National Compensation Survey

Pilot Test

Dayton-Springfield, OH

April 1997

________________________________________________________________________________________________

U.S. Department of Labor

Alexis M. Herman, Secretary

Bureau of Labor Statistics

Katharine G. Abraham, Commissioner

October 1997

Bulletin 3090-3
Dayton-Springfield, OH

Metropolitan Statistical Area
iii

Preface

his bulletin provides results of an April 1997 survey of

occupational pay in the Dayton-Springfield, OH

Metropolitan Statistical Area (MSA). The MSA includes

Clark, Greene, Miami and Montgomery Counties.

Data shown in this bulletin were collected as part of

the Bureau of Labor Statistics’ (BLS) new program known

as the National Compensation Survey (NCS).

(COMP2000 was the survey’s working title.) The new

program, now in its first stage of implementation, will

eventually replace three separate BLS compensation series

-- Occupational Compensation Survey, Employment Cost

Index, and Employee Benefits Survey. This first phase,

which includes only the wage and salary portion of

compensation, was designed to produce data similar to

those released under the Occupational Compensation

Survey, which has been discontinued. See page one of this

bulletin for further information on NCS.

First surveys are pilot tests

The first surveys in the new program are referred to as

pilot tests, because they include major changes in survey

concepts, definitions, and collection procedures from the

predecessor Occupational Compensation Survey Program.

The Bureau is reviewing the pilot test results to improve

its data collection procedures and techniques. The survey

results should therefore be interpreted with caution.

Additionally, many of the long-time participants in the

Occupational Compensation Survey were asked to provide

data for a much broader selection of occupations than in

the past and to apply a new classification system and

leveling factors to those occupations. For many other

companies, this was the first time they participated in a

Bureau compensation study.

Due to the limited amount of time available to initiate

the first phase of this new program, a number of

companies were unable to provide complete data before

the publication deadline. As a result, some surveys have a

high nonresponse rate for the all industries or the private

industry iterations. Such instances are noted in the

bulletin table footnotes.

The bulletin consists primarily of tables whose data are

analyzed in the initial textual section. Tabulations provide

information on earnings of workers in a variety of

occupations and at a wide range of work levels. Also

contained in this bulletin is information on the new

program, a technical note describing survey procedures,

and several appendixes with detailed information on

occupational classifications and the generic leveling

methodology.

The survey could not have been conducted without the

cooperation of the many private firms and government

jurisdictions that provided pay data included in this

bulletin. The Bureau thanks these respondents for their

cooperation. Survey data were collected and reviewed by

Bureau of Labor Statistics field economists under the

direction of Ronald Pritzlaff, Assistant Regional

Commissioner for Operations of the Chicago Regional

Office. The Office of Compensation and Working

Conditions, in cooperation with the Office of Field

Operations and the Office of Technology and Survey

Processing, in the BLS National Office was responsible for

the survey design and data processing and analysis.

Where to find more information

For additional information regarding this survey,

please contact the BLS Chicago Regional Office at (312)

353-1880. You may also write to the Bureau of Labor

Statistics at: Division of Compensation Data Analysis and

Planning, 2 Massachusetts Avenue, NE, Washington, DC

20212-0001, or call (202) 606-6220.

The data contained in this bulletin are also available on

the Internet’s World Wide Web through the BLS site:

http://stats.bls.gov/comhome.htm Data are in three

formats: an ASCII file containing the exact published

table formats; an ASCII file containing positional columns

of data for easy manipulation as a data base or

spreadsheet; and a Portable Document Format containing

the entire bulletin. The ASCII files may include tables not

appearing in this bulletin.

Material in this bulletin is in the public domain and,

with appropriate credit, may be reproduced without

permission. This information will be made available to

sensory impaired individuals upon request. Voice phone:

(202) 606-7828; TDD phone: (202) 606-5897; TDD

message referral phone: 1-800-326-2577.

T
v

Contents

Page

A New Compensation Survey .............................................................................................................. 1

Wages in the Dayton-Springfield, OH Metropolitan Statistical Area.................................................... 2

Tables:

 A-1. Hourly earnings for selected occupations, all industries.......................................................... 4

 A-2. Hourly earnings for selected occupations, private industry and state and local government .... 6

A-3. Hourly earnings for selected occupations, full-time and part-time workers.............................. 8

A-4. Weekly and annual earnings for selected white-collar occupations, full-time workers............. 10

B-1. Hourly earnings by occupational group and level .................................................................... 11

 B-2. Hourly earnings for selected occupations and levels ............................................................... 14

C-1. Hourly earnings by occupational group and selected characteristic.......................................... 15

C-2. Hourly earnings by occupational group and industry, private industry .................................... 16

C-3. Hourly earnings by occupational group and establishment employment size, private industry . 17

C-4. Number of workers studied by occupational group.................................................................. 18

Appendixes:

 A. Technical note.......................................................................................................................... 19

 B. Occupational classifications...................................................................................................... 25

 C. Generic leveling criteria ........................................................................................................... 33

 D. Evaluating your firm’s jobs ...................................................................................................... 39
1

A New Compensation Survey

his survey represents the first phase of a new Bureau

of Labor Statistics program called the National

Compensation Survey (NCS). NCS integrates three

existing programs: the Occupational Compensation

Survey (OCS), the Employment Cost Index (ECI), and

the Employee Benefits Survey (EBS), into one

comprehensive compensation program. Data from the

new survey will be jointly collected from one common

sample of establishments. The survey has several major

goals: To make the most efficient use of available

resources—dollars, people, and technology; to minimize

the burden of collection on respondents; and to provide a

wide range of statistical outputs reflecting up-to-date

economic and statistical concepts.

The streamlining of programs and the addition of data

will be phased in over time. Beginning in the spring of

1996, pilot studies (under the name COMP2000) in six

metropolitan areas were conducted to test various

procedures of the new program. Wage data were collected

based on a new method of classifying occupations and

levels of work within those occupations.

Following the tests, a new area-based sample covering

the Nation as a whole was put into place in Fall 1996.

Initially, collection will be limited to the wage and salary

portion of compensation. The larger metropolitan area

collections will yield bulletins, similar to this one, which

will replace the current Occupational Compensation

Survey bulletins. Statistics for smaller areas may be

released in summary form, if the data support publication.

NCS will also yield national statistics, plus data for the

nine geographic regions used in the Census of Population,

once collection for all areas is completed.

Testing of the collection of benefit data, wage trend

data, and other compensation characteristics is planned.

Based on test results, new collection procedures for these

types of statistics will be developed. Eventually, wage data

and benefit information collected from the sample will be

used to produce compensation indexes and statistics on

benefit provisions and incidence. These new series will

supplant the current ECI and EBS programs.

National Compensation Survey versus OCS

The wage data in this bulletin differ from those in

previous Occupational Compensation Survey bulletins by

providing broader coverage of occupations and

establishments within the survey area. The same holds for

all future NCS products.

Occupations surveyed for this bulletin were selected

using probability techniques from a list of all those present

in each establishment. Previous OCS bulletins were

limited to a preselected list of occupations, which

represented a small subset of all occupations in the

economy. Information in the new bulletin is published for

a variety of occupation-based data. This new approach

includes data on broad occupational classifications such as

white-collar workers, major occupational groups such as

sales workers, and individual occupations such as cashiers.

In tables containing job levels within occupational

series, the levels are derived from generic standards that

apply to all occupational groups. The job levels in the

OCS bulletins were based on narrowly-defined

descriptions that were not comparable across specific

occupations.

Occupational data in this bulletin are also tabulated for

other classifications such as industry group, full-time

versus part-time status, union versus nonunion status, and

establishment employment size. Not all of these series

were generated by the OCS program.

