - -- - - - - - 6 7 9 13 15 6 14 8 26 10 - - 30 - -

- - - 7 8 19 18 7 8 7

_ 12 20 5 31 18 16 13 7 i i _ _ 2 _ _ _ _ _- 12 20 5 28 15 15 12 4 - i - - 2 - - - - - -

- - - 14 7 22 27 55 95 287 308 308 318 347 140 257 85 43 32 36- - - - 11 17 24 70 100 70 143 195 87 191 31 8 4 11- - - 14 7 22 16 38 71 217 208 238 175 152 53 66 54 35 28 25- - - - - - 4 9 19 20 15 25 43 33 32 42 18 17 19- - “ “ 6 1 * 5 10 7 25 22 18 22 7 3 - 1 ~ 1 -

6 13 11 21 33 17 9 20 10 6 2 96 2 11 12 3 4 6 5 2 l 3

6 7 9 10 21 14 5 14 5 4 1 6

~ - - - - 4 - 2 14 3 32 63 44 43 34 25 64 43 n 25 232 2 14 11 19 15 5 44 12 2 1 7

- - - - 4 2 14 1 30 49 33 24 19 20 20 31 9 24 163 1 3 6 11 13 15 25 8 16 11

- - - - 5 - 1 14 15 28 112 137 82 150 126 71 163 29 26 3 4- - - - 8 7 11 31 39 32 59 31 51 140 14 4 1 i- 5 - 1 6 8 17 81 98 5C 91 95 20 23 15 22 2 3- - - - - 5 11 12 6 7 14 12 8 11 9 - 3

5 - 1 2 1 11 5 3 12 3 1 - - - - -

- - - - 9 3 21 11 26 58 128 97 158 90 170 35 10 3 - 2 _

- - “ 3 10 11 31 45 16 53 146 27 1 - - 1 -

- - - 9 3 21 8 16 47 97 52 142 37 24 8 9 3 - 1 -- 4 4 5 4 6 8 18 8 9 3 - 1 -

" “ 1 1 2 8 5 5 9 6 3 1 - - - - - -

- - 3 - l 19 13 27 78 34 81 37 121 67 14 14 3 _ 6 - _

- - - - 1 4 “ 10 9 9 25 22 68 51 1 1 - - - - -- - 3 15 13 17 69 25 56 15 53 16 13 13 3 - 6 - -

- - - - - 1 5 9 10 7 6 13 16 13 12 3 6 -

See footnotes at end of tables


9

T a b le A -1 . O f f ic e o c c u p a t io n s —m en and w o m e n -----C o n tin u e d



WOMEN - CONTINUED

STENOGRAPHERS. SENIOR ----------------------MANUFACTURING -------------------------------NONMANUFACTURING--------------------------

PUBLIC UT IL IT IE S ----------------------RETAIL TRAOE -----------------------------

SWITCHBOARD OPERATORS. CLASS A -----MANUFACTURING -------------------------------NONMANUFACTURING --------------------------

SWITCHBOARD OPERATORS. CLASS B -----NONMANUFACTURING --------------------------

RETAIL TRADE -----------------------------

SWITCHBOARD OPERATOR-RECEPTIONISTS-MANUFACTURING -------------------------------NONMANUFACTURING --------------------------

PUBLIC U T IL IT IES ----------------------RETAIL TRADE -----------------------------

TRANSCRIBING-MACHINE OPERATORS,GENERAL ----------------------- ----------------------

MANUFACTURING -------------------------------NONMANUFACTURING --------------------------

TYPISTS. CLASS A -------------------------------MANUFACTURING-------------------------------NONMANUFACTURING --------------------------

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

TYPISTS, CLASS B --------------------------------MANUFACTURING-------------------------------NONMANUFACTURING --------------------------

Weekly amings 1 ard)

Numberof

workere

Averageweeklyhours1


* S60

andunder

65

65

70

S70

75

$75

80

A56 AO.O$130.00

$127.00 11A .00-1AA.00

135 AO.O 13A.50 137.50 12A.50-1A6.50 - - - -321 AO.O 128.50 123.00 111.00-1A2.50 - - - -

5A AO.O 161.00 16A.50 150 .50 -171 .5037 AO.O 118.50 122.00 109 .00 -126 .00

95 AO.O 118.50 117.50 97 .00 -135 .00 . - _ 1A26 AO.O 128.50 131.50 117.00 -137 .50 - - - -69 AO.O 11A.50 110.00 95 .50 -133 .50 - - IA

18A AO.O 98.00 88.50 80 .5 0 -112 .00 16 - 13 11157 AO.O 91.00 8A.50 8 0 .00 - 97.50 16 - 13 11

3A 39.5 93 .50 87.50 81 .50 -111 .00 - - - 5

380 39.5 101 .50 9A.OO 90 .00 -112 .00 - - 2 3388 AO.O 105.00 105.00 9A .00 -112 .50 - - - -

292 39 .5 100 .50 93 .00 89 .0 0 -112 .00 - - 2 3332 39 .5 132.50 1A7.00 111 .50 -157 .50 - - - -76 39.5 87 .50 87.00 78 .50 - 92.50 2 2A

17A 39.5 100.50 97 .00 9 1 .00 -115 .00 _ 1 1226 AO.O 10A.00 106.00 9 9 .00 -109 .50 - - - 3

1A8 39.5 99 .50 95 .50 90 .50 -115 .50 * - 1 9

*73 * 0 . 0 109.00 106.00 9 3 .50 -120 .00 _ 882 AO.O 11A.00 116.00 101 .00 -130 .50 - - - -

391 AO.O 108.00 105.00 93 .00 -118 .50 - - - 8A1 AO.O 1AA.00 1A8.00 1A0 .50 -160 .50 - - - -

57 AO.O 95.50 100.50 82 .00 -111 .00 - - - 8

A32 39.5 90 .50 88.50 8 2 .00 - 9A.50 _ - 26 5730 AO.O 103.50 98.50 9A .00 -123 .00 - - - -

A0 2 39.5 89.50 88.00 81 .50 - 9A.00 26 57

*80

85

A3A312

62A

A

20

2027

27

16

6 02

58

Number of workers receiving straight-time weekly earnings of—$ t 1 1 1 ----- 5 t % 1------ i S 1 ------ 1 ------ T s — 1 -----

85 90 95 100 105 110 120 130 1 AO 150 160 170 180 190 200 210

and

90 95 100 105 n o . 120 130 1A0 150 160 170 180 190 200 210 over

3 20 26 A5 56 9A 66 67 30 30 13 3 311 2 A 9 16 39 33 15 A 2

3 9 2A A 1 A7 78 27 3A 15 26 11 3 3 -3 - 10 11 15 11 1 3 _

1 10 2 20 A

- 3 16 2 2 16 6 19 2 8 A 2 1 . - -- 1 - - 1 9 1 11 - 1 2 - - - - -

2 16 2 1 7 5 8 2 7 2 2 1 “

13 17 1A 2 A 13 2 9 A 19 A - • . _ -13 16 13 2 3 13 2 2 1 5 A - - - - -

1 1 3 2 10

56 112 9 36 19 57 12 16 6 10 2 - A - . -15 7 7 13 18 1A 7 2 2 - - - 1 - - -A1 105 2 23 1 A3 5 1A A 10 2 - 3 - - -

* 3 - - - 8 - - A 10 - - 3 - - -22 11 1 5 1 6

A 38 29 11 13 3A 7 2 _ 3- - 5 * 9 2 2 1* 38 2A 7 A 32 5 1 - - - - - 3 - -

30 73 26 65 AA 8A A7 30 20 9 8 2 - _ - _

6 5 6 15 1 20 7 18 * - - - - - - -2 A 68 20 50 A3 6A AO 12 16 9 8 2 - - - -- 1 2 1 3 1 • 2 IA 7 8 2 - - - -

A 8 5 11 5

103 85 A8 8 8 6 19 125 1 11 2 - - A 5

98 8A 37 6 8 6 15 7

See footnotes at end of tables


10

T a b le A - 2 . P ro fe s s io n a l and te c h n ic a l o c c u p a t io n s —m en and w o m e n


Weekly samings 1 lard) Number of worke rs receiving straight-time weekly earnings of—


ofAverageweeklyhours1


S90

andunder

%100

$L10 120

S130

S 1140

%150 160

%170

*180

*190

S200

*210

t220

* t230 240

s t250 260

» $270 280

*290

and

100 110 120 130 140 150 160 170 180 190 200 210 220 230 240 250 260 270 280 290

MEN

$ $ $ $2015

U U n K U I c K U r t K A I U K j y L L A o b AMANUFACTURING ----------------------------------------- *67 40 .0 193.50 190.00 1 7 5 .00 -219 .00 - - - ^ l 1 7 13 12 9 2 7 - - - - - -

23675

40 .040 .0

150.00164.50

146.50165.00

1 28 .50 -167 .501 4 4 .00 -195 .00

13 45 22 451233

321121

21 14 i i 2120

2 3MANUFACTURING

12 15 1612

844

6141

208137

40 .0

39 .539 .5

39 .539 .5

153.50

128.50 121.00

231.00

164.00

128.50114.50

232.00226.00

1 1 6 .0 0 - 176.00

1 1 1 .0 0 - 147.501 0 7 .0 0 - 136.00

2 0 9 .50 -247 .00

1211

1413

10

COMPUTER PROGRAMERS*11

4342

1810

2312

3620

3626

16 10 88

u U o l N t 1>LA j j A

3NONMANUFAC TURING 226.50

COMPUTER PROGRAMERS,8 8

^65 ’ 10*00 2 1 5 I 5O 1 88 .50 -247 .50148 192.00 16 28 30 23 17 17

•lOT.SO

COMPUTER PROGRAMERS,

MANUFACTURING ----------------------------------------- 4629

40 .039 .0

202 .00148.50

202T 5O142.50

1 7 2 .0 0 - 225.501 3 7 .0 0 - 162.50

- - - - 1 8 8 4 2 21

7 5 - 1 5 3 - - -

9 5 3COMPUTER SYSTEMS ANALYSTS,

8 *55*38

9238

NONMANUFACTURING — — —— — —40 .0 315 .00 2 8 9 .5 0 -3 4 1 .5 0 i 2830 .00

COMPUTER SYSTEMS ANALYSTS,

*40 4 0 * 0 237.50251.00

232.50243.50

2 1 2 .5 0 - 259.502 1 4 .5 0 - 287.00

14t e141 40 .0 9 12 14

9- -

58 32NONMANUFACTURING — ~ 5

COMPUTER SYSTEMS ANALYSTS,32 39 .0

39 .0186.50188.50

187.50192.50

1 6 9 .50 -203 .50169 .00 -205 .50

BUSINESS* CLASS C — — — ——— — — 5 38 2NONMANUF AC T URING 2 6

2 5

DRAFTSMEN, CLASS A ------------------------------------ 269 40 .0 196.50 192.00 1 7 2 .5 0 - 223.00 185 .00 -230 .001 6 2 .5 0 - 191.00

- - - - i 3 26 26 42 33 14 1710

3735

1816

2

2820

8

1512

2 7 - - -

182.00 176.00 i 19 28 23

5651

5

3628

8

UK A r 1 in L IV f L L A o j OMANUFACTURING -----------------------------------------NONMANUFACTURING ----------------------------------

238113

4 0 .040 .0

180.50154.00

183.00145.00

1 6 0 .5 0 - 203.001 3 4 .5 0 - 167.50 -

-6

111

920

2629

2118

373

182

175

233

73 -

--

--

1197841

4 0 .040 .04 0 .0

131.00127.00 139.50

126.00 1 2 1 .0 0 - 143.00 1 21 .50 -132 .001 1 7 .0 0 - 156.00

21 51 10 15 11_

1d r a f t s m e n * CLASS C —j

MANUFACTURING —————— —————————141.00 10 ^6 1 1NONHA NUF ACT UR I NG — ————————————

* Workers were distributed as follows: 8 at $ 290 to $ 300; 16 at $ 300 to $ 320; 10 at $ 320 to $ 340; 12 at $ 340 to $ 360; 2 at $ 360 to $ 380; 4 at $ 380 to $ 400; and 3 at $400 and over.** Workers were distributed as follows: 9 at $ 290 to $ 300; 13 at $ 300 to $ 320; 5 at $ 320 to $ 340; and 6 at $340 to $ 360.



T a b le A - 2 . P ro fe s s io n a l and techn ica l o c c u p a t io n s —m en and w o m e n -----C ontinued


11

Sex, occupation, and industry divisionAverage

hours1 (standard)

Weekly earnings 1 ( standard)

Middle range2

Number of workers receiving straight-time weekly earnings* S * * « * t % * t I * i i t t i ~I ----- 1------ {------J----

90 100 110 120 130 140 150 160 170 180 190 200 210 220 230 240 250 260 270 280 290and

under — — — — — — — — — — — — — — — — and

100 110 120 130 140 150 160 170 180 190 200 210 220 230 240 250 260 270 280 290 over

WOMEN

COMPUTER OPERATORS, CLASS B ------------NONMANUFACTURING ---------------------------

COMPUTER OPERATORS, CLASS C ------------

COMPUTER PR0GRAMERS,BUSINESS, CLASS A -----------------------------

COMPUTER PR0GRAMERS,BUSINESS, CLASS B -----------------------------

COMPUTER PR0GRAMERS,BUSINESS, CLASS C -----------------------------

40 .040 .0

40 .0

40 .0

40 .0

$140.50138.00

223.50

184.00

151.00

$142.50141.00

135.50

2 21 .00

183.00

137.00

$ $1 2 6 .0 0 - 156.001 2 7 .0 0 - 145.00

1 1 3 .0 0 - 138.50

206 .50 -244 .50

1 7 6 .0 0 - 190.00

1 3 2 .0 0 - 166 .00

1715

COMPUTER SYSTEMS ANALYSTS,BUSINESS, CLASS B -------------

NONMANUFACTURING -----------3530

40 .0 231.0040 .0 229 .00

219.50 209 .50 -251 .50218.50 209 .50 -248 .00

10 99 9

3 3 7 13 3 3 1

11

11

NURSES, INDUSTRIAL (REGISTERED) -----MANUFACTURING --------------------------------

6239

40.040 .0

165 .00159.50

164.00 152 .00-178 .00161.00 148 .50 -174 .00

33

21

8 13 12 11 6 2 2 1 18 7 8 7 4 1 - - -


T a b l e A - 3 . O f f ic e , p ro fe s s io n a l , a n d t e c h n ic a l o c c u p a t io n s — m e n a n d w o m e n c o m b in e d


Occupation and industry division

OFFICE OCCUPATIONS

BILLERS, MACHINE (B ILLINGMACHINE) ----------------------------

NONMANUFACTURING ---------PUBLIC U T IL IT IES -----

Numberof

worker*

Average

Occupation and industry divisionNumber

of

Average


ofworkers

Average

Weekly hours 1

(standard)


Weekly hours 1

(standard)


Weekly hours 1

(standard)


OFFICE OCCUPATIONS - CONTINUED OFFICE OCCUPATIONS - CONTINUED

$ BOOKKEEPING-MACHINE OPERATORS, $ BOOKKEEPING-MACHINE OPERATORS, $8 4 39.5 1 1 1 .0 0 52 39.0 124 .0079 39.5 1 1 1 .0 0 NONMANUFACTURING --------------------------- 40 38.5 122.50 NONMANUFACTURING --------------------------- 103 39 .5 98.5031 40.0 157.00 RETAIL TRADE ------------------------------- 41 39.5 90.00

See footnote at end of tables.


T a b le A -3 . O f f ic e , p ro fess iona l, and techn ica l o c c u p a t io n s —m en and w o m e n c o m b in e d -----C on tinu ed

(A ve ra g e s tra igh t-tim e w eek ly hours and earnings fo r se lected occupations studied on an area basis by industry d iv is ion , D enver, C o lo ., D ecem ber 1971)


o f

OFFICE OCCUPATIONS - CONTINUED

CLERKS, ACCOUNTING, CLASS AMANUFACTURING -------------------NONMANUFACTURING -------------

PUBLIC UT IL IT IE S ---------RETAIL TRADE -----------------

8TT1 5 4

7 2 3

1 5 6

1 6 1

CLERKS, ACCOUNTING, CLASS BMANUFACTURING -------------------NONMANUFACTURING-------------

PUBLIC UT IL IT IE S ---------RETAIL TRADE -----------------

1 , 0 6 6

1 9 5

8 7 1

1003 1 9

CLERKS, F ILE , CLASS A NONMANUFACTURING -

7 2

5 3

CLERKS, F ILE , CLASS B NONMANUFACTURING —

5 2 5

5 1 3

CLERKS, F ILE , CLASS C NONMANUFACTURING -

1 4 3

1 3 2

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

RETAIL TRADE —

6 0 0

6 5

5 3 5

70

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

PUBLIC UT IL IT IE S RETAIL TRADE ------

2 5 2

7 6

1 7 6

5 0

5 7

COMPTOMETER OPERATORS NONMANUFACTURING -

RETAIL TRADE ------

1218 3

3 5

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

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

4 6 9

1 6 4

3 0 5

4 8

4 8

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


6 2 7

9 3

5 3 4

1 4 4

7 4

MESSENGERS (OFFICE BOYS AND G IRLS I-NONMANUFACTURING ---------------------------


2 7 4

2 3 4

4 2

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

PUBLIC UT IL IT IE S RETAIL TRADE ------

2 , 3 8 8

9 6 3

1 , 4 2 5

3 0 2

1 2 8

SECRETARIES, CLASS AMANUFACTURING ---------NONMANUFACTURING ----

1 5 8

5 5

1 0 3

Week ly hours 1

(standard)

Week ly earnings * (standard)

4 0 . 0$1 3 2 . 5 0

4 0 . 0 1 3 8 . 0 0

3 9 . 5 1 3 1 . 5 0

4 0 . 0 1 6 2 . 0 0

4 0 . 0 1 1 5 . 5 0

3 9 . 5 1 0 7 . 5 0

4 0 . 0 1 1 0 . 5 0

3 9 . 5 1 0 6 . 5 0

4 0 . 0 1 4 2 . 5 0

3 9 . 5 9 5 . 5 0

3 9 . 5 1 1 7 . 5 0

3 9 . 5 1 2 2 . 0 0

3 9 . 5 8 5 . 5 0

3 9 . 5 8 5 . 5 0

3 9 . 5 7 7 . 0 0

3 9 . 0 7 6 . 0 0

4 0 . 0 1 1 7 . 5 0

3 9 . 5 1 1 9 . 0 0

4 0 . 0 1 1 7 . 5 0

4 0 . 0 9 5 . 0 0

4 0 . 0 1 2 6 . 5 0

4 0 . 0 1 2 2 . 0 0

3 9 . 5 1 2 8 . 0 0

4 0 . 0 1 6 4 . 0 0

3 9 . 5 1 0 7 . 0 0

4 0 . 0 1 1 0 . 0 0

4 0 . 0 1 0 3 . 5 0

4 0 . 0 9 0 . 5 0

4 0 . 0 1 2 3 . 0 0

4 0 . 0 1 2 2 . 0 0

3 9 . 5 1 2 3 . 5 0

4 0 . 0 1 5 6 . 0 0

4 0 . 0 1 1 3 . 5 0

4 0 . 0 1 1 0 . 0 0

4 0 . 0 1 1 5 . 0 0

3 9 . 5 1 0 9 . 0 0

4 0 . 0 1 4 3 . 0 0

4 0 . 0 9 6 . 0 0

3 9 . 5 9 1 . 0 0

3 9 . 0 9 0 . 0 0

4 0 . 0 1 1 1 . 0 0

3 9 . 5 1 4 3 . 5 0

4 0 . 0 1 5 0 . 0 0

3 9 . 5 1 3 9 . 5 0

4 0 . 0 1 6 4 . 0 0

3 9 . 5 1 2 5 . 0 0

3 9 . 5 1 5 4 . 5 0

4 0 . 0 1 5 4 . 0 0

3 9 . 5 1 5 4 . 5 0


OFFICE OCCUPATIONS - CONTINUED

SECRETARIES' - CONTINUED

SECRETARIES, CLASS 8 ---------------------MANUFACTURING --------------------------------NONMANUFACTURING ---------------------------


SECRETARIES, CLASS C ---------------------MANUFACTURING---------------------------------n o n m a n u f a c t u r in g ---------------------------


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

PUBLIC U T IL IT IES -----------------------RETAIL TRADE -------------------------------

STENOGRAPHERS, GENERAL ---------------------MANUFACTURING ---------------------------------NONMANUFACTURING ---------------------------


STENOGRAPHERS, SENIOR -----------------------MANUFACTURING --------------------------------NONMANUFACTURING ---------------------------


SWITCHBOARD OPERATORS, CLASS A ------MANUFACTURING --------------------------------NONMANUFACTURING ---------------------------

SWITCHBOARD OPERATORS, CLASS B -------NONMANUFACTURING ---------------------------

RETAIL TRADE -------------------------------

SWITCHBOARD OPERATOR-RECEPTI ONISTS-MANUFACTURING ---------------------------------NONMANUFACTURING ---------------------------


TRANSCRIBING-MACHINE OPERATORS,GENERAL -----------------------------------------------

MANUFACTURING ---------------------------------NONMANUFACTURING ---------------------------

TYPISTS, CLASS A ---------------------------------MANUFACTURING ---------------------------------NONMANUFACTURING ---------------------------

PUBLIC U T IL IT IES -----------------------RETAIL TRADE -------------------------------

TYPISTS, CLASS B --------------------------------MANUFACTURING ---------------------------------NONMANUFACTURING---------------------------

Average

Numberof Weekly

hours 1 (standard)


4 3 0 4 0 . 0

$

1 5 5 . 5 01 3 4 4 0 . 0 1 6 0 . 5 0

2 9 6 3 9 . 5 1 5 3 . 0 0

1 1 2 4 0 . 0 1 7 9 . 5 0

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

4 3 0 4 0 . 0 1 5 1 . 5 0

5 4 0 3 9 . 5 1 4 0 . 5 0

1 0 1 4 0 . 0 1 5 5 . 0 0

4 4 4 0 . 0 1 2 5 . 5 0

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

3 4 4 4 0 . 0 1 4 3 . 0 0

4 7 9 3 9 . 0 1 2 7 . 0 0

7 2 3 9 . 0 1 4 8 . 5 0

4 1 3 9 . 5 1 1 6 . 5 0

5 2 1 4 0 . 0 1 2 2 . 5 0

2 0 1 4 0 . 0 1 2 7 . 0 0

3 2 0 3 9 . 5 1 1 9 . 5 0

1 0 4 4 0 . 0 1 3 9 . 0 0

4 5 8 4 0 . 0 1 3 0 . 5 0

1 3 5 4 0 . 0 1 3 4 . 5 0

3 2 3 4 0 . 0 1 2 8 . 5 0

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

3 7 4 0 . 0 1 1 8 . 5 0

9 5 4 0 . 0 1 1 8 . 5 02 6 4 0 . 0 1 2 8 . 5 0

6 9 4 0 . 0 1 1 4 . 5 0

2 0 0 4 0 . 0 9 9 . 0 01 7 3 4 0 . 0 9 2 . 0 0

4 6 3 9 . 5 9 2 . 0 0

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

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

2 9 3 3 9 . 5 1 0 0 . 5 0

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

7 6 3 9 . 5 8 7 . 5 0

1 7 4 3 9 . 5 1 0 0 . 5 0

2 6 4 0 . 0 1 0 4 . 0 0

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

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

8 2 4 0 . 0 1 1 4 . 0 0

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

4 5 4 0 . 0 1 4 5 . 0 0

5 7 4 0 . 0 9 5 . 5 0

4 3 3 3 9 . 5 9 0 . 5 0

3 0 4 0 . 0 1 0 3 . 5 0

4 0 3 3 9 . 5 8 9 . 5 0

Average


PROFESSIONAL AND TECHNICAL OCCUPATIONS

COMPUTER OPERATORS, CLASS AMANUFACTURING -------------------NONMANUFACTURING -------------

COMPUTER OPERATORS, CLASS BMANUFACTURING -------------------NONMANUFACTURING -------------

PUBLIC U T IL IT IES ---------

COMPUTER OPERATORS, CLASS CMANUFACTURING -------------------NONMANUFACTURING -------------

COMPUTER PROGRAMERS,BUSINESS, CLASS A ---------------

MANUFACTURING -------------------NONMANUFACTURING -------------

COMPUTER PROGRAMERS,BUSINESS, CLASS B -----------------------------

MANUFACTURING ---------------------------------NONMANUFACTURING---------------------------

COMP U T E R PROGRAMERS,BUSINESS, CLASS C -----------------------------

m a n u f a c t u r in g ---------------------------------NONMANUFACTURING ---------------------------

COMPUTER SYSTEMS ANALYSTS,BUSINESS, CLASS A -----------------------------



COMPUTER SYSTEMS ANALYSTS,BUSINESS, CLASS B -----------------------------



COMPUTER SYSTEMS ANALYSTS,BUSINESS, CLASS C -----------------------------

NONMANUFACTURING ---------------------------

DRAFTSMEN, CLASS A ---------- ------------------MANUFACTURING ---------------------------------NONMANUFACTURING ---------------------------

DRAFTSMEN, CLASJS B -----------------------------MANUFACTURING ---------------------------------NDNMANUFACTURING ---------------------------

DRAFTSMEN, CLASS C -----------------------------MANUFACTURING ---------------------------------NONMANUFACTURING---------------------------

NURSES, INDUSTRIAL (REGISTERED) -----MANUFACTURING ---------------------------------

Numberof

woikers

Weekly hours 1

(standard)

Week ly earnings 1 (standard)

1 7 8 3 9 . 5$1 7 3 . 5 0

7 5 4 0 . 0 1 9 3 . 5 0

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

2 9 7 4 0 . 0 1 4 8 . 0 0

9 7 4 0 . 0 1 6 0 . 0 0

2 0 0 4 0 . 0 1 4 2 . 0 0

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

8 9 4 0 . 0 1 2 8 . 5 0

3 6 4 0 . 0 1 4 1 . 5 0

5 3 3 9 . 5 1 2 0 . 0 0

2 5 2 3 9 . 5 2 2 9 . 5 0

9 2 4 0 . 0 2 3 6 . 0 0

1 6 0 3 9 . 5 2 2 6 . 0 0

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

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

1 6 8 3 9 . 5 1 9 1 . 0 0

1 0 8 3 9 . 5 1 7 2 . 0 0

6 0 4 0 . 0 1 9 4 . 0 0

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

1 3 4 4 0 . 0 2 8 5 . 5 0

3 9 4 0 . 0 2 9 9 . 0 0

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

4 1 4 0 . 0 3 1 4 . 0 0

2 2 4 4 0 . 0 2 4 5 . 0 0

5 3 4 0 . 0 2 3 8 . 0 0

1 7 1 4 0 . 0 2 4 7 . 0 0

9 0 4 0 . 0 2 7 4 . 5 0

5 5 3 9 . 5 1 7 7 . 0 0

4 8 3 9 . 5 1 7 7 . 0 0

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

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

1 1 8 4 0 . 0 1 8 1 . 0 0

3 6 0 4 0 . 0 1 7 1 . 5 0

2 4 0 4 0 . 0 1 8 0 . 5 C

1 2 0 4 0 . 0 1 5 3 . 0 0

1 1 9 4 0 . 0 1 3 1 . 0 0

7 8 4 0 . 0 1 2 7 . 0 0

4 1 4 0 . 0 1 3 9 . 5 0

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

4 2 4 0 . 0 1 6 0 . 5 0

See footnote at end of tables.


T a b le A - 4 . M a in te n a n c e and p o w e rp la n t occupations

(Average straight-time hourly earnings for selected occupations studied on an area basis by industry division, Denver, Colo., December 1971)

13


MEN

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

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

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

RETAIL TRADE ------------ ---------------

FIREMEN, STATIONARY BOILER -----------

HELPERS, MAINTENANCE TRADES ---------

MACHINE-TOOL OPERATORS, TOOLROOM ■ MANUFACTURING ------------------------------

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

MECHANICS, AUTOMOTIVE(MAINTENANCE) ---------------------------------

MANUFACTURING ------------------------------NONMANUFACTURING ------------------------

PUBLIC UT IL IT IE S --------------------

MECHANICS, MAINTENANCE -------------------MANUFACTURING'------------------------------

PAINTERS, MAINTENANCE ---------------------MANUFACTURING ------------------------------

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

SHEET-METAL WORKERS, MAINTENANCE -

TOOL AND DIE MAKERS MANUFACTURING ---- * **

Hourly earnings3

Numberof

workers Mean 2 Median2 Middle range 2

9 3

$

4 . 6 6

$

4 . 5 4

$ $

4 . 1 7 - 4 . 8 3

4 6 4 . 5 9 4 . 5 8 4 . 5 2 - 4 . 8 2

4 7 4 . 7 3 4 . 2 1 4 . 1 4 - 5 . 3 3

3 5 4 4 . 8 9 4 . 8 7 4 . 5 3 - 5 . 3 9

2 9 7 4 . 8 3 4 . 8 2 4 . 5 1 - 5 . 4 8

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

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

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

3 7 4 . 0 6 3 . 9 8 3 . 7 6 - 4 . 6 5

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

8 9 3 . 7 5 3 . 8 4 3 . 6 5 - 3 . 8 9

9 8 4 . 4 5 4 . 4 3 4 . 1 5 - 4 . 8 1

9 8 4 . 4 5 4 . 4 3 4 . 1 5 - 4 . 8 1

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

1 7 6 4 . 6 3 4 . 5 6 4 . 5 1 - 4 . 6 4

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

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

4 7 5 4 . 9 9 5 . 3 2 4 . 4 6 - 5 . 5 33 2 4 5 . 2 3 5 . 4 5 4 . 7 8 - 5 . 5 6

7 1 4 4 . 6 4 4 . 5 4 4 . 2 6 - 4 . 8 3

7 0 0 4 . 6 4 4 . 5 4 4 . 2 7 - 4 . 8 3

8 2 4 . 2 8 4 . 2 5 3 . 6 6 - 4 . 6 3

3 4 4 . 5 6 4 . 6 0 4 . 5 1 - 4 . 6 6

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

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

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

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

Number of workers receiving straight-time hourly earnings of—

$ » t $ * S $ $ % $ i i t % $ t t » t t *

Under 3.20 3.30 3.40 3.50 3.60 3.70 3.80 3.90 4 .00 4.10 4.20 4.30 4.40 4.50 4.60 4 .70 4.80 5.00 5.20 5.40 5.60

s3.20

andunder - and

3.30 3.40 3.50 3.60 3.70 3.80 3.90 4.00 4 .10 4.20 4.30 4.40 4.50 4.60 4.70 4 8C 5.00 5.20 5.40 5.60 over