The establishments surveyed for this bulletin were

limited to those with 50 or more employees. Eventually,

NCS will be expanded to cover those now-excluded

establishments. Then virtually all workers in the civilian

economy will be surveyed, excluding only private

household and farm workers and employees of the Federal

Government.

T
2

Wages in the

Dayton-Springfield, OH

Metropolitan Statistical Area

traight-time wages in the Dayton-Springfield, OH

Metropolitan Statistical Area averaged $14.68 per

hour during April 1997. White-collar workers had the

highest average wage level, $16.81 per hour. Blue-collar

workers averaged $14.30 per hour, while service workers

had average earnings of $8.62 per hour. (All comparisons

in this analysis cover hourly rates for both full- and parttime workers, unless otherwise noted.)

0

2

4

6

8

10

12

14

16

18

20

Chart 1. Average hourly wage rates by occupational 

group, Dayton-Springfield, OH, April 1997 

Dollars per hour

$

WhitecollarBluecollarService

workers

 Within each of these occupational groups, average

hourly wages for individual occupations varied. For

example, white-collar occupations included registered

nurses at $17.76 per hour, computer systems analysts and

scientists at $24.72 per hour and secretaries at $12.12 per

hour. Among occupations in the blue-collar category,

industrial machinery repairers averaged $17.49 per hour

while truck drivers averaged $14.75. Finally, service

workers included kitchen workers, food preparation, at

$8.11 per hour. Table A-1 presents earnings data for 22

detailed occupations; data for other detailed occupations

surveyed could not be reported separately due to concerns

about the confidentiality of survey respondents and the

reliability of the data.

 Private industry workers in Dayton-Springfield, OH

earned $14.11 per hour, while State and local government

workers averaged $17.66. Table A-2 reports that the

average hourly rate for white-collar occupations was

$15.99 in private industry and $19.87 in State and local

government. Blue-collar occupations showed an average

hourly rate of $14.33 in private industry and $13.86 in

State and local government. Service occupations within

private industry averaged $6.97 per hour while those

found in State and local government averaged $13.79.

 

0

2

4

6

8

10

12

14

16

18

20

White-collar Blue-collar Service

Private

industry

State and local

government

Chart 2. Average hourly rates by private and State and 

local government industries, Dayton-Springfield, OH, 

April 1997

Dollars per hour

$

Table A-3 presents data for workers considered by the

survey respondents to be either full-time or part-time.

Average wages for full-time workers, all occupations, were

$15.52 per hour; data for part-time workers, all

occupations, averaged $8.42 per hour.

 Data for specific work levels within major

occupational groups are reported in table B-1. Wages for

the higher levels of work within major occupational

groups usually were greater than for the lower levels of

work. This general pattern can vary somewhat depending

on the mix of specific occupations (and industries)

represented by the broad group. Some levels within a

S
3

group may not be published because no workers were

identified at that level or because there were not enough

data to guarantee confidentiality and reliability.

 Work levels for all major groups span several levels,

with professional specialty occupations and executive,

administrative, and managerial occupations typically

starting and ending at higher work levels than the other

groups. Published data for executive, administrative, and

managerial occupations ranged from level 8 to level 12.

Level 10 was not published. The average hourly rate was

$17.58 for level 8, $22.23 for level 9, $26.04 for level 11,

and $31.86 for level 12.

0

5

10

15

20

25

30

35

40

8 9 11 12

Level

Chart 3. Average hourly rates by work level for executive,

administrative, and managerial occupations, DaytonSpringfield, OH, April, 1997

Dollars per hour

$

Surveyed union workers had an average hourly rate of

$16.98, as reported in table C-1. Wages for nonunion

workers averaged $13.81. Time workers, whose wages

were based solely on an hourly rate or a salary, averaged

$14.57 per hour. (Data for incentive workers did not meet

publications criteria.)

Table C-2 shows wage data for specific industry

divisions within private industry. In the private sector,

hourly wages averaged $17.30 in construction industries,

$16.47 in manufacturing firms, $15.88 in transportation

and public utilities, and $11.55 in finance, insurance, and

real estate establishments.

In Dayton-Springfield, OH, a total of 270,557 workers

were studied, and 129,557 were classified in white-collar

occupations, or 48 percent. Table C-4 reports that bluecollar occupations included 92,129 workers, or 34 percent,

and service occupations covered 48,871 workers, or 19

percent.

0

10

20

30

40

50

60

Chart 4. Distribution of workers studied by occupational 

group, Dayton-Springfield, OH, April, 1997

Percent

WhitecollarBluecollarService

 workers

Data are also presented in appendix table 1 on the

number of establishments studied by industry group and

employment size. The relative standard errors of

published mean hourly earnings for all industries, private

industry, and State and local government are available in

appendix table 2.
4
Table A-1. Hourly earnings1 for selected occupations, all workers 2, all industries,

Dayton-Springfield, OH, April, 1997

Occupation3

All industries

Mean

Percentiles

10 25 Median

50 75 90

All occupations ....................................................................... $14.68 $6.50 $8.83 $13.29 $19.26 $23.73

All occupations excluding sales ............................................ 14.78 6.63 8.99 13.45 19.28 23.66

White-collar occupations ................................................... 16.81 7.50 10.00 14.86 21.50 29.29

White-collar occupations excluding sales ......................... 17.23 8.00 10.55 15.04 21.63 29.68

Professional specialty and technical occupations ............ 19.44 11.23 14.47 18.28 24.06 30.31

Professional specialty occupations ............................... 20.56 11.70 15.01 19.91 25.42 31.09

Engineers, architects, and surveyors ....................... 26.41 19.62 21.80 25.43 30.35 35.03

Mathematical and computer scientists ..................... 24.06 – ––––

Computer systems analysts and scientists ........... 24.72 – ––––

Natural scientists ...................................................... – – ––––

Health related occupations ....................................... 17.65 13.69 14.80 16.89 19.71 23.48

Registered nurses ................................................ 17.76 14.15 15.04 17.15 19.57 22.24

Teachers, college and university .............................. 23.58 – ––––

Teachers, except college and university .................. 24.17 11.72 18.71 25.32 30.70 33.87

Elementary school teachers ................................. 26.55 17.87 21.51 27.64 31.36 33.99

Secondary school teachers .................................. 26.11 – ––––

Librarians, archivists, and curators ........................... – – ––––

Social scientists and urban planners ........................ – – ––––

Social, recreation, and religious workers .................. – – ––––

Social workers ...................................................... 13.47 – ––––

Lawyers and judges .................................................. – – ––––

Writers, authors, entertainers, athletes, and

professionals, N.E.C. .......................................... 17.20 – ––––

Technical occupations .................................................. 15.15 9.50 12.40 15.00 17.27 20.48

Technical and related occupations, N.E.C. .......... 15.59 – ––––

Executive, administrative, and managerial occupations ... 25.16 14.48 17.80 23.08 30.91 39.53

Executives, administrators, and managers ............... 28.12 15.87 21.45 26.69 34.79 41.65

Managers and administrators, N.E.C. .................. 29.53 16.50 21.58 30.02 37.21 41.78

Management related occupations ............................ 19.58 13.08 15.25 18.15 22.50 25.24

Sales occupations ............................................................ – – ––––

Sales workers, other commodities ........................ 7.69 – ––––

Cashiers ............................................................... 7.20 5.00 5.40 6.55 8.20 11.13

Administrative support occupations, including clerical ..... 10.69 7.00 8.08 10.00 12.50 14.91

Secretaries ........................................................... 12.12 8.00 9.62 11.66 14.43 16.85

Receptionists ........................................................ 7.27 – ––––

Bookkeepers, accounting and auditing clerks ...... 11.34 8.25 8.93 11.54 13.66 14.71

General office clerks ............................................. 9.63 6.81 7.95 9.10 11.44 12.50

Bank tellers ........................................................... 8.30 – ––––

Administrative support occupations, N.E.C. ......... 10.89 8.50 9.56 11.25 12.50 13.33

Blue-collar occupations ..................................................... 14.30 7.57 10.00 13.90 19.21 20.01

Precision production, craft, and repair occupations .......... 17.03 10.28 13.50 16.56 21.52 22.39

Industrial machinery repairers .............................. 17.49 – ––––

Supervisors, production occupations .................... 20.19 – ––––

Machine operators, assemblers, and inspectors .............. 14.29 8.39 10.18 13.33 19.33 19.72

Assemblers ........................................................... 14.65 8.53 10.89 13.55 19.28 19.36

Transportation and material moving occupations ............. 13.26 5.50 10.00 13.48 17.19 18.56

Truck drivers ......................................................... 14.75 – ––––

Handlers, equipment cleaners, helpers, and laborers ...... 10.04 5.30 6.70 9.40 12.54 16.50

See footnotes at end of table.

4
Table A-1. Hourly earnings1 for selected occupations, all workers 2, all industries,

Dayton-Springfield, OH, April, 1997 — Continued

Occupation3

All industries

Mean

Percentiles

10 25 Median

50 75 90

Service occupations ........................................................... $8.62 $5.00 $5.65 $7.25 $10.23 $14.76

Protective service occupations ................................. 15.38 8.69 12.40 15.60 19.21 21.00

Food service occupations ......................................... 6.27 4.04 5.00 6.00 7.10 9.48

Kitchen workers, food preparation ........................ 8.11 – ––––

Food preparation occupations, N.E.C. ................. 6.11 4.75 5.00 5.70 6.50 7.99

Health service occupations ....................................... 8.17 6.42 7.00 7.70 9.13 10.35

Nursing aides, orderlies and attendants ............... 7.63 6.25 6.85 7.40 8.20 9.15

Cleaning and building service occupations .............. – – ––––

Personal service occupations ................................... 8.73 5.62 6.75 8.23 10.24 12.12

1 Earnings are the straight-time hourly wages or salaries

paid to employees. They include incentive pay, cost-of-living

adjustments, hazard pay, and on-call pay. Excluded are

premium pay for overtime, vacations, holidays, nonproduction

bonuses, and tips. The mean is computed by totaling the pay

of all workers and dividing by the number of workers, weighted

by hours. The 10th, 25th, 50th, 75th and 90th percentiles

designate position in the earnings distribution. At the 50th

percentile, the median, half of the workers receive the same as

or more than the rate shown, and half receive the same as or

less than the rate shown. At the 25th percentile, one-fourth of

the workers earn the same as or less than the rate shown. At

the 75th percentile, one-fourth earn the same as or more than

the rate shown. The 10th and 90th percentiles follow the same

logic. 2 All workers include full-time and part-time workers.

Employees are classified as working either a full-time or a

part-time schedule based on the definition used by each

establishment. Therefore, a worker with a 35-hour-per-week

schedule might be considered a full-time employee in one

establishment, but classified as part-time in another firm, where

a 40-hour week is the minimum full-time schedule. 3 A classification system including about 480 individual

occupations is used to cover all workers in the civilian economy.

 Individual occupations are classified into one of nine major

occupational groups.

NOTE: Dashes indicate that no data were reported or that data

did not meet publication criteria. Overall occupational groups

and occupational levels may include data for categories not

shown separately. N.E.C. means "not elsewhere classified." 

5
Table A-2. Hourly earnings1 for selected occupations, all workers 2, private and government industries, Dayton-Springfield, OH,

April, 1997

Occupation3

Private industry State and local government

Mean

Percentiles

Mean

Percentiles

10 25 Median

50 75 90 10 25 Median50 75 90

All occupations ......................................................... $14.11 $6.25 $8.42 $12.50 $19.13 $22.32 $17.66 $9.63 $12.21 $15.59 $21.87 $29.45

All occupations excluding sales .............................. 14.19 6.35 8.50 12.61 19.21 22.31 17.67 9.63 12.22 15.59 21.89 29.45

White-collar occupations ..................................... 15.99 7.25 9.30 14.05 20.20 27.65 19.87 10.14 13.69 18.55 26.08 31.36

White-collar occupations excluding sales ........... 16.42 7.75 9.75 14.57 20.56 27.80 19.88 10.14 13.69 18.55 26.08 31.36

Professional specialty and technical

occupations .................................................. 18.08 10.13 13.89 17.07 21.63 26.62 22.97 13.81 16.95 22.52 28.84 32.47

Professional specialty occupations ................. 19.15 10.52 14.36 18.29 23.50 28.56 23.28 14.21 17.86 23.24 29.21 32.47

Engineers, architects, and surveyors ......... 26.41 19.62 21.80 25.43 30.35 35.03 – –––––

Mathematical and computer scientists ....... – – – –––––––––

Natural scientists ........................................ – – – –––––––––

Health related occupations ......................... 17.57 13.69 14.76 16.84 19.68 23.39 – –––––

Registered nurses .................................. 17.66 14.15 15.00 17.10 19.53 21.94 – –––––

Teachers, college and university ................ – – – –––––––––

Teachers, except college and university .... 16.12 – – – – – 25.79 16.75 20.96 26.97 30.72 33.46

Elementary school teachers ................... – – – – – – 27.05 –––––

Secondary school teachers .................... – – – – – – 26.46 –––––

Librarians, archivists, and curators ............. – – – –––––––––

Social scientists and urban planners .......... – – – –––––––––

Social, recreation, and religious workers .... 11.83 – – –––––––––

Lawyers and judges .................................... – – – –––––––––

Writers, authors, entertainers, athletes, and

professionals, N.E.C. ............................ 17.18 – – –––––––––

Technical occupations .................................... 15.20 9.50 12.36 15.01 17.31 20.48 – –––––

Technical and related occupations,

N.E.C. ............................................... 15.72 – – –––––––––

Executive, administrative, and managerial

occupations .................................................. 25.59 14.52 17.72 23.41 31.28 40.88 23.63 14.17 17.80 22.59 28.47 33.40

Executives, administrators, and managers 28.64 16.50 20.97 27.65 35.58 42.35 – –––––

Managers and administrators, N.E.C. .... 30.32 17.83 22.44 30.24 37.23 42.35 – –––––

Management related occupations .............. 20.01 13.08 15.25 18.38 22.87 27.28 – –––––

Sales occupations .............................................. – – – –––––––––

Sales workers, other commodities .......... 7.69 – – –––––––––

Cashiers ................................................. 7.21 5.00 5.40 6.55 8.37 11.13 – –––––

Administrative support occupations, including

clerical .......................................................... 10.37 6.95 8.00 9.60 12.00 14.73 12.12 7.87 9.90 12.24 14.23 15.35

Secretaries ............................................. 11.84 7.75 9.30 11.07 13.70 17.63 – –––––

Receptionists .......................................... 7.27 – – –––––––––

Bookkeepers, accounting and auditing

clerks ................................................ 10.78 – – –––––––––

General office clerks ............................... 9.46 6.59 7.93 9.00 10.98 12.50 10.25 –––––

Bank tellers ............................................. 8.30 – – –––––––––

Administrative support occupations,

N.E.C. ............................................... 10.37 – – –––––––––

Blue-collar occupations ....................................... 14.33 7.50 9.76 13.91 19.26 20.27 13.86 10.48 12.11 13.74 16.39 17.23