2 10 17 7 1 24 4 2 14 4 82 4 - - - 1 22 3 1 13 - - - -

6 17 7 “ - 2 1 1 1 - 4 - *8

- - - _ - - 4 4 2 6 8 17 23 8 51 16 13 73 3 43 80 3- - - - - - 4 4 2 6 8 14 23 8 47 16 10 73 2 1 78 1

15 2 2 - 1 - 6 3 11 10 17 10 5 16 26 1 14 28 4 3 73 42 - - 10 8 24 - 3 23 1 1 65 -

15 2 2 - 1 - 6 3 9 10 17 - 5 8 2 1 11 5 3 2 8 41 2 2 1 - 6 3 5 1 2 3 2 - 9 - - - “ -

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

6 4 11 - 1 - 3 49 3 - 12

11 10 8 1 13 19 5 - 4 24 - 1 1 i11 10 8 1 13 19 5 - 4 24 * 1 1 i

- - - - - - 1 1 2 6 - 1 9 14 90 27 2 62 2 5 1 8“ “ * * 1 1 2 6 " 1 9 14 87 27 2 10 2 5 1 8

_ _ _ 1 6 12 1 29 90 3 _ 21 55 24 32 43 16 96 162 14- - - - - 1 6 12 1 15 - - - - 31 21 - 22 7 14 -

14 90 3 - 21 24 3 32 21 9 96 148 1414 3 “ 21 15 3 31 9 6 6 148 14

- - 4 17 - 1 4 - 17 33 78 40 26 83 150 15 63 20 3 1 156 34 17 “ 1 4 17 33 73 40 26 79 149 14 63 19 3 1 156 1

- - _ - - 36 - - - 2 3 1 - 6 10 15 _ 3 _ . - 62 6 10 15 - 1 - - - -

1 - - 73 5 2 24 - - - -

- - - - - - - - - - - 2 - - 15 2 2 4 - - - -

- - _ - - - _ 1 5 4 - - 9 5 6 2 21 28 6 6 37 15 **44l 5 4 9 5 6 2 21 28 65 37 15 44

* Workers were distributed as follows: 1 at $6.20 to $6.40; 6 at $6.40 to $6.60; and 1 at $6.80 to $7.** Workers were distributed as follows: 19 at $5.60 to $5.80; 12 at $5.80 to $6; 6 at $6 to $6.20; 3 at $6.20 to $6.40; and 4 at $6.40 to $6.60.

See footnotes at end of tables,


14

T a b le A - 5 . C us tod ia l and m ater ia l m o v e m e n t occupations


Hourly earnings3


ofworkers M e,n 2 Median2 Middle range 2

MEN$ $ $ $

GUARDS3.72 3 .84 3 . * 5 3.9T202

JANITORS, PORTERS, AND CLEANERS ----- 2 , * 9 5 2 . * 3 2 .25 2 .0 7 - 2 .56

2 031 2 . 0 * - 2.29 3 . 2 1 - 3.80 2 . 0 * - 2 .58


96355

1,968

3 . * 9 2 .30

3 .522 .22

35

3*71PUBLIC U T IL IT IE S ----------------------- * *92 5 .03 5 .1 * 5 .1 1 - 5.17KC1 A 1L 1KAUt “

3 * 1 ' 3*3^ 3*09NONMANUFACTURING --------------------------- 1 ,377 3 ^ * * 3.71 3 i o 2 - 3^9*

55? _ .2 .95

2 .06 **23£ r l J .19

, lrK t L t l V 1Nb ULtK^ j

KC 1 A 1L 1KAUt

190

NONMANUFACTURING --------------------------- 125 3 .23 3 .17 2 .9 6 - 3.68

jri 1 r r 1 No ANU K t v t l V lnb L L tK A iMANUFACTURING --------------------------------- 99 3 .23 3 .22 2 .8 3 - 3.66

3*62 3*91 3 * l t 3*96Kt ■A 1L 1KAUC

TRUCKDRIVERS -------------------------------------- 3 ,696 * . 0 7 4 .14 3 .4 1 - 5.02

ftAA9 1*31 5*10\ ’ 7l

3 . 9 5 3 . 1 2 - *Ii*Kt 1A 1L 1KAUt 62Z * ^

TRUCKDRIVERS, LIGHT (UNOER2.85* . 2 lMANUFACTURING --------------------------------- 46 3 .77 3 .4 0 - 4 .26

TRUCKDRIVERS, MEDIUM (1 -1 /2 TO

236 3.51 2 .7 8 - 4 .03

1,0033*03K t 1 A 1L |KAUt

Number of workers receiving straight-time hourly earnings of—1---- 1 ----~i---- * T 1 ---- * J----1 ---- 1 ---- 1 ---- 1 ---- i t S t * I i * 1 ----1

60 1.70 1.80 1.90

OO

2 .10 2.20 2.30 2.*0 2.60 2.80 3.00 3.20 3. *0 3.60 3.80 *.00 *.20 *.*0 *.60 *.80 5.00 5.20idier

70 1.80 1.90 2.00 2.10 2 .20 2.30 2.*0 2.60 2.80 3.00 3.20 3.*0 3.60 3.80 *.00 *.20 *.*0 *.60 *.80 5.00 5.20 5. *0

6 2 1136 2 36 90 2* 56 15 58 9 25 59 16 89 17 28 7* “ “ 2 1 1 ” 2 7 22 58 12 72 6 25 * “ * * *

- - - - - 1 - - 1 - 2 3 22 58 12 72 6 25 - - - - -

12 Ill 123 77 *30 77 8*6 68 1*9 83 60 86 80 97 158 6 16 2 10 *- * - 2 3 2* 18 12 16 26 71 57 72 1*8 1 - - - - 10 - -

12 107 123 75 *30 7* 822 50 137 67 3* 15 23 25 10 5 16 2 - - - * -2 11 10 1 17 22 10 3 l* 2 - - - * -

- 26 31 9 5* *7 52 23 31 *5 17 11 5 2 - 2 - - “ - - -

1 28 7 12 18 27 30 12 85 113 183 150 55 18* 367 166 10 58 3 19 - 6*0- - - - - - - 1 51 3 35 21 6 *7 175 57 7 - - - - - -1 28 7 12 18 27 30 11 3* 110 1*8 129 *9 137 192 109 3 58 3 19 - **0 -

6 6 9 6 3 - 3 19 - **0 -

1 28 7 12 18 27 29 9 22 108 15 3 6 59 17 3 - “ - - - -

- - 22 _ - - 19 - *9 87 158 293 2*9 36 195 665 *6 - 6* 28 - - -12 1 - *8 203 17 6 137 18 - 6* 28 - - -

- “ 22 * 19 37 86 158 2*5 *6 19 189 528 28 ~ - - - -

- - 13 1 12 12 5 2 82 *7 57 *2 16 17 12 120 n s _ _ _

- - - - - 11 * 2 31 2 39 5 10 17 12 - 120 32 - - - - -- 13 1 12 1 1 “ 51 *5 18 37 6 - * - 86 - - - - -

_ - _ - _ 18 - 23 13 *5 11 21 31 *5 *5 1 1 19 - -

11 6 4 11 27 17 - - - - - - -- - - - - - 18 - 23 13 3* 5 17 20 16 28 1 1 19 - - - -

- - - - - - 18 - - 12 * 5 6 20 6 1* 1 1 1 - - - -

- - - 11 - - - 1 - 1 30 27 8 20 *2 *6 1 1 2 - _ - .

1* 28 22 1 - - - - - -

~ 11 * “ “ 1 “ 1 30 27 8 6 1* 2* “ 1 2 - - -

_ - - - - _ 1 - 11 11 *9 11 19 36 13 39 2 7 * - - 3 _

- - - - - - - - 11 9 29 - 6 12 13 9 2 * * - - - -- - - - - - 1 - - 2 20 11 13 2* - 30 - 3 - - - 3 -

- * “ 1 * 1 4 ” 1 17 - 30 “ - - - - - -

- _ 3 - 33 *7 58 10 8* 178 186 23* 80 1*0 11* 5*3 263 383 73 309 13 657 283- - - - - - - * - 77 1 3* 3 82 *5 81 2* 25 - 309 - 5 -- - 8 - 33 *7 58 6 8* 101 185 200 77 58 69 *62 239 358 73 - 13 652 283

32 188 15 352 38 - - 652 283“ * 22 6 39 *7 28 58 15 “ 13 138 216 * 27 13 - *

_ _ 8 _ 33 11 58 * *8 53 1*7 22 *0 13 20 27 8 _ _ 61- - - - - - - * - 6 - 1 - 1 8 - - 2* - - - 2 -

* 8 33 11 58 * *8 *7 1*7 21 *0 12 12 * 3 8 * 59

_ _ _ 36 6 36 125 39 19* 33 87 *8 275 *0 2** *8 _ 530 _71 1 15 - 69 18 1 11 - - *8 - 2 -

- - - - - 36 - 6 36 5* 38 179 33 18 30 27* 29 2** - - - 528 -

29 188 1* 2** - - - 528 -

6 36 ** 28 58 15 1 22 15" ' '



15

T a b le A -5 . C ustod ia l and m ate r ia l m o v e m e n t o c c u p a t io n s -----C on tinued


Hourly earnings3 Number of worker s re ce iv ing s tra ight- time hour ly earnings of---


ofworkers Mean 2 Median^ Middle range 2

%1 .60

andunder

t1 .70

$1.80

~i------1 .90

s2 .00

s2 .10

$2 .20

S2.30

*2 . A0

$2 .60

s2.80

$3.00

$3 .20

*3 . A0

S3.60

*3 .80

*A . 00

$A . 20

*A.A0

$A . 60

SA . 80

s5.00

*5 . 2 0

1 .70 1 .80 1.90 ? .00 2 .10 2 .20 2 .30 2 . A0 2 .60 2 .80 3 .00 3.20 ? .A0 3.60 3 .80 A . 00 A . 20 A,A0 A . 60 A , 80 5 .00 5.20 5 . AO

HEN - CONTINUED

TRUCKORIVERS - CONTINUED

TRUCKORIVERS, HEAVY (OVER A TONS, $ $ $ $20 195 65 1

113 283

3 .89 3 * f l l ^35 110A

16565

862A93

A.AO3 a 111 190 65 13 283

283t *96 6 *65 5*26ru

TRUCKORIVERS, HEAVY (OVER A TONS,12 2A 15wl 1 1 1 1 1 A W tv S ■ ■ w 9

881,009 2*7 07 71 _z

77 z* ' I t ' i n '*17 8 7 8819^ 3 62 30** 3*^0 3 37 27 1

0

HOHEN

193 2*^3 2.38 2.07- 2.92 1 160



1 6

B. E s ta b l is h m e n t p ra c t ic e s an d s u p p le m e n ta ry w a g e p ro v is io n s

T a b l e B - 1 . M i n i m u m e n t r a n c e s a l a r i e s f o r w o m e n o f f i c e w o r k e r s

(D istribution of establishments studied in a ll industries and in industry d ivisions by minimum entrance sa lary fo r selected categories o f inexperienced women o ffic ew o rk e rs , D enver, C o lo ., D ecem ber 1971)

Minimum weekly straight-tim e sa la ry4

Inexperienced typists Other inexperienced c le r ica l workers 5

A llindustries

Manufacturing Nonmanufacturing Manuf ac tu r i ng Nonmanufacturing

Based on standard weekly hours 6 o f— A llindustries

Based on standard weekly hours 4 of—

A llschedules 40 A ll

schedules 37 V2 40 A llschedules 40 A ll

schedules 37*/2 40

Establishments studied____________________________________ 197 57 XXX 140 XXX XXX 197 57 XXX 140 XXX XXX

Establishments having a specified m inimum---------------------- 63 21 20 42 8 30 94 27 26 67 11 52

$60. 00 and under $62. 50------------------------------------------- _ 2 _ _ 2 2 _ 2 _ _ 2 2 _$62. 50 and under $65. 00--------------------------------------- — - - - - - - 2 - - 2 2 -$65.00 and under $67.50— ------------- -------------------------- 1 - - 1 - l 2 - - 2 - 2$67. 50 and under $70. 00------------------------------ -------------- 3 - - 3 1 l 8 - - 8 1 5$70.00 and under $72.50------------------------------------------------------------------------ 2 - - 2 1 l 7 - - 7 1 6$72.50 and under $75.00------------------------------------------------------------------------ 7 2 2 5 - 4 11 2 2 9 - 7$75. 00 and under $77. 50__________________________________________________ 8 2 2 6 2 4 8 2 2 6 2 4$77.50 and under $80.00__________________________________________________ 4 1 1 2 - 2 5 3 3 2 - 2$80.00 and under $82.50 ------------------------------------------------------------------------ 6 1 1 5 - 5 11 2 2 9 1 8$82. 50 and under $85. 00------------------------------------------------------------------------ 3 2 2 1 - 1 1 - - l - 1$85.00 and under $87.50------------------------------------------------------------------------ 5 2 2 3 - 2 9 6 6 3 - 3$87. 50 and under $90. 00----------------------------------------------------------------------- 3 1 1 2 - 2 3 2 2 1 - 1$90.00 and under $92.50------------------------------------------------------------------------ 6 5 5 1 - 1 6 3 3 3 - 3$92. 50 and under $95. 00____________________________________ 1 - - 1 - 1 4 1 1 3 - 3$95.00 and under $97.50----------------------------------------------------------------------- 1 1 1 - - - 1 1 * 1 - - -

$97.50 and under $100. 00 _______________________________________________ 2 1 - 1 1 - 2 1 - 1 1 -

$100. 00 and under $105. 00______________________________________________ 1 _ _ 1 _ 1 1 1 1 _ _ _$105.00 and under $110.00------------------------------------------------------------------ 1 - - 1 1 - 2 - - 2 1 1$110.00 and under $115.00 ______________ — ______________________ 4 2 2 2 - 2 5 3 3 2 - 2$115. 00 and under $120.00------------------------------------------- 1 1 1 - - - 1 - - 1 - 1$120.00 and under $125.00------------------------------------------- - - - - - - 2 - - 2 - 2$125. 00 and o ve r— ______ _ — — - ------ ------ --------- 2 - - 2 - 2 1 - - 1 - 1

Establishments having no specified m in im um -------------------- 19 6 XXX 13 XXX XXX 42 13 XXX 29 XXX XXX

Establishments which did not employ workers115 30 XXX 85 XXX XXX 61 17 XXX 44 XXX XXX

See footnotes at end o f tables.