Precision production, craft, and repair

occupations .................................................. 17.18 10.00 13.56 16.83 21.54 22.39 15.08 –––––

Industrial machinery repairers ................ 17.49 – – –––––––––

Supervisors, production occupations ...... 20.19 – – –––––––––

Machine operators, assemblers, and inspectors 14.29 8.39 10.18 13.33 19.33 19.72 – –––––

Assemblers ............................................. 14.65 8.53 10.89 13.55 19.28 19.36 – –––––

Transportation and material moving occupations – – – – – – 14.10 –––––

Handlers, equipment cleaners, helpers, and

laborers ......................................................... 9.83 5.25 6.50 8.90 11.97 16.71 12.01 –––––

Service occupations ............................................. 6.97 4.85 5.40 6.39 8.18 9.93 13.79 8.14 10.84 13.25 17.51 20.19

Protective service occupations ................... – – – – – – 16.62 11.82 13.55 16.87 19.21 21.63

Food service occupations ........................... 6.08 2.50 5.00 5.87 7.00 9.38 9.25 –––––

Cooks ..................................................... 6.53 – – –––––––––

Kitchen workers, food preparation .......... 8.02 – – –––––––––

Food preparation occupations, N.E.C. ... 5.88 – – –––––––––

Health service occupations ......................... 7.90 6.25 7.00 7.52 8.76 9.90 – –––––

Nursing aides, orderlies and attendants 7.53 6.25 6.84 7.35 8.10 9.00 – –––––

Cleaning and building service occupations – – – – – – 12.21 –––––

See footnotes at end of table.

6
Table A-2. Hourly earnings1 for selected occupations, all workers 2, private and government industries, Dayton-Springfield, OH,

April, 1997 — Continued

Occupation3

Private industry State and local government

Mean

Percentiles

Mean

Percentiles

10 25 Median

50 75 90 10 25 Median50 75 90

Service occupations (-Continued)

Cleaning and building service occupations 

(-Continued)

Janitors and cleaners ............................. – – – – – – $11.61 –––––

Personal service occupations ..................... – – – – – – 9.60 –––––

1 Earnings are the straight-time hourly wages or salaries paid to employees. They

include incentive pay, cost-of-living adjustments, hazard pay, and on-call pay. Excluded

are premium pay for overtime, vacations, holidays, nonproduction bonuses, and tips. The

mean is computed by totaling the pay of all workers and dividing by the number of

workers, weighted by hours. The 10th, 25th, 50th, 75th and 90th percentiles designate

position in the earnings distribution. At the 50th percentile, the median, half of the

workers receive the same as or more than the rate shown, and half receive the same as

or less than the rate shown. At the 25th percentile, one-fourth of the workers earn the

same as or less than the rate shown. At the 75th percentile, one-fourth earn the same as

or more than the rate shown. The 10th and 90th percentiles follow the same logic. 2 All workers include full-time and part-time workers. Employees are classified as

working either a full-time or a part-time schedule based on the definition used by each

establishment. Therefore, a worker with a 35-hour-per-week schedule might be

considered a full-time employee in one establishment, but classified as part-time in

another firm, where a 40-hour week is the minimum full-time schedule. 3 A classification system including about 480 individual occupations is used to cover

all workers in the civilian economy. Individual occupations are classified into one of nine

major occupational groups.

NOTE: Dashes indicate that no data were reported or that data did not meet publication

criteria. Overall occupational groups and occupational levels may include data for

categories not shown separately. N.E.C. means "not elsewhere classified." 

7
Table A-3. Hourly earnings1 for selected occupations, full-time and part-time workers2, Dayton-Springfield, OH, April, 1997

Occupation3

All industries

Full-time Part-time

Mean

Percentiles

Mean

Percentiles

10 25 Median

50 75 90 10 25 Median50 75 90

All occupations ......................................................... $15.52 $7.49 $9.75 $14.29 $19.49 $24.88 $8.42 $4.95 $5.35 $6.90 $9.81 $14.80

All occupations excluding sales .............................. 15.60 7.55 9.96 14.42 19.51 24.80 8.56 4.95 5.40 7.00 10.00 14.94

White-collar occupations ..................................... 17.66 8.11 11.00 15.43 22.50 30.43 10.54 5.70 6.75 8.53 13.00 18.24

White-collar occupations excluding sales ........... 18.01 8.50 11.51 15.92 22.86 30.48 11.15 6.25 7.50 9.25 14.56 19.13

Professional specialty and technical

occupations .................................................. 19.80 11.53 14.58 18.79 24.65 30.67 15.66 8.11 12.00 15.32 19.22 22.24

Professional specialty occupations ................. 21.00 11.93 15.26 20.49 25.85 31.36 16.26 8.00 13.69 16.04 19.34 22.24

Engineers, architects, and surveyors ......... 26.12 19.62 21.75 25.17 30.00 34.13 – –––––

Mathematical and computer scientists ....... 24.53 – – –––––––––

Natural scientists ........................................ – – – –––––––––

Health related occupations ......................... 17.59 13.58 14.57 16.83 19.83 24.27 17.85 14.41 15.07 17.37 19.57 22.24

Registered nurses .................................. 17.72 14.07 15.10 17.08 19.57 22.25 17.90 –––––

Teachers, college and university ................ 23.85 – – –––––––––

Teachers, except college and university .... 24.62 11.78 19.52 25.83 30.70 34.08 11.81 –––––

Elementary school teachers ................... 26.56 17.87 21.51 27.64 31.36 33.99 – –––––

Secondary school teachers .................... 26.21 – – –––––––––

Librarians, archivists, and curators ............. – – – –––––––––

Social scientists and urban planners .......... – – – –––––––––

Social, recreation, and religious workers .... – – – –––––––––

Social workers ........................................ 13.64 – – –––––––––

Lawyers and judges .................................... – – – –––––––––

Writers, authors, entertainers, athletes, and

professionals, N.E.C. ............................ 18.39 – – –––––––––

Technical occupations .................................... 15.35 9.57 12.80 15.08 17.31 20.48 11.97 –––––

Technical and related occupations,

N.E.C. ............................................... 15.72 – – –––––––––

Executive, administrative, and managerial

occupations .................................................. 25.42 14.65 18.15 23.46 31.00 39.81 – –––––

Executives, administrators, and managers 28.15 15.87 21.47 26.69 34.79 41.65 – –––––

Managers and administrators, N.E.C. .... 29.53 16.50 21.58 30.02 37.21 41.78 – –––––

Management related occupations .............. 19.85 13.40 15.25 18.15 22.53 25.55 – –––––

Sales occupations .............................................. – – – – – – 6.12 5.00 5.10 5.70 6.35 8.50

Cashiers ................................................. 8.11 – – – – – 5.85 –––––

Administrative support occupations, including

clerical .......................................................... 11.25 7.42 8.63 10.75 13.22 15.39 8.28 6.00 6.75 8.00 9.50 11.33

Secretaries ............................................. 13.41 9.83 11.29 12.64 14.86 17.86 – –––––

Bookkeepers, accounting and auditing

clerks ................................................ 11.37 8.25 8.93 11.54 13.66 14.71 – –––––

General office clerks ............................... 9.82 7.05 8.14 9.18 11.45 12.50 – –––––

Administrative support occupations,

N.E.C. ............................................... 11.01 8.50 9.60 11.37 12.50 13.44 – –––––

Blue-collar occupations ....................................... 14.68 8.15 10.60 14.50 19.26 20.19 7.82 5.00 5.30 6.50 9.54 13.28

Precision production, craft, and repair

occupations .................................................. 17.05 10.28 13.60 16.56 21.52 22.39 – –––––

Industrial machinery repairers ................ 17.49 – – –––––––––

Supervisors, production occupations ...... 20.19 – – –––––––––

Machine operators, assemblers, and inspectors 14.29 8.39 10.20 13.35 19.33 19.72 – –––––

Assemblers ............................................. 14.65 8.53 10.89 13.55 19.28 19.36 – –––––

Transportation and material moving occupations 14.46 8.53 11.63 14.58 17.46 19.21 – –––––

Truck drivers ........................................... 14.75 – – –––––––––

Handlers, equipment cleaners, helpers, and

laborers ......................................................... 10.85 6.00 7.61 10.19 13.60 17.75 7.27 4.90 5.25 6.50 8.00 10.74

Service occupations ............................................. 9.73 5.60 6.50 8.59 11.98 17.81 5.73 4.75 5.00 5.50 6.25 7.77

Protective service occupations ................... 16.25 11.19 12.97 16.05 19.21 21.32 – –––––

Food service occupations ........................... 7.19 2.50 5.77 6.75 9.05 10.40 5.35 4.25 4.85 5.25 6.00 6.79

Cooks ..................................................... 8.11 – – –––––––––

Food preparation occupations, N.E.C. ... – – – – – – 5.68 –––––

Health service occupations ......................... 8.20 6.50 7.00 7.75 9.13 10.35 7.99 –––––

Nursing aides, orderlies and attendants 7.65 – – –––––––––

Cleaning and building service occupations – – – –––––––––

See footnotes at end of table.

8
Table A-3. Hourly earnings1 for selected occupations, full-time and part-time workers2, Dayton-Springfield, OH, April, 1997 —

Continued

Occupation3

All industries

Full-time Part-time

Mean

Percentiles

Mean

Percentiles

10 25 Median

50 75 90 10 25 Median50 75 90

Service occupations (-Continued)

Personal service occupations ..................... $9.26 – – –––––––––

1 Earnings are the straight-time hourly wages or salaries paid to employees. They

include incentive pay, cost-of-living adjustments, hazard pay, and on-call pay. Excluded

are premium pay for overtime, vacations, holidays, nonproduction bonuses, and tips. The

mean is computed by totaling the pay of all workers and dividing by the number of

workers, weighted by hours. The 10th, 25th, 50th, 75th and 90th percentiles designate

position in the earnings distribution. At the 50th percentile, the median, half of the

workers receive the same as or more than the rate shown, and half receive the same as

or less than the rate shown. At the 25th percentile, one-fourth of the workers earn the

same as or less than the rate shown. At the 75th percentile, one-fourth earn the same as

or more than the rate shown. The 10th and 90th percentiles follow the same logic. 2 All workers include full-time and part-time workers. Employees are classified as

working either a full-time or a part-time schedule based on the definition used by each

establishment. Therefore, a worker with a 35-hour-per-week schedule might be

considered a full-time employee in one establishment, but classified as part-time in

another firm, where a 40-hour week is the minimum full-time schedule. 3 A classification system including about 480 individual occupations is used to cover

all workers in the civilian economy. Individual occupations are classified into one of nine

major occupational groups.

NOTE: Dashes indicate that no data were reported or that data did not meet publication

criteria. Overall occupational groups and occupational levels may include data for

categories not shown separately. N.E.C. means "not elsewhere classified." 

9
Table A-4. Weekly and annual earnings1 and hours for selected white-collar occupations, full-time workers only2,

Dayton-Springfield, OH, April, 1997

Occupation3

All industries

Mean

weekly

hours4

Weekly earnings Mean

annual

hours

Annual earnings

Mean Median Mean Median

White-collar occupations ................................................... 39.7 $701 $615 1,972 $34,835 $31,054

White-collar occupations excluding sales ......................... 39.6 712 635 1,959 35,271 31,366

Professional specialty and technical occupations ............ 39.1 775 726 1,856 36,748 35,318

Professional specialty occupations ............................... 39.0 818 790 1,806 37,934 36,450

Engineers, architects, and surveyors ....................... 40.5 1,058 1,010 2,106 55,000 52,541

Mathematical and computer scientists ..................... 40.0 981 – 2,080 51,018 –

Natural scientists ...................................................... ––––––

Health related occupations ....................................... 38.7 680 660 2,011 35,372 34,299

Registered nurses ................................................ 38.7 685 672 2,010 35,618 34,944

Teachers, college and university .............................. 38.4 915 – 1,496 35,679 –

Teachers, except college and university .................. 37.5 924 964 1,431 35,222 35,717

Elementary school teachers ................................. 37.1 986 1,002 1,359 36,084 36,449

Secondary school teachers .................................. 37.1 972 – 1,363 35,725 –

Librarians, archivists, and curators ........................... ––––––

Social scientists and urban planners ........................ ––––––

Social, recreation, and religious workers .................. ––––––

Social workers ...................................................... 40.0 546 – 2,080 28,368 –

Lawyers and judges .................................................. ––––––

Writers, authors, entertainers, athletes, and

professionals, N.E.C. .......................................... 40.1 737 – 2,085 38,349 –

Technical occupations .................................................. 39.8 611 600 2,067 31,714 31,221

Technical and related occupations, N.E.C. .......... – 629 – – 32,690 –

Executive, administrative, and managerial occupations ... 40.4 1,028 936 2,095 53,256 48,693

Executives, administrators, and managers ............... 40.6 1,143 1,064 2,099 59,087 54,720

Managers and administrators, N.E.C. .................. 40.6 1,200 1,201 2,109 62,255 62,442

Management related occupations ............................ 40.1 796 735 2,087 41,415 38,230

Sales occupations ............................................................ ––––––

Cashiers ............................................................... 38.4 312 – 1,999 16,204 –

Administrative support occupations, including clerical ..... 39.6 446 426 2,033 22,876 21,840

Secretaries ........................................................... 39.4 528 502 2,011 26,962 25,792

Bookkeepers, accounting and auditing clerks ...... 39.6 450 462 2,055 23,376 24,003

General office clerks ............................................. 39.5 388 367 2,049 20,123 19,094

Administrative support occupations, N.E.C. ......... 40.0 440 455 2,066 22,748 23,504

1 Earnings are the straight-time hourly wages or salaries paid to employees.

They include incentive pay, cost-of-living adjustments, hazard pay, and on-call

pay. Excluded are premium pay for overtime, vacations, holidays, nonproduction

bonuses, and tips. The mean is computed by totaling the pay of all workers and

dividing by the number of workers, weighted by hours. The median designates

position--one-half of the workers receive the same as or more, and one-half

receive the same as or less than the rate shown. 2 All workers include full-time and part-time workers. Employees are

classified as working either a full-time or a part-time schedule based on the

definition used by each establishment. Therefore, a worker with a

35-hour-per-week schedule might be considered a full-time employee in one

establishment, but classified as part-time in another firm, where a 40-hour week

is the minimum full-time schedule. 3 A classification system including about 480 individual occupations is used

to cover all workers in the civilian economy. Individual occupations are classified

into one of nine major occupational groups. 4 Mean weekly hours are the hours an employee is scheduled to work in a

week, exclusive of overtime.

NOTE: Dashes indicate that no data were reported or that data did not meet

publication criteria. Overall occupational groups and occupational levels may

include data for categories not shown separately. N.E.C. means "not elsewhere

classified." 