T a b l e B - 2 . S h i f t d i f f e r e n t ia l s

(L a te -sh ift pay prov is ion s fo r manufacturing p lan tw orkers by type and amount o f pay d iffe ren tia l, D en ver, C o lo ., D ecem ber 1971)

^ A l l ^ p l a n t w o r k e r s ^ in ^ m a n u f a c t u r in £ ^ = ^ O O ^ e r c e n t )^ ^ ^ ^ ^ ^ ^ ^ ^ ^ ^ ^ ^ ^ ^ ^ ^ ^ ^ ^ ^ ^ ^ ^ ^ ^ ^ ^ ^ ^

P ercen t o f manufacturing p lan tw orkers—

La te -sh ift pay prov is ionIn establishm ents having provis ions 7

fo r la te shifts A ctu a lly working on late shifts

Second shift T h ird o r other shift Second shift T h ird o r other

sh ift

T o ta l_____________________________________________ 92.9 85. 9 19. 3 6.6

No pay d iffe ren tia l fo r w ork on la te sh ift --------- 0. 4 - ( 8) -

P a y d iffe ren tia l fo r w ork on la te s h ift__________ 92. 5 85. 9 19. 2 6. 6

T ype and amount o f d iffe ren tia l:

U n iform cents (p er hour)___________________ 73. 6 57. 7 13. 7 4 .9

5 c en ts____________________________________ 6. 8 _ 1. 4 _6 cen ts__________________________________-_ 12. 7 8. 5 3. 6 1. 210 cents________________________________ ___ 16. 5 8.9 2. 0 . 612 cents---------------------------------------------- 3.4 1. 3 2 -12 V2 c en ts _________________________________ - 1.7 . 31 3V3 c en ts _________________________________ 1. 1 - 2 -14 cents____________________________________ 9.7 - 1. 3 -15 cents---------------------------------------------- 18. 1 14. 1 3. 7 . 417 cents____________________________________ 1. 2 2. 5 3 . 818 cents____________________________________ 1. 7 2.9 2 .420 cents____________________________________ 1. 2 7. 4 5 . 521 cents____________________________________ - 7. 0 - . 325 cents---------------------------------------------- - . 6 -

2 6 2/3 c en ts _________________________________ - 1. 1 - (8)27 cents____________________________________ 1. 3 - 3 -30 cents__________________ — ___________ - 2. 0 - . 3

U niform p e rcen tag e -------------------------------- 10. 6 10. 6 3. 9 . 5

5 p e rcen t__________________________________ 2.9 - 1. 5 -7 /2 percen t________________________________ - 2.9 . 310 percen t------------------------------------------ 7. 8 3.4 2. 3 . 1I 2 V2 p e rc en t______________________________ - 4. 3 - . 2

F la t-su m payment per sh ift-------------------- 3. 6 - 1. 1 -

Fu ll day 's pay fo r reduced hours_________ 1. 2 3.4 1 -

Fu ll day 's pay fo r reduced hoursplus cents d if fe re n t ia l____________________ 3. 5 10. 6 4 1. 1

Fu ll day 's pay fo r reduced hoursplus $1.50 per sh ift------------------------------- 3.6 . 1

See footnotes at end o f tab le s .


T a b l e B - 3 . S c h e d u le d w e e k l y h o u rs and d a y s

(Percen t distribution of plantworkers and o fficew orkers in a ll industries and in industry divisions by scheduled weekly hours and days o f f irs t-sh ift w o rk e rs , Denver, Colo., Decem ber 1971)

W eekly hours and days

Plantworkers O fficew orkers

A ll industries Manufacturing Public u tilities Reta il trade A ll industries Manufacturing Public u tilities Reta il trade

A ll w orkers___________________________________ 100 100 100 100 100 100 100 100

Under 36 hours— 5 days__________________________ 2 436 hours— 5 days__________________________________ 1 2 - - - - - -O ver 36 and under 37 V2 hours___________________ 1 1 - - 1 1 - -

4 days___________________________________________ 1 1 - - ( ! ) 1 - -5 days___________________________________________ - - - - (9 ) - - -

37V2 hours--- 5 days----------------------------------------- 4 4 - 6 9 - 2 338 hours— 4 days__________________________________ 1 2 - - - - - -38V3 hours— 5 days_______________________________ 1 - - 5 - - - -383/« hours--- 5 days________________________________ 1 - - 4 9 - - 1240 hours____________________________________________ 84 85 100 74 82 99 98 85

4 days___________________________________________ - - - - (9 ) 2 - -

5 d ays___________________________________________ 84 85 100 74 82 97 98 855 V2 d ays---------------------------------------------------- - - - - ( ! ) - - -

42V2 hours— 5 days----------------------------------------- 1 - - 3 (9 ) - “44 hours— 5 days------------------------------------------- - 1 - 2 - “ -45 hours— 5 days----------------- -------------------------- 1 2 - “ - - - -48 hours--- 6 days---------------------- ------------------ 2 1 - 1 - - - -O ver 48 h o u rs ----------------- --------- -------------------- 1 2 - - - - - -

6 day s ___________________________________________ (9 ) - - - - - - -7 days________ _________________________________ 1 2



T a b l e B - 4 . P a id h o l id a y s

(P e rcen t distribution o f p lantworkers and o fficew orkers in a ll industries and in industry d ivisions by number o f paid holidaysprovided annually, D enver, Co lo . , D ecem ber 1971)

Item

Plantworkers O fficeworkers

A ll industries Manufacturing Public u tilities Reta il trade A ll industries Manufacturing Public utilities Retail trade

A ll w orkers___________________________________ 100 100 100 100 100 100 100 100

W orkers in establishments providingpaid holidays____________ ______________________ 92 99 100 90 99 100 100 98

W orkers in establishments providingno paid holidays------------------------------------------- 8 1 - 10 (’ ) - - 2

Number o f days

7 half holidays ------------------- ------------- ------- (9) _ _ _ _ _ _ _1 holiday________________________________ __________ 1 - - 5 - - - -3 holidays plus 4 half days,,—-------------------------- - - - - ( ! ) ( ’ ) - -4 holidays__________________________________________ 2 2 - 4 (’ ) 2 - -5 holidays____________________________._____________ 1 1 - - (9) 1 - -6 holidays---- --------- ----- — ------ ----- 20 10 4 31 15 6 1 536 holidays plus 2 half d ays----------------------------- 1 - - - 1 - - -7 holidays . . . . . . . . .__— — ___ - ___ _________ 22 15 2 45 11 10 2 337 holidays plus 1 half day-------------------------------- - - - - 4 - - -7 holidays plus 2 half days----------------------------- (*> - - - 2 - - -8 holidays________________________________... . ._____ 17 18 54 5 22 15 74 138 holidays plus 2 half d ays----------------------------- 1 2 - - 1 2 - -9 holidays------------------------------------------------------ 13 23 25 - 33 20 22 -9 holidays plus 2 half d ays ----------------------------- 1 1 - - (9) - - -10 holidays_______________________________________ _ 11 25 11 - 10 40 1 -10 holidays plus 2 half days______________________ - - - - (9) (9) - -11 holidays_________________________________________ 1 1 4 - 1 3 - -12 holidays_________________________________________ - - - - 1 - - -1 3 holidays ............................................................ - * - - (9) - "

Total holiday tim e 10

13 days----------------------------------------------------------- - - - - (9) - - -12 days or m ore--------------------------------------------- - - 1 - ~11 days or m ore--------------------------------------------- 1 1 4 - 2 3 ~ -10 days or m ore--------------------------------------------- 13 27 15 - 13 43 1 -9 days or m o re ---------------------------------------------- 27 52 40 - 46 65 23 -8 days or m o re ---------------------------------------------- 44 70 94 5 69 80 97 137Vz days or m ore-------------------------------------------- 44 70 94 5 73 80 97 137 days or m o re ____________________________________ 67 85 96 50 84 90 99 466 days or m o re ---------------------------------------------- 88 95 100 81 98 97 100 985 days or m o re ---------------------------------------------- 88 97 100 81 98 98 100 984 days or m o re ---------------------------------------------- 91 99 100 85 99 100 100 983V2 days or m ore-------------------------------------------- 91 99 100 85 99 100 100 98l day or m ore______________________________________ 92 99 100 90 99 100 100 98



2 0

T a b l e B - 5 . P a id v a c a t io n s

(Percen t d istribution of p lantworkers and office-workers in a ll industries and in industry divisions by vacation pay p rov is ion s, Denver, Co lo ., D ecem ber 1971)

Plantworkers O ffice workers

Vacation policyA ll industries Manufacturing Public u tilities Reta il trade A ll industries Manufacturing Public u tilities Reta il trade

A ll w orkers___________________________________ 100 100 100 100 100 100 100 100

Method of payment

W orkers in establishments providingpaid vacations____________________________________ 99 100 100 100 99 100 100 100

Length-of-tim e paym ent______________________ 85 82 80 85 99 100 100 93Percentage payment___________________________ 14 18 20 13 1 - - 7O ther____________________________________________ 1 - - 3 _ - _ _

W orkers in establishments providingno paid vacations_______________________________ (9 ) - - - (9 ) - - -

Amount of vacation pay 11

A fte r 6 months of serv ice

Under 1 week______________________ ______________ 6 15 _ 2 2 5 _ 11 week_____________________ ___ ___. _________________ 13 8 37 9 33 22 59 16O ver 1 and under 2 w eek s________________________ 2 - 1 6 3 - C ) 12

A fte r 1 year of serv ice

Under 1 week------------------------ _ . -------- 1 _ 8 _ _ _ _ _1 week_____________________________ _ __ ------------ 65 65 30 79 20 18 18 60O ver 1 and under 2 w eek s_______________ ______ 1 2 - - (’ ) 2 - _2 w eeks--------------------------------------------------------- 32 33 62 21 79 80 82 40O ver 2 and under 3 w eek s________________________ (9 ) - - - ( ! ) - - -3 w eeks____________________________________________ _ (9 ) - * - (9 ) - - -

A fte r 2 years o f serv ice

Under 1 week_______________________________________ (9 ) _ 3 _ _ _ _ _1 week______________________________________________ 30 29 18 33 5 8 4 8Over 1 and under 2 w eeks________________________ 2 3 4 - - - - -2 w eeks_____________________________________________ 67 68 75 67 91 92 96 92Over 2 and under 3 w eek s________________________ (9 ) - - - 2 - - .3 w eeks------------------------ ------------------------------- (’ ) - - - 1 - - -O ver 3 and under 4 w eeks________________________ (9 ) - - - (9 ) - - -

A fte r 3 years of serv ice

1 week________ ______________________________________ 4 _ 4 5 (9 ) _O ver 1 and under 2 w eeks________________________ 2 3 4 - - - -2 weeks - ___________________________________________ 91 93 92 95 96 98 100 100Over 2 and under 3 w eeks________________________ (9 ) - - - 2 - - -3 w eeks_____________________________________________ 2 4 - - 2 2 - -O ver 3 and under 4 w eeks________________________ (9 ) - - - (’ ) - - -


1 week______________________________________________ 4 _ 4 5 (9 ) _ _ _O ver 1 and under 2 w eeks________________________ 2 3 4 - - - - -2 w eeks_____________________________________________ 91 91 92 95 94 90 100 100Over 2 and under 3 w eeks________________________ (9 ) - - - 2 - - -3 w eeks_____________________________________________ 3 6 - - 4 10 - -

O ver 3 and under 4 w eeks________________________ (9 ) (’ )

See footnotes at end o f tables,


21

T a b le B -5 . P a id v a c a t io n s ----- C o n tin u e d

(Percen t distribution of plantworkers and o fficew orkers in a ll industries and in industry divisions by vacation pay p rov is ion s, Denver, C o lo ., Decem ber 1971)


Vacation policyA ll industries Manufacturing Public u tilities R eta il trade A ll industries Manufacturing Public utilities Retail trade

Amount o f vacation pay 11— Continued


1 week______________________________________________ 3 _ 4 3 _ _ _ _O ver 1 and under 2 w eeks________________________ (9 ) - 4 - - - - -2 w eeks________ __________________________________ 78 75 70 85 78 63 88 85O ver 2 and under 3 w eeks________________________ 1 - 2 - 1 - - -3 w eeks____________________________________________ 17 25 21 13 19 37 12 15O ver 3 and under 4 w eeks________________________ (9 ) - - - (9 ) - - -4 w eeks____________________________________________ (9 ) - - - 1 - - -


1 week__________________________ ___________________ 3 _ 3 3 _ _O ver 1 and under 2 w eeks________________________ (9 ) - 1 - - - - -2 w eeks____________________________________________ 22 20 2 21 9 7 2 14Over 2 and under 3 w eeks________________________ •(’ ) - 4 - - - - -3 w eeks____________________________________________ 72 73 90 76 85 81 98 86O ver 3 and under 4 w eeks________________________ (9 ) - - (9 ) - - -4 w eeks____________________________________________ 3 6 - - 5 13 - -O ver 4 and under 5 w eeks________________________ (9 ) - - - (9 ) - - -

A fte r 12 years o f serv ice

1 week___________ _________________________________ 2 _ _ 3 _ - - _Over 1 and under 2 w eeks________________________ 1 - 4 - - - - -2 weeks __ — ----------------------- -- __ — — ------ 16 9 - 21 7 5 - 13O ver 2 and under 3 w eeks__________________ 1 - 4 - 1 - - -3 w eeks______________________________________ ____ 76 83 92 77 87 83 100 87O ver 3 and under 4 w eeks________________________ (9 ) - - - (9 ) - - -

4 w eeks____________________________________________ 3 8 - - 5 13 - -

O ver 4 and under 5 weeks _____________________ (9 ) - - * (9 ) -


1 week_______________________________________________ 2 _ _ 3 - - _ -Over 1 and under 2 w eek s________________________ (9 ) - 3 - - - - -2 w eeks_____________________________________ ____ 12 5 1 19 5 4 - 133 w eeks____________________________________________ 55 57 58 53 68 54 77 79Over 3 and under 4 w eek s________________________ 1 2 4 - (9 ) - - -4 w eeks____________________________________________ 29 36 34 25 27 42 23 8Over 4 and under 5 w eeks________________________ (’ ) - - - (9 ) - - -


1 week______________________________________________ 2 _ _ 3 _ _ _ _O ver 1 and under 2 w eeks________________________ (9 ) - 3 - - - - -2 w eeks____________________________________________ 11 5 1 18 4 3 - 123 w eeks____________________________________________ 25 26 2 20 22 14 2 26Over 3 and under 4 w eeks________________________ (9 ) - 4 - - - - -

4 w eeks____________________________________________ 53 56 69 59 69 79 87 62Over 4 and under 5 w eeks------- ----- ----------- ----- (9 ) - - - (9 ) - - -

5 w eeks____________________________________________ 8 12 21 4 3 12

See footnotes at end o f tables.