10
Table B-1. Mean hourly earnings1 by occupational group and level2, Dayton-Springfield, OH, April,

1997

Occupational group3 and level

All workers 4 All industries

All industriesPrivate

industry

State and

local

government

Full-time

workers

Part-time

workers

All occupations ....................................................................... $14.68 $14.11 $17.66 $15.52 $8.42

All occupations excluding sales ............................................ 14.78 14.19 17.67 15.60 8.56

White-collar occupations ................................................... 16.81 15.99 19.87 17.66 10.54

Level 1 .............................................................. 6.12 6.14 – – 6.44

Level 2 .............................................................. 7.07 7.06 – 7.77 5.85

Level 3 .............................................................. 8.26 8.16 9.06 8.36 7.99

Level 4 .............................................................. 10.42 10.25 11.78 10.43 10.36

Level 5 .............................................................. 11.91 11.79 12.35 12.05 10.05

Level 6 .............................................................. 13.32 13.10 14.17 13.30 –

Level 7 .............................................................. 17.93 15.30 23.99 18.75 –

Level 8 .............................................................. 17.03 17.28 15.85 17.17 –

Level 9 .............................................................. 21.86 19.87 25.11 22.06 18.91

Level 10 ............................................................ 24.88 – – 24.92 –

Level 11 ............................................................ 25.98 26.89 – 26.07 –

Level 12 ............................................................ 31.04 30.96 – 30.90 –

White-collar occupations excluding sales ......................... 17.23 16.42 19.88 18.01 11.15

Level 1 .............................................................. 6.63 ––––

Level 2 .............................................................. 7.05 7.00 – – –

Level 3 .............................................................. 8.39 8.28 9.14 8.46 8.18

Level 4 .............................................................. 10.66 10.51 11.78 10.65 10.70

Level 5 .............................................................. 12.05 11.95 12.35 12.19 10.17

Level 6 .............................................................. 13.41 13.20 14.17 13.39 –

Level 7 .............................................................. 17.81 14.71 23.99 18.71 –

Level 8 .............................................................. 16.84 17.06 15.85 16.97 –

Level 9 .............................................................. 21.98 19.93 25.11 22.19 18.91

Level 10 ............................................................ 23.32 22.71 – 23.36 –

Level 11 ............................................................ 25.55 26.39 – 25.64 –

Level 12 ............................................................ 31.04 30.96 – 30.90 –

Professional specialty and technical occupations ............ 19.44 18.08 22.97 19.80 15.66

Professional specialty occupations ............................... 20.56 19.15 23.28 21.00 16.26

Level 5 .............................................................. 10.45 ––––

Level 7 .............................................................. – – 26.77 – –

Level 8 .............................................................. 16.62 16.97 – 16.78 –

Level 9 .............................................................. 21.97 19.79 24.91 22.26 18.91

Level 11 ............................................................ 25.14 26.13 – 25.30 –

Level 12 ............................................................ 29.11 – – 28.40 –

Engineers, architects, and surveyors ....................... 26.41 26.41 – 26.12 –

Level 11 ............................................................ 29.22 29.22 – 29.22 –

Mathematical and computer scientists ..................... 24.06 – – 24.53 –

Natural scientists ...................................................... –––––

Health related occupations ....................................... 17.65 17.57 – 17.59 17.85

Level 8 .............................................................. 16.52 ––––

Level 9 .............................................................. 18.73 18.57 – 18.62 –

Teachers, college and university .............................. 23.58 – – 23.85 –

Teachers, except college and university .................. 24.17 16.12 25.79 24.62 11.81

Level 7 .............................................................. 27.96 – 28.60 28.40 –

Level 9 .............................................................. 25.08 – 25.57 25.14 –

Librarians, archivists, and curators ........................... –––––

Social scientists and urban planners ........................ –––––

Social, religious, and recreation workers .................. – 11.83 – – –

Lawyers and judges .................................................. –––––

Writers, authors, entertainers, athletes, and

professionals, N.E.C. .......................................... 17.20 17.18 – 18.39 –

Technical occupations .................................................. 15.15 15.20 – 15.35 11.97

Level 6 .............................................................. 13.75 13.65 – 13.86 –

Level 7 .............................................................. 15.30 15.43 – 15.29 –

Level 8 .............................................................. 17.00 17.14 – 17.01 –

Executive, administrative, and managerial occupations ... 25.16 25.59 23.63 25.42 –

Level 8 .............................................................. 17.58 17.38 – 17.96 –

Level 9 .............................................................. 22.23 19.97 – 22.23 –

Level 11 ............................................................ 26.04 26.66 – 26.04 –

Level 12 ............................................................ 31.86 31.55 – 31.86 –

Executives, administrators, and managers ............... 28.12 28.64 – 28.15 –

Level 9 .............................................................. 23.19 20.36 – 23.19 –

See footnotes at end of table.

11
Table B-1. Mean hourly earnings1 by occupational group and level2, Dayton-Springfield, OH, April,

1997 — Continued

Occupational group3 and level

All workers 4 All industries

All industriesPrivate

industry

State and

local

government

Full-time

workers

Part-time

workers

White-collar occupations (-Continued)

Executives, administrators, and managers 

(-Continued)

Level 11 ............................................................ $27.05 $27.90 – $27.05 –

Level 12 ............................................................ 32.12 31.58 – 32.12 –

Management related occupations ............................ 19.58 20.01 – 19.85 –

Sales occupations ............................................................ –––– $6.12

Level 3 .............................................................. 7.38 7.42 – – –

Administrative support occupations, including clerical ..... 10.69 10.37 $12.12 11.25 8.28

Level 1 .............................................................. 6.63 ––––

Level 2 .............................................................. 7.05 7.00 – – –

Level 3 .............................................................. 8.39 8.28 9.14 8.46 8.18

Level 4 .............................................................. 10.25 9.98 11.78 10.46 9.10

Level 5 .............................................................. 12.60 12.54 12.79 12.67 –

Level 6 .............................................................. 13.60 13.45 – 13.60 –

Level 7 .............................................................. 14.15 – – 16.01 –

Blue-collar occupations ......................................................... 14.30 14.33 13.86 14.68 7.82

Level 1 .............................................................. 6.63 6.66 – – 5.90

Level 2 .............................................................. 9.54 9.49 – 9.53 –

Level 3 .............................................................. 13.63 13.66 – 13.71 –

Level 4 .............................................................. 15.12 15.20 – 15.37 –

Level 5 .............................................................. 13.29 13.32 13.04 13.30 –

Level 6 .............................................................. 14.55 14.59 – 14.55 –

Level 7 .............................................................. 18.44 18.61 – 18.44 –

Level 8 .............................................................. 19.25 19.22 – 19.25 –

Precision production, craft, and repair occupations .......... 17.03 17.18 15.08 17.05 –

Level 5 .............................................................. 13.55 13.62 – 13.55 –

Level 6 .............................................................. 14.28 14.45 – 14.28 –

Level 7 .............................................................. 18.82 19.01 – 18.82 –

Level 8 .............................................................. 19.52 19.50 – 19.52 –

Machine operators, assemblers, and inspectors .............. 14.29 14.29 – 14.29 –

Level 2 .............................................................. 9.00 9.00 – 9.00 –

Level 4 .............................................................. 16.66 16.66 – 16.66 –

Level 5 .............................................................. 12.64 12.64 – 12.64 –

Level 6 .............................................................. 14.74 14.74 – 14.74 –

Level 7 .............................................................. 16.16 16.16 – 16.16 –

Transportation and material moving occupations ............. 13.26 – 14.10 14.46 –

Level 3 .............................................................. 12.48 ––––

Handlers, equipment cleaners, helpers, and laborers ..... 10.04 9.83 12.01 10.85 7.27

Level 1 .............................................................. 6.53 6.56 – – 6.05

Level 4 .............................................................. 11.52 – – 11.87 –

Level 5 .............................................................. 12.66 – – 12.66 –

See footnotes at end of table.