Table B-5 Paid vacations----Continued

(Percent distribution of p lantworkers and o fficew orkers in a ll industries and in industry d ivisions by vacation pay p rov is ion s, Denver, C o lo ., Decem ber 1971)


Vacation policyA ll industries Manufacturing Public u tilities Reta il trade A ll industries Manufacturing Public u tilities Reta il trade

Amount o f vacation pay 11— Continued


1 week______________________________________________ 2 . . 3O ver 1 and under 2 w eek s________________________ (’ ) _ 3 - _ _ _ _2 w eeks_____________________________________________ 11 5 1 18 4 3 _ 123 w eeks_____________________________________________ 22 19 2 20 19 11 2 26O ver 3 and under 4 w eeks________________________ (9 ) - 4 _ _ _ _4 w eek s_____________________________________________ 46 48 41 59 59 57 48 62O ver 4 and under 5 w eeks________________________ i 2 _ _ 1 _ _ _5 w eeks_____________________________________________ 16 26 39 - 16 28 46 _6 weeks ____________________________________________ 1 - 11 - 1 - 4 -


1 week______________________________________________ 2 _ _ 3 _ . .

Over 1 and under 2 w eeks________________________ (9 ) - 3 - - - _ _2 w eek s--------------------------------------------------------- 11 5 1 18 4 3 - 123 w eeks--------------------------------------------------------- 22 19 2 20 19 11 2 26O ver 3 and under 4 w eeks________________________ (9 ) - 4 - - _ _4 w eeks____________________________________________ 45 48 39 59 57 57 46 62O ver 4 and under 5 w eeks__________________ ___ 1 2 - - (9 ) - - _5 week s --------------------------------------------------------- 13 17 41 - 16 17 48 _6 w eek s__________________________________ __________ 5 9 11 - 3 11 4 -

Maximum vacation available

1 week______________________________________________ 2 _ _ 3 .

O ver 1 and under 2 w eeks________________________ (9 ) - 3 - - _ _ _2 w eeks_____________________________________________ 11 5 1 18 4 3 _ 123 weeks ____________________________________________ 22 19 2 20 19 11 2 26O ver 3 and under 4 w eeks________________________ (9 ) - 4 - - _ - _4 w eek s____________________________________________ 45 48 39 59 56 57 46 62O ver 4 and under 5 w eeks________________________ 1 2 - - (9 ) _ - _5 w eek s____________________________________________ 13 17 41 - 16 17 48 _6 w eek s____________________________________________ 5 9 11 - 3 11 4 _O ver 6 weeks______________________________________ (9 )



T a b le B -6 . H e a lth , in s u ra n c e , an d p e n s io n p la n s

(P ercen t of plantworkers and o fficew orkers in a ll industries and in industry divisions employed in establishments providing health, insurance, or pension benefits , Denver, Colo., Decem ber 1971)

Type of benefit and financing 12

Plantworkers O ffice workers

A ll industries Manufacturing Public u tilities Retail trade A ll industries Manufacturing Public utilities Retail trade

A ll w orkers___________________________________ 100 100 100 100 100 100 100 100

W orkers in establishments providing atleast 1 of the benefits shown below ___________ 96 100 100 94 99 99 100 100

L ife insurance------------------------------------------- 89 96 100 83 95 96 98 90Noncontributory p lans--------------------------- 62 72 80 45 56 77 71 33

Accidental death and dism emberm entinsurance------------------------------------------------ 72 77 93 61 77 80 98 51

Noncontributory p lans________ ___________ 53 58 82 39 46 64 77 20Sickness and accident insurance or

sick leave or both 13- . . . _ __ _______ 82 94 88 74 92 93 99 88

Sickness and accident insurance------------- 47 69 46 25 31 56 23 24Noncontributory p lans----------------------- 37 57 40 12 24 53 23 2

Sick leave (fu ll pay and nowaiting period )____________________________ 23 22 35 19 67 76 59 36

Sick leave (partia l pay orwaiting period)------------------------------------ 29 21 29 46 16 3 40 39

Long-term d isab ility insurance------------------ 15 9 42 10 54 18 63 19Noncontributory plans--------------------------- 11 7 41 3 35 14 61 4

Hospitalization insurance--------------------------- 91 96 100 85 98 99 100 82Noncontributory p lans_____________________ 61 79 79 37 56 79 68 8

Surgical insurance....... ..... ........-------- ----------- 91 96 100 85 98 99 100 82Noncontributory p lans--------------------------- 61 79 79 37 56 79 68 8

M edical insurance_____________________________ 87 96 100 71 95 99 100 68Noncontributory plans--------------------------- 58 79 79 27 56 79 68 7

M ajor m edical insurance--------------------------- 77 69 100 87 89 76 100 95Noncontributory p lans--------------------------- 52 60 76 41 54 67 67 22

Dental insurance_______________________________ 23 16 41 30 16 34 19 18Noncontributory p lans--------------------------- 18 8 40 26 11 23 16 6

Retirem ent pension____________________________ 76 86 90 71 87 92 86 85Noncontributory p lans--------------------------- 62 73 84 52 69 83 73 41



24

Footnotes

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

1 Standard hours re f lect the workweek for which employees rece ive 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 rece ive more than the rate shown; half rece ive 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 m ore than the higher rate.

3 Excludes premium pay for overt im e and for work on weekends, holidays, and late shifts.4 These salaries relate to fo rm ally established minimum starting (hiring) regular straight-time salaries that are paid for standard

workweeks.5 Excludes workers in subclerical jobs such as messenger.6 Data are presented for a ll standard workweeks combined, and for the most common standard workweeks reported.i Includes all plantworkers in establishments currently operating late shifts, and establishments whose fo rm al provisions cover late

shifts, even though the establishments were not currently operating late shifts.8 Less than 0.05 percent.9 Less than 0.5 percent.10 A l l combinations of full and half days that add to the same amount are combined; for example, the proportion of workers receiving a

total of 9 days includes those with 9 full days and no half days, 8 full days and 2 half days, 7 full days and 4 half days, and so on. Proportions then were cumulated.

11 Includes payments other than "length of t im e , " such as percentage of annual earnings or flat-sum payments, converted to an equivalenttime basis; fo r example, a payment of 2 percent of annual earnings was considered as 1 week's pay. Per iods of serv ice were chosen arb itrar i lyand do not necessar i ly re f lect the individual provisions for progression. For example, the changes in proportions indicated at 10 years ' serviceinclude changes in provisions occurring between 5 and 10 years. Estimates are cumulative. Thus, the proportion elig ib le for 3 weeks' pay orm ore after 10 years includes those e lig ib le for 3 weeks' pay or more after fewer years of serv ice.

12 Estimates listed after type of benefit are for all plans for which at least a part of the cost is borne by the employer. "Noncontributory plans" include only those plans financed entire ly by the employer. Excluded are lega lly required plans, such as workmen's compensation, social security, and railroad retirement.

13 Unduplicated total of workers receiving sick leave or sickness and accident insurance shown separately below. Sick leave plans are lim ited to those which definitely establish at least the minimum number of days' pay that can be expected by each employee. Informal sick leave allowances determined on an individual basis are excluded.


Appendix. Occupational Descriptions

The prim ary purpose o f preparing job descriptions fo r the Bureau's wage surveys is to assist its fie ld staff in classify ing into appropriate occupations workers who are employed under a variety o f payroll titles and d ifferen t work arrangements from establishment to establishment and from area to area. This perm its the grouping o f occupational wage rates representing comparable job content. Because o f this emphasis on interestablishment and in terarea com parab ility o f occupational content, the Bureau's job descriptions may d iffe r significantly from those in use in individual establishments or those prepared fo r other purposes. In applying these job descriptions, the Bureau's fie ld econom ists are instructed to exclude working supervisors; apprentices; learners; beginners; tra inees; and handicapped, part-tim e, tem porary, and probationary w orkers.

O F F IC E

B ILLE R , MACHINE

Prepares statements, b ills , and invoices on a machine other than an ordinary Qr e lec tro- m atic typew riter. May also keep records as to b illings or shipping charges or perform other c le r ica l work incidental to b illing operations. For wage study purposes, b ille rs , machine, are classified by type of machine, as follows:

B ille r , machine (billing m achine). Uses a special b illing machine (combination typing and adding machine) to prepare b ills and invoices from custom ers' purchase orders , in te rnally prepared o rders, shipping memorandums, etc. Usually involves application o f p re determined discounts and shipping charges and entry o f necessary extensions, which may or may not be computed on the billing machine, and totals which are automatically accumulated by machine. The operation usually involves a la rge 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 machine). Uses a bookkeeping machine (with or without a typew riter keyboard) to prepare custom ers' b ills as part of the accounts receivab le operation. G enerally involves the simultaneous entry o f figures on custom ers' ledger record . The machine automatically accumulates figures on a number o f vertica l columns and computes and usually prints automatically the debit or credit balances. Does not involve a knowledge o f bookkeeping. Works from uniform and standard types o f sales and credit slips.

BOOKKEEPING-M ACHINE OPERATOR

Operates a bookkeeping machine (with or without a typew riter keyboard) to keep a record o f business transactions.

Class A . Keeps a set of records requiring a knowledge o f and experience in basic bookkeeping princip les, and fam ilia r ity with the structure o f the particular accounting system used. Determ ines proper records and distribution o f debit and cred it items 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 of one or m ore phases or sections of a set o f records usually requiring lit t le knowledge of basic bookkeeping. Phases or sections include accounts payable, payroll, custom ers' accounts (not including a simple type o f billing described under b iller , machine), cost distribution, expense distribution, inventory control, etc. May check or assist in preparation o f tr ia l balances and prepare control sheets fo r the accounting department.

CLERK, ACCOUNTING

Perfo rm s one or m ore accounting c le r ica l tasks such as posting to reg isters and ledgers; reconciling bank accounts; ver ify in g the internal consistency, completeness, and mathematical accuracy of accounting documents; assigning prescribed accounting distribution codes; examining and verify ing fo r c le r ica l accuracy various types o f reports, lis ts , calculations, posting, etc.; o r preparing simple or assisting in preparing m ore complicated journal vouchers. May work in either a manual or automated accounting system.

The work requ ires a knowledge o f c le r ica l methods and o ffice practices and procedures which relates to the c le r ica l processing and recording of transactions and accounting information. With experience, the worker typ ically becomes fam ilia r with the bookkeeping and accounting term s and procedures used in the assigned work, but is not required to have a knowledge o f the form al princip les o f bookkeeping and accounting.

CLE RK, ACCOUNTING— Continued

Positions are c lassified into leve ls on the basis o f the fo llow ing definitions.

Class A . Under general supervision, perform s accounting c le r ica l operations which requ ire the application o f experience and judgment, fo r example, c le r ica lly processing com plicated or nonrepetitive accounting transactions, selecting among a substantial va rie ty of prescribed accounting codes and classifications, o r tracing transactions through previous accounting actions to determ ine source o f d iscrepancies. May be assisted by one or m ore class B accounting clerks.

Class B . Under close supervision, follow ing detailed instructions and standardized p ro cedures, perform s one or m ore routine accounting c le r ica l operations, such as posting to ledgers , cards, or worksheets where identification o f items and locations o f postings are c lea r ly indicated; checking accuracy and completeness o f standardized and repetitive records or accounting documents; and coding documents using a few p rescribed accounting codes.

CLE RK, F ILE

F ile s , c la ss ifies , and re tr ieves m ateria l in an established filing system. May perform c ler ica l and manual tasks required to maintain files . Positions are c lassified into leve ls on the basis o f the follow ing definitions.

Class A . C lass ifies and indexes fi le m ateria l such as correspondence, reports, technical documents, etc., in an established filing system containing a number o f varied subject m atter file s . May also file this m ateria l. May keep records o f various types in conjunction with the file s . May lead a sm all group of low er le ve l f i le c lerks.

Class B . Sorts, codes, and files unclassified m ateria l by simple (subject matter) headings or partly c lassified m ateria l by finer subheadings. Prepares simple related index and c ross -re fe ren ce aids. As requested, locates c lea r ly identified m ateria l in files and fo r wards m ateria l. May perfo rm related c le r ica l tasks requ ired to maintain and service files .

Class C . Per fo rm s routine filing o f m ateria l that has already been classified or which is easily c lass ified in a simple ser ia l c lassification system (e.g ., alphabetical, chronological, o r num erical). As requested, locates read ily available m ateria l in files and forwards m ateria l; and may f i l l out withdrawal charge. May perform simple c le r ica l and manual tasks required to maintain and serv ice files .

CLE R K , ORDER

R eceives custom ers' orders for m ateria l o r merchandise by m ail, phone, or personally. Duties involve any combination o f the fo llow ing: Quoting prices to customers; making out an order sheet listing the item s to make up the order; checking prices and quantities of items on order sheet; and distributing o rder sheets to respective departments to be filled . May check with credit department to determ ine cred it rating o ( customer, acknowledge receip t of orders from customers, fo llow up orders to see that they have been filled , keep file o f orders received , and check shipping invoices with original o rders.

CLE RK, P A Y R O L L

Computes wages of company em ployees and enters the necessary data on the payroll sheets. Duties involve: Calculating w orkers ' earnings based on tim e or production records; and posting calculated data on payroll sheet, showing information such as w orker 's name, working days, tim e, rate, deductions fo r insurance, and total wages due. May make out paychecks and assist paym aster in making up and distributing pay envelopes. May use a calculating machine.

NOTE: The Bureau has discontinued collecting data fo r o ile rs and plumbers.

2 5


2 6

CO M PTO M ETER O PER ATO R

P r im a ry duty is to operate a Comptometer to perform mathematical computations. This job is not to be confused with that o f statistical o r other type o f clerk, which may involve f r e quent use of a Com ptom eter but, in which, use o f this machine is incidental to perform ance of other duties.

KEYPU NCH O PER ATO R

Operates a keypunch machine to record or v e r ify alphabetic and/or numeric data on tabulating cards or on tape.

Positions are c lassified into leve ls on the basis o f the follow ing definitions.

Class A . Work requ ires the application o f experience and judgment in selecting procedures to be followed and in searching fo r , in terpreting, selecting, or coding item s to be keypunched from a va rie ty o f source documents. On occasion may also perform some routine keypunch work. M ay train inexperienced keypunch operators.

Class B . Work is routine and repetitive. Under close supervision o r follow ing specific procedures or instructions, works from various standardized source documents which have been coded, and follows specified procedures which have been prescribed in detail and requ ire litt le or no selecting, coding, o r in terpreting o f data to be recorded. R efers to supervisor problem s aris ing from erroneous item s or codes or m issing information.

MESSENGER (O ffice Boy or G irl)

P erfo rm s various routine duties such as running errands, operating m inor o ffice m achines such as sea lers or m a ile rs , opening and distributing m ail, and other m inor c le r ica l work. Exclude positions that requ ire operation o f a m otor veh icle as a significant duty.

SECRETARY

Assigned as personal secretary , norm ally to one individual. Maintains a close and highly responsive relationship to the day-to-day work o f the supervisor. Works fa ir ly independently r e ceiv ing a minimum of detailed supervision and guidance. P er fo rm s varied c le r ica l and secretaria l duties, usually including most o f the fo llow ing:

a. R eceives telephone ca lls , personal ca lle rs , and incoming m ail, answers routine in qu iries, and routes technical inquiries to the proper persons;

b. Establishes, maintains, and revises the supervisor's files ;

c. Maintains the su pervisor's calendar and makes appointments as instructed;

d. Relays m essages from supervisor to subordinates;

e. Reviews correspondence, memorandums, and reports prepared by others for the supervisor's signature to assure procedural and typographic accuracy;

f. P erfo rm s stenographic and typing work.

May also perform other c le r ica l and secretaria l tasks of comparable nature and difficu lty. The work typ ically requ ires knowledge of o ffice routine and understanding of the organization, program s, and procedures related to the work of the supervisor.

Exclusions

Not a ll positions that are titled "s e c re ta ry " possess the above characteris tics. Examples o f positions which are excluded from the definition are as follows:

a. Positions which do not m eet the "persona l” secretary concept described above;

b. Stenographers not fully trained in secreta ria l type duties;

c. Stenographers serving as o ffice assistants to a group o f professional, technical, or m anagerial persons;

d. Secretary positions in which the duties are either 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 d ifficu lt or m ore responsible technical, adm inistrative, supervisory, or specia lized c le r ica l duties which are not typical of sec reta ria l work.

SECRE TARY— Continued

NO TE : The term "corporate o fficer , " used in the leve l definitions follow ing, re fe rs to those o ffic ia ls who have a significant corporate-w ide policym aking ro le with regard to m ajor company activ ities . The tit le "v ice president, " though norm ally indicative o f this ro le, does not in a ll cases identify such positions. V ice presidents whose prim ary responsib ility is to act p ersonally on individual cases or transactions (e .g ., approve o r deny individual loan or cred it actions; adm inister individual trust accounts; d irec tly supervise a c le r ica l staff) are not considered to be "corporate o ffic e rs " fo r purposes o f applying the follow ing leve l defin itions.

C lass A

1. S ecretary to the chairman of the board or president o f a company that em ploys, in a ll, over 100 but few er than 5,000 persons; or

2. S ecretary to a corporate o ffic e r (other than the chairman o f the board or president) o f a company that em ploys, in all, o ver 5,000 but few er than 25,000 persons; or

3. Secretary to the head, im m ediately below the corporate o ffic e r leve l, o f a m ajor segment or subsidiary o f a company that em ploys, in a ll, over 25,000 persons.

Class B

1. Secretary 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. Secretary to a corporate o ffic e r (other than the chairman of the board or president) o f a company that em ploys, in a ll, over 100 but few er than 5,000 persons; or

3. S ecretary to the head, im m ediately below the o ffic e r le v e l, o ver either a m ajor corporate-w ide functional activity (e .g ., m arketing, research , operations, industrial re la - tions, etc.) or~a m ajor geographic or organizational segment (e .g ., a regional headquarters: a m ajor d ivision ) o f a company that em ploys, in a ll, over 5,000 but few er than 25,000 em ployees; or

4. Secretary to the head o f an individual plant, factory , etc. (o r other equivalent leve l o f o ffic ia l) that em ploys, in a ll, o ver 5,000 persons; or

5. Secretary to the head of a large and important organizational segment (e .g ., a middle management supervisor o f an organizational segment often involving as many as severa l hundred persons) or a company that em ploys, in a ll, o ver 25,000 persons.

Class C

1. Secretary to an executive or m anagerial person whose responsib ility is not equivalent to one o f the specific leve l situations in the definition fo r class B, but whose organizational unit norm ally numbers at least severa l dozen em ployees and is usually divided into organ izational segments which are often, in turn, further subdivided. In some companies, this leve l includes a wide range o f organizational echelons; in others, only one or two; or

2. Secretary to the head of an individual plant, factory, etc. (o r other equivalent le ve l o f o ffic ia l) that em ploys, in a ll, few er than 5,000 persons.

Class D

1. Secretary to the supervisor or head o f a sm all organizational unit (e .g ., few er than about 25 or 30 persons); or

2. Secretary to a nonsupervisory staff specia list, professional em ployee, adm inistrative o ffic e r , o r assistant, skilled technician or expert. (NOTE: Many companies assignstenographers, rather than secretaries as described above, to this le ve l of supervisory or nonsupervisory w orker.)

STENOGRAPHER

P rim a ry duty is to take dictation using shorthand, and to transcribe the dictation. May also type from written copy. May operate from a stenographic pool. May occasionally transcribe from vo ice recordings ( i f p r im ary duty is transcrib ing from recordings, see Transcribing-M achine Operator, General).

NO TE : This job is distinguished from that o f a secretary in that a secretary norm ally works in a confidential relationship with only one manager o r executive and perform s m ore responsible and d iscretionary tasks as described in the secreta ry job definition.

Stenographer, General

Dictation involves a normal routine vocabulary. May maintain file s , keep simple records, or perform other re la tive ly routine c le r ica l tasks.


2 7

STENOGRAPHER— Continued

Stenographer, Senior

Dictation involves a varied technical o r specia lized vocabulary such as in legal briefs o r reports on scientific research . May also set up and maintain files , keep records, etc.

OR

Perfo rm s stenographic duties requiring significantly grea ter independence and responsib ility than stenographer, general, as evidenced by the follow ing: Work requ ires a highdegree o f stenographic speed and accuracy: a thorough working knowledge o f general business and o ffice procedure; and of the specific business operations, organization, po lic ies, p rocedures, file s , workflow , etc. Uses this knowledge in perform ing stenographic duties and responsible c le r ica l tasks such as maintaining followup files ; assembling m ateria l fo r reports, memorandums, and le tters ; composing simple letters from general instructions; reading and routing incoming m ail; and answering routine questions, etc.

SWITCHBOARD O PERATOR

Class A . Operates a single- or multiple-position telephone switchboard handling incoming, outgoing, intraplant o r o ffice calls. Perfo rm s full telephone information serv ice or handles complex ca lls, such as conference, co llect, overseas, or s im ilar cafls, either in addition to doing routine work as described fo r switchboard operator, class B, or as a fu ll-tim e assignment. ( "F u ll" telephone information serv ice occurs when the establishment has varied functions that are not read ily understandable fo r telephone information purposes, e.g ., because o f overlapping or in terrelated functions, and consequently present frequent problems as to which extensions are appropriate fo r ca lls .)

Class B . Operates a single- or multiple-position telephone switchboard handling incoming, outgoing, intraplant or o ffice ca lls. May handle routine long distance calls and record to lls . May perfo rm lim ited telephone information serv ice . ("L im ited " telephone information serv ice occurs i f the functions o f the establishment serviced are read ily understandable fo r telephone information purposes, or i f the requests are routine, e.g ., giving extension numbers when specific names are furnished, o r i f complex calls are re fe rred to another operator.)

These classifications do not include switchboard operators in telephone companies who assist customers in placing calls.

SWITCHBOARD O PER ATO R-REC EPTIO NIST

In addition to perform ing duties o f operator on a single-position or m onitor-type switchboard, acts as receptionist and may also type or perform routine c le r ica l work as part o f regular duties. This typing or c le r ica l work may take the m ajor part o f this w orker 's tim e while at switchboard.

TABU LATING -M ACH INE OPERATOR (E lec tr ic Accounting Machine Operator)

Operates one or a variety o f machines such as the tabulator, calculator, co lla tor, in terp reter, sorter, reproducing punch, etc. Excluded from this definition are working supervisors. A lso excluded are operators o f e lectron ic d igital computers, even though they may also operate EAM equipment.

TABU LATING -M ACH INE OPERATOR (E lec tr ic Accounting Machine Operator)— Continued

Positions are classified into leve ls on the basis of the follow ing definitions.

Class A . P er fo rm s complete reporting and tabulating assignments including devising difficu lt control panel w iring under general supervision. Assignments typ ically involve a variety o f long and complex reports which often are irregu la r or nonrecurring, requiring some planning o f the nature and sequencing of operations, and the use o f a variety o f m achines. Is typ ically involved in training new operators in machine operations or training lower leve l operators in w iring from diagram s and in the operating sequences o f long and complex reports. Does not include positions in which w iring responsib ility is lim ited to selection and insertion o f prew ired boards.

Class B . Perfo rm s work according to established procedures and under specific in structions. Assignments typically involve complete but routine and recurring reports or parts o f la rg e r and m ore complex reports. Operates m ore difficu lt tabulating o r e lec tr ica l accounting machines such as the tabulator and calculator, in addition to the sim pler machines used by class C operators. May be required to do some w iring from diagram s. May train new em ployees in basic machine operations.

Class C . Under specific instructions, operates simple tabulating or e lec tr ica l accounting machines such as the sorter, in terpreter, reproducing punch, co lla to r, etc. Assignments typ ically involve portions o f a work unit, fo r example, individual sorting or collating runs, or repetitive operations. May perform simple w iring from diagram s, and do some filing work.

TRANSCRIB ING-M ACHINE O PERATOR, G ENERAL

Prim ary duty is to transcribe dictation involving a normal routine vocabulary from transcrib ing-m achine records. May also type from written copy and do sim ple c le r ica l work. W orkers transcrib ing dictation involving a varied technical or specia lized vocabulary such as legal brie fs o r reports on scientific research are not included. A worker who takes dictation in shorthand or by Stenotype or sim ilar machine is c lassified as a stenographer.

TYP IS T

Uses a typew riter to make copies o f various m ateria ls or to make out b ills a fter calculations have been made by another person. May include typing o f stencils, mats, or s im ilar m ater ia ls fo r use in duplicating processes. May do c le r ica l work involving little special training, such as keeping sim ple records, filin g records and reports, o r sorting and distributing incoming m ail.

Class A . P erfo rm s one or m ore o f the fo llow ing: Typing m ateria l in final form when it involves combining m ateria l from severa l sources; or responsib ility fo r correct spelling, syllabication, punctuation, etc., of technical or unusual words or foreign language m ateria l; or planning layout and typing of complicated statistical tables to maintain uniform ity and balance in spacing. May type routine form le tters , varying details to suit circumstances.

Class B . Perfo rm s one or m ore o f the fo llow ing: Copy typing from rough or c lear drafts; o r routine typing o f form s, insurance po lic ies , etc.; o r setting up simple standard tabulations; or copying m ore complex tables already set up and spaced properly.

P R O F E S S IO N A L A N D T E C H N IC A L

COM PUTER O PERATOR

Monitors and operates the control console o f a d igital computer to process data according to operating instructions, usually prepared by a program er. Work includes most of the fo llow ing: Studies instructions to determ ine equipment setup and operations; loads equipment with required item s (tape ree ls , cards, etc.); switches necessary auxiliary equipment into circu it, and starts and operates computer; makes adjustments to computer to co rrec t operating problem s and m eet special conditions; review s e rro rs made during operation and determ ines cause or re fe rs problem to supervisor o r program er; and maintains operating records. May test and assist in correcting program .

For wage study purposes, computer operators are c lassified as follows:

Class A . Operates independently, o r under only general direction, a computer running program s with most o f the follow ing characteris tics: New program s are frequently testedand introduced; scheduling requirements are of c r itica l importance to m in im ize downtime; the program s are o f complex design so that identification o f e r ro r source often requ ires a working knowledge of the total program , and alternate programs may not be available. May give direction and guidance to lower leve l operators.

Class B. Operates independently, o r under only general direction, a computer running program s with most of the follow ing characteris tics: Most o f the programs are established production runs, typ ically run on a regu larly recurring basis; there is little or no testing

COM PUTER OPERATOR— Continued

of new program s required; alternate program s are provided in case original program needs m ajor change or cannot be corrected within a reasonable tim e. In common erro r situations, diagnoses cause and takes correc tive action. This usually involves applying previously program ed co rrec tive steps, or using standard correction techniques.

OR

Operates under d irect supervision a computer running program s or segments of program s with the characteris tics described fo r class A . May assist a higher leve l operator by independently perform ing less d ifficu lt tasks assigned, and perform ing d ifficu lt tasks follow ing detailed instructions and with frequent rev iew of operations perform ed.

Class C . Works on routine program s under c lose supervision. Is expected to develop working knowledge o f the computer equipment used and ability to detect problems involved in running routine program s. Usually has received some form al training in computer operation. May assist higher leve l operator on complex program s.

COM PUTER PROGRAM ER, BUSINESS

Converts statements o f business problems, typ ically prepared by a systems analyst, into a sequence o f detailed instructions which are required to solve the problems by automatic data processing equipment. Working from charts or diagram s, the program er develops the precise instructions which, when entered into the computer system in coded language, cause the manipulation


2 8

COM PUTER PROGRAM ER, BUSINESS— Continued

of data to achieve des ired resu lts. Work involves most o f the fo llow ing: Applies knowledge ofcomputer capabilities, m athematics, logic employed by computers, and particu lar subject matter involved to analyze charts and diagram s of the problem to be programed; develops sequence of program steps; w rites detailed flow charts to show order in which data w ill be processed; converts these charts to coded instructions fo r machine to fo llow ; tests and corrects program s; prepares instructions fo r operating personnel during production run; analyzes, review s, and alters program s to increase operating e ffic ien cy or adapt to new requirements; maintains records of program development and revis ions. (NO TE: W orkers perform ing both systems analysis and p ro gram ing should be c la ss ified as systems analysts i f this is the sk ill used to determ ine their pay.)

Does not include em ployees p r im arily responsib le fo r the management or supervision of other e lectron ic data processing em ployees, or program ers p rim arily concerned with scientific and/or engineering problem s.

For wage study purposes, p rogram ers are c lassified as follows:

Class A . Works independently or under only general d irection on complex problem s which requ ire competence in a ll phases of program ing concepts and practices. Working from d iagrams and charts which identify the nature o f des ired resu lts, m ajor processing steps to be accomplished, and the relationships between various steps o f the problem solving routine; plans the full range o f program ing actions needed to effic ien tly u tilize the computer system in achieving desired end products.

At this le ve l, program ing is d ifficu lt because computer equipment must be organized to produce severa l in terre lated but d iverse products from numerous and d iverse data elem ents. A wide varie ty and extensive number of internal processing actions must occur. This requ ires such actions as development o f common operations which can be reused, establishment of linkage points between operations, adjustments to data when program requirements exceed computer storage capacity, and substantial manipulation and resequencing of data elements to fo rm a highly integrated program .

May provide functional d irection to low er leve l program ers who are assigned to assist.

Class B . Works independently o r under only general d irection on re la tive ly simple program s, or on simple segments o f com plex program s. Program s (or segments) usually process inform ation to produce data in two or three varied sequences o r form ats. Reports and listings are produced by refin ing, adapting, arraying, or making m inor additions to or deletions from input data which are read ily available. While numerous records may be processed, the data have been refined in p r io r actions so that the accuracy and sequencing o f data can be tested by using a few routine checks. Typ ica lly , the program deals with routine record-keeping type operations.

OR

Works on com plex program s (as described fo r class A ) under c lose d irection o f a higher leve l p rogram er or supervisor. May assist higher leve l program er by independently p e rform ing less d ifficu lt tasks assigned, and perform ing m ore d ifficu lt tasks under fa ir ly close direction.

May guide o r instruct lower leve l program ers.

Class C . Makes practical applications o f program ing practices and concepts usually learned in form al train ing courses. Assignm ents are designed to develop competence in the application o f standard procedures to routine problem s. R eceives close supervision on new aspects o f assignments; and work is review ed to v e r ify its accuracy and conformance with required procedures.