12
Table B-1. Mean hourly earnings1 by occupational group and level2, Dayton-Springfield, OH, April,

1997 — Continued

Occupational group3 and level

All workers 4 All industries

All industriesPrivate

industry

State and

local

government

Full-time

workers

Part-time

workers

Service occupations ........................................................... $8.62 $6.97 $13.79 $9.73 $5.73

Level 1 .............................................................. 6.08 5.98 – 6.77 5.29

Level 2 .............................................................. – – – – 5.99

Level 3 .............................................................. 6.88 6.36 – 7.44 –

Level 4 .............................................................. 10.14 9.21 – 10.31 –

Level 5 .............................................................. 10.49 – – 10.53 –

Level 7 .............................................................. 17.10 – 17.26 17.13 –

Protective service occupations ............................... 15.38 – 16.62 16.25 –

Food service occupations ........................................ 6.27 6.08 9.25 7.19 5.35

Level 1 .............................................................. 5.67 5.64 – – 5.24

Level 2 .............................................................. 5.94 5.80 – – –

Level 3 .............................................................. – – – – 4.79

Health service occupations ..................................... 8.17 7.90 – 8.20 7.99

Level 3 .............................................................. 7.81 7.78 – – –

Cleaning and building service occupations ............ – – 12.21 – –

Level 1 .............................................................. 6.45 6.20 – 6.66 –

Personal service occupations ................................. 8.73 – 9.60 9.26 –

1 Earnings are the straight-time hourly wages or salaries paid to

employees. They include incentive pay, cost-of-living adjustments,

hazard pay, and on-call pay. Excluded are premium pay for overtime,

vacations, holidays, nonproduction bonuses, and tips. The mean is

computed by totaling the pay of all workers and dividing by the

number of workers, weighted by hours. 2 Each occupation for which wage data are collected in an

establishment is evaluated based on 10 factors, including knowledge,

complexity, work environment, etc. Points are assigned based on the

occupation’s ranking within each factor. The points are summed to

determine the overall level of the occupation. See technical note for

more information. 3 A classification system including about 480 individual

occupations is used to cover all workers in the civilian economy. 

Individual occupations are classified into one of nine major

occupational groups. 4 All workers include full-time and part-time workers. Employees

are classified as working either a full-time or a part-time schedule

based on the definition used by each establishment. Therefore, a

worker with a 35-hour-per-week schedule might be considered a

full-time employee in one establishment, but classified as part-time in

another firm, where a 40-hour week is the minimum full-time

schedule.

NOTE: Dashes indicate that no data were reported or that data did

not meet publication criteria. Overall occupational groups and

occupational levels may include data for categories not shown

separately. N.E.C. means "not elsewhere classified." 

13
Table B-2. Mean hourly earnings1 for selected occupations and levels2, Dayton-Springfield, OH, April,

1997

Occupation3 and level

All workers4 All industries

All industriesPrivate

industry

State and

local

government

Full-time

workers

Part-time

workers

White-collar occupations:

Professional specialty and technical occupations:

Professional specialty occupations:

Computer systems analysts and scientists ........... $24.72 ––––

Registered nurses ................................................ 17.76 $17.66 – $17.72 $17.90

Level 9 .............................................................. 18.80 18.55 – 18.75 –

Elementary school teachers ................................. 26.55 – $27.05 26.56 –

Level 9 .............................................................. 25.09 – – 25.09 –

Secondary school teachers .................................. 26.11 – 26.46 26.21 –

Social workers ...................................................... 13.47 – – 13.64 –

Technical occupations:

Technical and related occupations, N.E.C. .......... 15.59 15.72 – 15.72 –

Executive, administrative, and managerial occupations:

Managers and administrators, N.E.C. .................. 29.53 30.32 – 29.53 –

Sales occupations:

Sales workers, other commodities ........................ 7.69 7.69 – – –

Cashiers ............................................................... 7.20 7.21 – 8.11 5.85

Administrative support occupations, including clerical:

Secretaries ........................................................... 12.12 11.84 – 13.41 –

Receptionists ........................................................ 7.27 7.27 – – –

Bookkeepers, accounting and auditing clerks ...... 11.34 10.78 – 11.37 –

General office clerks ............................................. 9.63 9.46 10.25 9.82 –

Level 3 .............................................................. 8.24 ––––

Level 4 .............................................................. 10.01 9.73 – 10.21 –

Bank tellers ........................................................... 8.30 8.30 – – –

Administrative support occupations, N.E.C. ......... 10.89 10.37 – 11.01 –

Blue-collar occupations:

Precision production, craft, and repair occupations:

Industrial machinery repairers .............................. 17.49 17.49 – 17.49 –

Supervisors, production occupations .................... 20.19 20.19 – 20.19 –

Machine operators, assemblers, and inspectors:

Assemblers ........................................................... 14.65 14.65 – 14.65 –

Transportation and material moving occupations:

Truck drivers ......................................................... 14.75 – – 14.75 –

Service occupations:

Food service occupations:

Cooks ................................................................... – 6.53 – 8.11 –

Kitchen workers, food preparation ........................ 8.11 8.02 – – –

Food preparation occupations, N.E.C. ................. 6.11 5.88 – – 5.68

Health service occupations:

Nursing aides, orderlies and attendants ............... 7.63 7.53 – 7.65 –

Level 3 .............................................................. 7.69 7.69 – – –

Cleaning and building service occupations:

Janitors and cleaners ........................................... – – 11.61 – –

Level 1 .............................................................. – 6.16 – – –

1 Earnings are the straight-time hourly wages or salaries paid to

employees. They include incentive pay, cost-of-living adjustments,

hazard pay, and on-call pay. Excluded are premium pay for overtime,

vacations, holidays, nonproduction bonuses, and tips. The mean is

computed by totaling the pay of all workers and dividing by the

number of workers, weighted by hours. 2 Each occupation for which wage data are collected in an

establishment is evaluated based on 10 factors, including knowledge,

complexity, work environment, etc. Points are assigned based on the

occupation’s ranking within each factor. The points are summed to

determine the overall level of the occupation. See technical note for

more information. 3 A classification system including about 480 individual

occupations is used to cover all workers in the civilian economy. 

Individual occupations are classified into one of nine major

occupational groups. 4 All workers include full-time and part-time workers. Employees

are classified as working either a full-time or a part-time schedule

based on the definition used by each establishment. Therefore, a

worker with a 35-hour-per-week schedule might be considered a

full-time employee in one establishment, but classified as part-time in

another firm, where a 40-hour week is the minimum full-time

schedule.

NOTE: Dashes indicate that no data were reported or that data did

not meet publication criteria. Overall occupational groups and

occupational levels may include data for categories not shown

separately. N.E.C. means "not elsewhere classified." 