COM PUTER SYSTEMS A N A LYS T , BUSINESS

Analyzes business problem s to form ulate procedures fo r solving them by use o f electron ic data processing equipment. Develops a complete description o f a ll specifications needed to enable program ers to prepare requ ired d igital computer program s. Work involves most of the fo llow ing: Analyzes subject-m atter operations to be automated and identifies conditions and c r ite r ia required to achieve satisfactory results; specifies number and types of records, f ile s , and documents to be used; outlines actions to be perform ed by personnel and computers in sufficient detail for presentation to management and for program ing (typ ically this involves preparation of work and data flow charts); coordinates the development o f test problems and participates in tr ia l runs of new and revised system s; and recommends equipment changes to obtain m ore effective o vera ll operations. (NO TE: W orkers perform ing both systems analysis and program ing should be c la ssified as systems analysts i f this is the skill used to determ ine their pay.)

Does not include em ployees p r im arily responsible fo r the management or supervision o f other e lectron ic data processing em ployees, or systems analysts p rim arily concerned with scientific or engineering problem s.

For wage study purposes, systems analysts are classified as follows:

Class A . Works independently or under only general d irection on complex problems in volving all phases o f systems analysis. Problem s are complex because o f d iverse sources of input data and m ultip le-use requirem ents o f output data. (F o r example, develops an integrated production scheduling, inventory control, cost analysis, and sales analysis record in which

COM PUTER SYSTEMS A N A LYS T , BUSINESS— Continued

every item of each type is automatically processed through the fu ll system o f records and appropriate followup actions are initiated by the computer.) Confers with persons concerned to determ ine the data processing problem s and advises subject-m atter personnel on the im p lications o f new or rev ised systems of data processing operations. Makes recommendations, i f needed, for approval o f m ajor systems installations or changes and fo r obtaining equipment.

May provide functional d irection to low er leve l systems analysts who are assigned toas sist.

Class B . Works independently or under only general d irection on problem s that are re la tive ly uncomplicated to analyze, plan, program , and operate. Prob lem s are o f lim ited com plexity because sources o f input data are homogeneous and the output data are c losely re lated . (F o r example, develops systems fo r maintaining depositor accounts in a bank, maintaining accounts receivab le in a re ta il establishment, o r maintaining inventory accounts in a manufacturing or wholesale establishment.) Confers with persons concerned to determ ine the data processing problems and advises subject-m atter personnel on the implications o f the data processing systems to be applied.

OR

Works on a segment o f a complex data processing scheme or system , as described for class A. Works independently on routine assignments and rece ives instruction and guidance on complex assignments. Work is review ed fo r accuracy o f judgment, compliance with in structions, and to insure proper alinement with the overa ll system .

C lass C . Works under imm ediate supervision, carrying out analyses as assigned, usually o f a single activ ity. Assignments are designed to develop and expand practical experience in the application o f procedures and skills requ ired fo r systems analysis work. Fo r example, may assist a higher le v e l systems analyst by preparing the detailed specifications requ ired by program ers from inform ation developed by the higher le v e l analyst.

D RAFTSM AN

Class A . Plans the graphic presentation o f complex items having d istinctive design features that d iffe r significantly from established drafting precedents. Works in c lose support with the design orig inator, and may recommend m inor design changes. Analyzes the e ffe c t o f each change on the details o f form , function, and positional relationships o f com ponents and parts. Works with a minimum o f supervisory assistance. Completed work is review ed by design orig inator fo r consistency with p r io r engineering determ inations. May either prepare drawings, o r d irect their preparation by low er leve l draftsmen.

Class B . P er fo rm s nonroutine and complex drafting assignments that require the application o f m ost of the standardized drawing techniques regu larly used. Duties typ ica lly in vo lve such work as: P repares working drawings of subassemblies with irregu la r shapes,multiple functions, and p rec ise positional relationships between components; prepares arch itectural drawings fo r construction o f a building including detail drawings o f foundations, wall sections, floor plans, and roo f. Uses accepted form ulas and manuals in making necessary computations to determ ine quantities o f m ateria ls to be used, load capacities, strengths, s tresses, etc. R ece ives in itia l instructions, requ irem ents, and advice from supervisor. Completed work is checked fo r technical adequacy.

Class C . P repares detail drawings o f single units or parts fo r engineering, construction, manufacturing, o r repair purposes. Types of drawings prepared include isom etric projections (depicting three dimensions in accurate sca le) and sectional views to c la r ify positioning of components and convey needed information. Consolidates details from a number o f sources and adjusts or transposes scale as required. Suggested methods o f approach, applicable precedents, and advice on source m ateria ls are given with in itial assignments. Instructions are less complete when assignments recur. Work may be spot-checked during progress.

D RAFTSM AN- TRACER

Copies plans and drawings prepared by others by placing tracing cloth or paper over drawings and tracing with pen or pencil. (Does not include tracing lim ited to plans p r im arily consisting o f straight lines and a la rge scale not requ iring c lose delineation.)

AND/OR

Prepares sim ple o r repetitive drawings o f easily v isualized item s. Work is c lose ly supervised during p rogress .

ELEC TRO N IC TECHNICIAN

Works on various types of e lectron ic equipment or systems by perform ing one or m ore of the follow ing operations: M odifying, installing, repairing, and overhauling. These operations requ ire the perform ance of most o r a ll o f the follow ing tasks: Assem bling, testing, adjusting,calibrating, tuning, and alining.

Work is nonrepetitive and requires a knowledge o f the theory and practice of e lectron ics pertaining to the use o f general and specia lized electron ic test equipment; trouble analysis; and the operation, relationship, and alinement o f electron ic system s, subsystems, and circu its having a varie ty o f component parts.


2 9

ELECTRO NIC TECHNICIAN— Continued

E lectron ic equipment or systems worked on typ ica lly include one or m ore of the fo llow ing: Ground, veh icle, or a irborne radio communications system s, re lay systems, navigation aids; a irborne or ground radar systems; radio and televis ion transm itting or recording system s; e le c tronic computers; m is s ile and spacecraft guidance and control system s; industrial and m edical measuring, indicating and controlling devices; etc.

(Exclude production assem blers and tes ters , craftsm en, draftsmen, designers, engineers, and repairm en of such standard electron ic equipment as o ffice machines, radio and televis ion receiv ing sets .)

NURSE, IND U STR IAL (R eg istered )

A reg istered nurse who gives nursing serv ice under general m edical direction to i l l or injured em ployees or other persons who become i l l or suffer an accident on the prem ises o f a factory or other establishment. Duties involve a combination of the fo llow ing; Giving fir s t aid to the i l l or injured; attending to subsequent dressing of em ployees' in juries; keeping records of patients treated; preparing accident reports fo r compensation or other purposes; assisting in physical examinations and health evaluations of applicants and em ployees; and planning and ca rry ing out program s involving health education, accident prevention, evaluation of plant environment, or other activ ities affecting the health, w e lfa re , and safety of a ll personnel. Nursing supervisors or head nurses in establishments employing m ore than one nurse are excluded.

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 PE N TE R , M AINTENANCE

P erfo rm s the carpentry duties necessary to construct and maintain in good repair building woodwork and equipment such as bins, cribs, counters, benches, partitions, doors, floors , sta irs, casings, and tr im made of wood in an establishment. Work involves most of the fo llow ing: Planning and laying out of work from blueprints, drawings, m odels, or verbal instructions; using a varie ty o f carpenter's handtools, portable power tools, and standard measuring instruments; m aking standard shop computations relating to dimensions of work; and selecting m ateria ls necessary fo r the work. In general, the work of the maintenance carpenter requires rounded training and experience usually acquired through a form al apprenticeship or equivalent training and experience.

E LE C TR IC IAN , M AINTENANCE

P erfo rm s a varie ty of e lec tr ica l trade functions such as the installation, maintenance, or repa ir of equipment fo r the generation, distribution, or utilization of e lec tr ic energy in an establishment. Work involves most o f the fo llow ing: Installing or repairing any of a varie ty of e le c tr ica l equipment such as generators, transform ers, switchboards, contro llers, circu it b reakers , m otors, heating units, conduit system s, or other transm ission equipment; working from blueprints, drawings, layouts, or other specifications; locating and diagnosing trouble in the e lec tr ica l system or equipment; working standard computations relating to load requirements of w iring or e lec tr ica l equipment; and using a varie ty of e lec tr ic ian 's handtools and measuring and testing instruments. In general, the work of the maintenance e lectric ian requires rounded training and experience usually acquired through a form al apprenticeship or equivalent training and experience.

ENGINEER, STATIO NAR Y

Operates and maintains and may also supervise the operation of stationary engines and equipment (mechanical or e le c tr ica l) to supply the establishment in which employed with power, heat, re frigera tion , or air-condition ing. Work involves: Operating and maintaining equipmentsuch as steam engines, a ir com pressors , generators, m otors, turbines, ventilating and r e fr ig erating equipment, steam bo ilers and bo ile r-fed water pumps; making equipment repairs; and keeping a record of operation of machinery, tem perature, and fuel consumption. May also supervise these operations. Head or chief engineers in establishments employing m ore than one engineer are excluded.

FIREM AN , STATIO N AR Y BOILERF ire s stationary bo ilers to furnish the establishment in which employed with heat, power,

or steam. Feeds fuels to fire by hand or operates a mechanical stoker, gas, or o il burner; and checks water and safety valves. May clean, o il, or assist in repairing bo ilerroom equipment.

H E LPE R , M AINTENANCE TRADES

Assists one or m ore workers in the skilled maintenance trades, by perform ing specific or general duties of le ss e r skill, such as keeping a w orker supplied with m aterials and tools; cleaning working area, machine, and equipment; assisting journeyman by holding m aterials or tools; and perform ing other unskilled tasks as d irected by journeyman. The kind of work the helper is perm itted to perform varies from trade to trade: In some trades the helper is confined to supplying, lifting, and holding m aterials and tools, and cleaning working areas; and in others he is perm itted to perform specia lized machine operations, or parts of a trade that are also perform ed by workers on a fu ll-tim e basis.

M ACH INE-TO O L OPERATO R, TOOLROOM

Specializes in the operation of one or m ore types of machine tools, such as jig borers, cy lindrica l or surface grinders, engine lathes, or m illing machines, in the construction of machine-shop tools, gages, jigs , fixtures, or dies. Work involves most of the fo llow ing: Planningand perform ing d ifficu lt machining operations; processing items requiring complicated setups or a high degree o f accuracy; using a varie ty of precision measuring instruments; selecting feeds, speeds, tooling, and operation sequence; and making necessary adjustments during operation to achieve requ isite tolerances or dimensions. May be required to recognize when tools need dressing, to dress too ls, and to select proper coolants and cutting and lubricating o ils . For cross-industry wage study purposes, m achine-tool operators, too lroom , in tool and die jobbing shops are excluded from this classification .

M ACHINIST, M AINTENANCE

Produces replacement parts and new parts in making repairs o f m etal parts of mechanical equipment operated in an establishment. Work involves most of the fo llow ing: Interpreting written instructions and specifications; planning and laying out of work; using a varie ty o f machinist's handtools and precision measuring instruments; setting up and operating standard machine tools; shaping of m etal parts to close tolerances; making standard shop computations relating to dimensions of work, tooling, feeds, and speeds of machining; knowledge of the working properties of the common m etals; selecting standard m ateria ls , parts, and equipment required fo r his work; and fitting and assembling parts into mechanical equipment. In general, the machinist's work norm ally requ ires a rounded training in machine-shop practice usually acquired through a form al apprenticeship or equivalent training and experience.

M ECHANIC, AU TO M O TIVE (Maintenance)

Repairs automobiles, buses, motortrucks, and tractors of an establishment. Work in volves most of the fo llow ing: Examining automotive equipment to diagnose source of trouble; d isassembling equipment and perform ing repairs that involve the use of such handtools as wrenches, gages, d r ills , or specia lized equipment in disassembling or fitting parts; replacing broken or defective parts from stock; grinding and adjusting va lves ; reassem bling and installing the various assem blies in the veh icle and making necessary adjustments; and alining wheels, adjusting brakes and lights, or tightening body bolts. In general, the work of the automotive mechanic requires rounded training and experience usually acquired through a form al apprenticeship or equivalent training and experience.

This c lassification does not include mechanics who repair custom ers' veh icles in autom obile repair shops.

M ECHANIC, M AINTENANCE

Repairs machinery or mechanical equipment of an establishment. Work involves most of the fo llow ing: Examining machines and mechanical equipment to diagnose source of trouble;dismantling or partly dismantling machines and perform ing repairs that m ainly involve the use of handtools in scraping and fitting parts; replacing broken or defective parts with items obtained from stock; ordering the production of a replacement part by a machine shop or sending of the machine to a machine shop fo r m ajor repairs; preparing written specifications fo r major repairs or fo r the production of parts ordered from machine shop; reassembling machines; and making all necessary adjustments fo r operation. In general, the work of a maintenance mechanic requires rounded training and experience usually acquired through a form al apprenticeship or equivalent training and experience. Excluded from this classification are workers whose prim ary duties involve setting up or adjusting machines.

M ILLW RIG H T

Installs new machines or heavy equipment, and dismantles and installs machines or heavy equipment when changes in the plant layout are required. Work involves most of the fo llow ing: Planning and laying out of the work; interpreting blueprints or other specifications; using a variety of handtools and rigging; making standard shop computations relating to stresses, strength of m ateria ls , and centers of gravity; alining and balancing of equipment; selecting standard tools, equipment, and parts to be used; and installing and maintaining in good os:der power transmission equipment such as drives and speed reducers. In general, the m illw righ t's work norm ally requires a rounded training and experience in the trade acquired through a form al apprenticeship or equivalent training and experience.

PA IN TE R , M AINTENANCE

Paints and redecorates w alls, woodwork, and fixtures of an establishment. Work involves the fo llow ing: Knowledge of surface pecu liarities and types of paint required for different applications; preparing surface fo r painting by removing old finish or by placing putty or fi l le r in nail


3 0

P A IN TE R , M A IN TE N AN CE — Continued

holes and in terstices ; and applying paint with spray gun or brush. May m ix co lors, o ils , white lead, and other paint ingredients to obtain proper co lor o r consistency. In general, the work of the maintenance painter requ ires rounded training and experience usually acquired through a form al apprenticeship o r equivalent training and experience.

P IP E F IT T E R , M AINTENANCE

Installs or repairs water, steam, gas, or other types of pipe and pipefittings in an establishment. Work involves m ost o f the fo llow ing; Laying out o f work and measuring to locate position of pipe from drawings or other w ritten specifications; cutting various sizes of pipe to co rrec t lengths with ch isel and hammer or oxyacetylene torch or pipe-cutting machines; threading pipe with stocks and dies; bending pipe by hand-driven or pow er-driven machines; assembling pipe with couplings and fastening pipe to hangers; making standard shop computations relating to pressu res, flow , and s ize o f pipe requ ired; and making standard tests to determ ine whether fin ished pipes m eet specifications. In general, the work o f the maintenance p ipefitter requ ires rounded train ing and experience usually acquired through a form al apprenticeship o r equivalent tra in ing and experience. W orkers p r im arily engaged in installing and repairing building sanitation or heating systems are excluded.

S H E E T-M E TA L WORKER, M AINTENANCE

Fabricates, installs , and maintains in good repair the sheet-m etal equipment and fixtures (such as machine guards, grease pans, shelves, lockers, tanks, ventilators, chutes, ducts, metal roofing) o f an establishment. Work involves most o f the fo llow ing; Planning and laying out a ll types o f sheet-m etal maintenance work from blueprints, m odels, or other specifications; setting

S H E E T-M E TA L WORKER, M AINTENANCE— Continued

up and operating a ll available types o f sheet-metal working machines; using a va rie ty o f handtools in cutting, bending, form ing, shaping, fitting, and assembling; and installing sheet-metal a rticles as required. In general, the work o f the maintenance sheet-m etal w orker requires rounded training and experience usually acquired through a form al apprenticeship or equivalent training and experience.

TO O L AND DIE M AKER

(Die m aker; j ig maker; too l maker; fixture m aker; gage m aker)

Constructs and repairs machine-shop too ls, gages, jigs ,' fixtures or dies fo r forgings, punching, and other m eta l-fo rm ing work. Work involves m ost of the fo llow ing: Planning andlaying out of work from m odels, blueprints, drawings, or other o ra l and written specifications; using a va rie ty o f tool and die m aker's handtools and precision measuring instruments; understanding o f the working properties of common metals and alloys; setting up and operating o f machine tools and related equipment; making necessary shop computations relating to dimensions o f work, speeds, feeds, and tooling o f machines; heat-treating o f m etal parts during fabrication as well as of finished tools and dies to achieve requ ired qualities; working to c lose tolerances; fitting and assembling o f parts to p rescribed tolerances and allowances; and selecting appropriate m ateria ls , too ls, and p rocesses. In general, the tool and die m aker's work requ ires a rounded training in machine-shop and toolroom practice usually acquired through a form al apprenticeship o r equivalent training and experience.

Fo r cross-industry wage study purposes, tool and die m akers in tool and die jobbing shops are excluded from this classification .

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

GUARD AND W ATCHM AN

Guard. P er fo rm s routine po lice duties, either at fixed post or on tour, maintaining order, using arm s or fo rce where necessary. Includes gatemen who are stationed at gate and check on identity o f em ployees and other persons entering.

Watchman. Makes rounds o f p rem ises period ica lly in protecting property against fire , theft, and illega l entry.

JANITOR, PO RTER, OR CLEANER

(Sweeper; charwoman; jan itress)

Cleans and keeps in an o rd er ly condition factory working areas and washrooms, or p rem ises o f an o ffic e , apartment house, or com m ercia l or other establishment. Duties involve a combination o f the fo llow ing: Sweeping, mopping or scrubbing, and polishing floors ; removing chips, trash, and other refuse; dusting equipment, furniture, or fixtures; polishing m etal fix tures or trim m ings; provid ing supplies and m inor maintenance serv ices ; and cleaning lavatories, showers, and restroom s. W orkers who specia lize in window washing are excluded.

LABORER, M A T E R IA L HANDLING

(Loader and unloader; handler and stacker; shelver; trucker; stockman or stock helper; warehouseman or warehouse helper)

A worker employed in a warehouse, manufacturing plant, store, or other establishment whose duties involve one or m ore o f the fo llow ing: Loading and unloading various m ateria ls and merchandise on or from freight cars, trucks, or other transporting devices; unpacking, shelving, o r placing m ateria ls o r merchandise in proper storage location; and transporting m ateria ls or merchandise by handtruck, car, or wheelbarrow . Longshoremen, who load and unload ships are excluded.

ORDER F IL L E R

(O rder p icker; stock selector; warehouse stockman)

F ills shipping or transfer orders fo r finished goods from stored merchandise in accordance with specifications on sales slips, custom ers' orders , or other instructions. May, in addition to fillin g o rders and indicating item s filled o r omitted, keep records o f outgoing o rders, requ isition additional stock or report short supplies to supervisor, and perform other re lated duties.

PACKER, SH IPPING

Prepares finished products for shipment or storage by placing them in shipping conta iners, the specific operations perform ed being dependent upon the type, s ize, and number o f units to be packed, the type o f container employed, and method o f shipment. Work requ ires the placing o f item s in shipping containers and may involve one or m ore of the fo llow ing; Knowledge o f various item s o f stock in order to v e r ify content; selection o f appropriate type

PACK ER, SHIPPING— Continued

and size o f container; inserting enclosures in container; using exce ls io r o r other m ateria l to prevent breakage or damage; closing and sealing container; and applying labels or entering identifying data on container. Packers who also make wooden boxes or crates are excluded. SH IPPING AND RECEIVING CLE RK

Prepares m erchandise fo r shipment, or rece ives and is responsib le fo r incoming shipments of merchandise or other m ateria ls . Shipping work in volves: A knowledge of shipping procedures, practices, routes, available means o f transportation, and rates; and preparing records o f the goods shipped, making up bills of lading, posting weight and shipping charges, and keeping a file o f shipping records. May d irect o r assist in preparing the merchandise fo r shipment. R eceiving work in vo lves : V erify in g or d irecting others in ver ify in g the correctness of shipments against bills of lading, invoices, or other records; checking fo r shortages and re jecting damaged goods: routing merchandise or m ateria ls to proper departments; and maintaining necessary records and file s .

Fo r wage study purposes, workers are c lass ified as follows:

R eceiving c lerkShipping clerkShipping and receiv ing clerk

TRUCKDRIVER

Drives a truck within a city o r industrial area to transport m ateria ls , merchandise, equipment, or men between various types of establishments such as: Manufacturing plants, freight depots, warehouses, wholesale and reta il establishments, o r between re ta il establishments and custom ers' houses o r places o f business. May also load or unload truck with or without helpers, make m inor mechanical repa irs, and keep truck in good working order. D river-sa lesm en and over-th e-road d r ivers are excluded.

Fo r wage study purposes, truckdrivers are c lass ified by s ize and type o f equipment, as follows: (T ra c to r - tra ile r should be rated on the basis o f t ra ile r capacity.)

T ruckdriver (combination o f s izes listed separately)T ruckdriver, light (under IV2 tons)T ruckdriver, medium (IV 2 to and including 4 tons)Truckdriver, heavy (o ver 4 tons, t ra ile r type)T ruckdriver, heavy (over 4 tons, other than tra ile r type)

TRUCKER, POWER

Operates a manually controlled gasoline- or e lectric-pow ered truck or tractor to transport goods and m ateria ls of a ll kinds about a warehouse, manufacturing plant, or other establishment.

For wage study purposes, workers are c lassified by type o f truck, as follows:

Trucker, power (fo rk lift)T rucker, power (other than fo rk lift)

☆ U. S. GOVERNMENT PRINTING OFFICE; 1972“ 745- 104/70Digitized for FRASER http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis

A rea W age Surveys

A list of the latest available bulletins is presented below. A d irectory of area wage studies including more lim ited studies conducted at the request of the Employment Standards Administration of the Department of Labor is available on request. Bulletins may be purchased from the Superintendent of Documents, U.S. Government Printing O ffice, Washington, D.C., 20402, or from any of the BLS regional sales offices shown on the inside front cover.

Bulletin numberArea and price

Akron, Ohio, July 1971 1---------------------------------------- 1685-87, 40 centsAlbany—Schenectady—Troy, N .Y ., Mar. 1971 1---------- 1685-54, 35 centsAlbuquerque, N. M ex., Mar. 1971_____ _______________ 1685-58, 30 centsAllentown—Bethlehem—Easton, Pa.—N.J., May 1971— 1685-75, 30 centsAtlanta, Ga., May 1971________________________________ 1685-69, 40 centsBaltimore, Md., Aug. 1971 ------------------------------------ 1725-16, 35 centsBeaumont—Port Arthur—Orange, Tex., May 1971 1---- 1685-68, 35 centsBinghamton, N .Y., July 1971 1 ------------------------------- 1725-6, 35 centsBirmingham, A la., Mar. 1971 1 ----------------------------- 1685-63, 40 centsBoise City, Idaho, Nov. 1971--------------------------------- 1725-27, 30 centsBoston, Mass., Aug. 1971-------------------------------------- 1725-11, 40 centsBuffalo, N .Y., Oct. 1971_______________________________ 1725-34, 45 centsBurlington, Vt., Dec. 1971------------------------------------- 1725-25, 25 centsCanton, Ohio, May 1971_______________________________ 1685-71, 30 centsCharleston, W. Va., Mar. 1971________________________ 1685-57, 30 centsCharlotte, N.C., Jan. 1971_____________________________ 1685-48, 30 centsChattanooga, Tenn.—Ga., Sept. 1971------------------------ 1725-14, 30 centsChicago, 111., June 1971 1 -------------------------------------- 1685-90, 70 centsCincinnati, Ohio—Ky.—Ind., Feb. 1971 1 -------------------- 1685-53, 45 centsCleveland, Ohio, Sept. 1971 ----------------------------------- 1725-17, 40 centsColumbus, Ohio, Oct. 1971 ------------------------------------ 1725-19, 30 centsDallas, Tex., Oct. 1971________________________________ 1725-26, 35 centsDavenport-Rock Island—Moline, Iowa—111.,

Feb. 1971______________________________________________ 1685-51, 30 centsDayton, Ohio, Dec. 19711_______________________ ______ 1725-36, 35 centsDenver, Colo., Dec. 1971 1____________ __________-____ 1725-44, 35 centsDes Moines, Iowa, May 1971__________________________ 1685-70, 30 centsDetroit, Mich., Feb. 1971 1____________________________ 1685-77, 50 centsFort Worth, Tex., Oct. 1971__________________________ 1725-21, 30 centsGreen Bay, W is., July 1971 ---------------------------------- 1725-3, 30 centsGreenville, S.C., May 1971 1__________________________ 1685-78, 35 centsHouston, Tex., Apr. 1971 1 ____________________________ 1685-67, 50 centsIndianapolis, Ind., Oct. 1971___________________________ 1725-23, 30 centsJackson, M iss., Jan. 1972------------------------------------- 1725-38, 30 centsJacksonville, F la., Dec. 1971--------------------------------- 1725-39, 30 centsKansas City, Mo.-Kans., Sept. 1971 ----------------------- 1725-18, 35 centsLawrence—Haverhill, Mass.—N.H., June 1971 ---------- 1685-83, 30 centsL ittle Rock—North Little Rock, Ark., July 1971------- 1725-4, 30 centsLos Angeles—Long Beach and Anaheim—Santa Ana-

Garden Grove, Calif., Mar. 1971 1 ----------------------- 1685-66, 50 centsLouisville, Ky.—Ind., Nov. 1971 1--------------------------- 1725-29, 35 centsLubbock, Tex., Mar. 1971_____________________________ 1685-60, 30 centsManchester, N.H., July 1971--------------------------------- 1725-2, 30 centsMemphis, Tenn.—A rk ., Nov. 1971 1------------------------- 1725-40, 35 centsMiami, F la., Nov. 1971----------------------------------------- 1725-28, 30 centsMidland and Odessa, Tex., Jan. 1972 1-------------------- 1725-37, 30 centsMilwaukee, W is., May 1971___________________________ 1685-76, 35 centsMinneapolis—St. Paul, Minn., Jan. 1971_______________ 1685-44, 40 cents

Bulletin numberArea and price

Muskegon—Muskegon Heights, Mich., June 1971______ 1685-82, 30 centsNewark and Jersey City, N.J., Jan. 1971____________ 1685-47, 40 centsNew Haven, Conn., Jan. 1972 1----------------------------- 1725-41, 35 centsNew Orleans, La., Jan. 1972-------------------------------- 1725-35, 30 centsNew York, N .Y., Apr. 1971___________________________ 1685-89, 65 centsNorfolkHPortsmouth and Newport News—

Hampton, Va ., Jan. 1972------------------------------------ 1725-42, 30 centsOklahoma City, Okla., July 1971 1___________________ 1725-8, 35 centsOmaha, Nebr.—Iowa, Sept. 1971 1 -------------------------- 1725- 13, 35 centsPaterson—Clifton—Passaic, N.J., June 1971_________ 1685-84, 35 centsPhiladelphia, Pa.—N. J ., Nov. 1970------------------------- 1685-34, 50 centsPhoenix, A r iz . , June 1971____________________________ 1685-86, 30 centsPittsburgh, Pa., Jan. 1971 1--------------------------------- 1685-49, 50 centsPortland, Maine, Nov. 1971 1________________________ 1725-22, 35 centsPortland, Oreg.—Wash., May 1971___________________ 1685-85, 35 centsProvidence—Pawtucket—Warwick, R.I.—M ass.,

May 1971 1 -------------------------------------------------------- 1685-80, 40 centsRaleigh, N.C., Aug. 1971_____________________________ 1725-5, 30 centsRichmond, Va., Mar. 1971—--------------------------------- 1685-62, 30 centsRochester, N .Y. (office occupations only),

July 1971 1 ____________________________________________ 1725-7, 35 centsRockford, 111., May 1971_____________________________ 1685-79, 30 centsSt. Louis, Mo.—111., Mar. 1971 1______________________ 1685-65, 50 centsSalt Lake City, Utah, Nov. 1971______________________ 1725-24, 30 centsSan Antonio, T ex ., May 1971 1________________________ 1685-81, 35 centsSan Bernardino—Riverside—Ontario, Calif.,

Dec. 1971---------------------------------------------------------- 1725-43, 30 centsSan Diego, C a lif., Nov. 1971 1------------------------------ 1725- 32, 35 centsSan Francisco—Oakland, Calif., Oct. 1971 1___________ 1725-33, 50 centsSan Jose, Calif., Aug. 1971 1-------------------------------- 1725-15, 35 centsSavannah, Ga., May 1971-------------------------------------- 1685-72, 30 centsScranton, P a ., July 1971______________________________ 1725-1, 30 centsSeattle—Everett, W ash., J an. 1971 1----------------------- 1685-52, 35 centsSioux F a lls , S. Dak., Dec. 1971---------------------------- 1725-30, 25 centsSouth Bend, Ind., Mar. 1971__________________________ 1685-61, 30 centsSpokane, Wash., June 1971___________________________ 1685-88, 30 centsSyracuse, N .Y., July 1971 1 --------------------------------- 1725-10, 35 centsTampa—St. Petersburg, Fla., Nov. 1971 1-------------- 1725-31, 35 centsToledo, Ohio—M ich., Apr. 1971 1_____________________ 1685-74, 40 centsT rent on, N. J ., Sept. 1971_____________________________ 1725-12, 30 centsUtica-Rome, N .Y ., July 1971 1_______________________ 1725-9, 35 centsWashington, D.C.—Md.—Va., Apr. 1971______________ 1685-56, 40 centsWaterbury, Conn., Mar. 1971________________________ 1685-55, 30 centsWaterloo, Iowa, Nov. 1971----------------------------------- 1725-20, 30 centsWichita, Kans., Apr. 1971----------------------------------- 1685-64, 30 centsW orcester, Mass., May 1971________________________ 1685-73, 30 centsYork, Pa., Feb. 1971__________________________________ 1685-50, 30 centsYoungstown—Warren, Ohio, Nov. 1970_______________ 1685-24, 30 cents

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

U.S. DEPARTMENT OF LABOR BUREAU OF LABOR STATISTICS

WASHINGTON. D.C. 20212

OFFICIAL BUSINESSPENALTY FOR PRIVATE USE, $300

FIRST CLASS MAIL

POSTAGE AND FEES PAIDU.S. DEPARTMENT OF LABOR (2

U.S.MAIL


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