14
Table C-1. Mean hourly earnings1 by occupational group and selected characteristic, all industries,

Dayton-Springfield, OH, April, 1997

Occupational group2 Full-time

workers3

Part-time

workers3 Union4 Nonunion4 Time5 Incentive5

All occupations ....................................................................... $15.52 $8.42 $16.98 $13.81 $14.57 –

All occupations excluding sales ............................................ 15.60 8.56 17.30 13.81 14.75 $16.57

White-collar occupations ................................................... 17.66 10.54 19.40 16.40 16.69 22.53

White-collar excluding sales ............................................. 18.01 11.15 21.21 16.62 17.23 –

Professional specialty and technical occupations ............ 19.80 15.66 24.54 18.21 19.44 –

Professional specialty occupations ............................... 21.00 16.26 25.34 19.17 20.56 –

Technical occupations .................................................. 15.35 11.97 – 15.11 15.15 –

Executive, administrative, and managerial occupations ... 25.42 – – 25.32 25.19 –

Sales occupations ............................................................ – 6.12 – – 9.34 23.17

Administrative support including clerical occupations ...... 11.25 8.28 13.86 10.32 10.69 –

Blue-collar occupations ..................................................... 14.68 7.82 16.36 12.34 14.18 17.25

Precision production, craft, and repair occupations .......... 17.05 – 18.71 15.88 16.88 –

Machine operators, assemblers, and inspectors .............. 14.29 – – 11.31 14.30 –

Transportation and material moving occupations ............. 14.46 – 16.22 – 13.26 –

Handlers, equipment cleaners, helpers, and laborers ..... 10.85 7.27 11.86 9.05 10.04 –

Service occupations ........................................................... 9.73 5.73 15.18 7.21 8.60 –

1 Earnings are the straight-time hourly wages or salaries paid to

employees. They include incentive pay, cost-of-living adjustments, hazard

pay, and on-call pay. Excluded are premium pay for overtime, vacations,

holidays, nonproduction bonuses, and tips. The mean is computed by

totaling the pay of all workers and dividing by the number of workers,

weighted by hours. 2 A classification system including about 480 individual occupations is

used to cover all workers in the civilian economy. Individual occupations are

classified into one of nine major occupational groups. 3 All workers include full-time and part-time workers. Employees are

classified as working either a full-time or a part-time schedule based on the

definition used by each establishment. Therefore, a worker with a

35-hour-per-week schedule might be considered a full-time employee in one

establishment, but classified as part-time in another firm, where a 40-hour

week is the minimum full-time schedule. 4 Union workers are those whose wages are determined through

collective bargaining. 5 Time workers’ wages are based solely on an hourly rate or salary;

incentive workers are those whose wages are at least partially based on

productivity payments such as piece rates, commissions, and production

bonuses.

NOTE: Dashes indicate that no data were reported or that data did not meet

publication criteria. Overall occupational groups and occupational levels may

include data for categories not shown separately. N.E.C. means "not

elsewhere classified." 

15
Table C-2. Mean hourly earnings1 by occupational group, private industry, all workers2, Dayton-Springfield, OH, April, 1997

Occupational group3 All private

industries

Goods-producing industries4 Service-producing industries5

Total Mining

ConstructionManufacturing

Total

Transportation

and

public

utilities

Wholesale

and

retail

trade

Finance,

insurance,

and

real

estate

Services

All occupations ........................................................................... $14.11 $16.51 – $17.30 $16.47 – $15.88 – $11.55 –

All occupations excluding sales ................................................ 14.19 16.37 – 17.30 16.33 – 15.82 – 11.50 –

White-collar occupations ....................................................... 15.99 20.17 – – 20.28 – 17.24 – 11.71 –

White-collar excluding sales ................................................. 16.42 19.81 – – 19.92 – 17.24 – 11.68 –

Professional specialty and technical occupations ................ 18.08 21.51 – – 21.74 – 16.61 – – –

Professional specialty occupations ................................... 19.15 24.74 – – 24.81 –––––

Technical occupations ...................................................... 15.20 16.07 – – 16.38 –––––

Executive, administrative, and managerial occupations ....... 25.59 28.59 – – 28.91 –––––

Sales occupations ................................................................ – –––––––––

Administrative support, including clerical occupations ......... 10.37 12.99 – – 12.99 – – – 8.95 –

Blue-collar occupations ......................................................... 14.33 15.23 – 17.71 15.11 – 14.47 – – –

Precision production, craft, and repair occupations .............. 17.18 17.69 – 19.46 17.51 –––––

Machine operators, assemblers, and inspectors .................. 14.29 14.65 – – 14.67 –––––

Transportation and material moving occupations ................. – 14.28 – – – –––––

Handlers, equipment cleaners, helpers, and laborers ......... 9.83 –––––––––

Service occupations ............................................................... 6.97 –––––––––

1 Earnings are the straight-time hourly wages or salaries paid to employees. They

include incentive pay, cost-of-living adjustments, hazard pay, and on-call pay. Excluded

are premium pay for overtime, vacations, holidays, nonproduction bonuses, and tips. The

mean is computed by totaling the pay of all workers and dividing by the number of

workers, weighted by hours. 2 All workers include full-time and part-time workers. Employees are classified as

working either a full-time or a part-time schedule based on the definition used by each

establishment. Therefore, a worker with a 35-hour-per-week schedule might be

considered a full-time employee in one establishment, but classified as part-time in

another firm, where a 40-hour week is the minimum full-time schedule.

3 A classification system including about 480 individual occupations is used to cover

all workers in the civilian economy. Individual occupations are classified into one of nine

major occupational groups. 4 Goods-producing industries include mining, construction, and manufacturing. 5 Service-producing industries include transportation and public utilities; wholesale

and retail trade; finance, insurance, and real estate; and services.

NOTE: Dashes indicate that no data were reported or that data did not meet publication

criteria. Overall occupational groups and occupational levels may include data for

categories not shown separately. N.E.C. means "not elsewhere classified." 

16
Table C-3. Mean hourly earnings1 by occupational group, private industry, by establishment

employment size, all workers2, Dayton-Springfield, OH, April, 1997

Occupational group3 All workers 50 - 99

workers

100 workers or more

Total 100 - 499

workers

500

workers or

more

All occupations ....................................................................... $14.11 – $14.68 $13.71 $15.56

All occupations excluding sales ............................................ 14.19 – 14.81 13.77 15.71

White-collar occupations ................................................... 15.99 $16.52 15.89 16.02 15.74

White-collar excluding sales ............................................. 16.42 – 16.30 16.51 16.09

Professional specialty and technical occupations ............ 18.08 18.67 17.97 – 18.64

Professional specialty occupations ............................... 19.15 – 19.02 – 20.12

Technical occupations .................................................. 15.20 – 15.00 15.49 14.46

Executive, administrative, and managerial occupations ... 25.59 – 26.04 25.02 27.53

Sales occupations ............................................................ – – – – 10.04

Administrative support, including clerical occupations ..... 10.37 10.29 10.38 10.31 10.42

Blue-collar occupations ..................................................... 14.33 11.04 15.26 13.67 16.21

Precision production, craft, and repair occupations .......... 17.18 14.97 18.03 16.24 20.14

Machine operators, assemblers, and inspectors .............. 14.29 9.31 15.27 12.96 16.14

Transportation and material moving occupations ............. – – 14.57 – –

Handlers, equipment cleaners, helpers, and laborers ..... 9.83 – 10.46 9.47 11.10

Service occupations ........................................................... 6.97 6.22 7.34 6.45 9.40

1 Earnings are the straight-time hourly wages or salaries paid to

employees. They include incentive pay, cost-of-living adjustments,

hazard pay, and on-call pay. Excluded are premium pay for overtime,

vacations, holidays, nonproduction bonuses, and tips. The mean is

computed by totaling the pay of all workers and dividing by the

number of workers, weighted by hours. 2 All workers include full-time and part-time workers. Employees

are classified as working either a full-time or a part-time schedule

based on the definition used by each establishment. Therefore, a

worker with a 35-hour-per-week schedule might be considered a

full-time employee in one establishment, but classified as part-time in

another firm, where a 40-hour week is the minimum full-time

schedule. 3 A classification system including about 480 individual

occupations is used to cover all workers in the civilian economy. 

Individual occupations are classified into one of nine major

occupational groups.

NOTE: Dashes indicate that no data were reported or that data did

not meet publication criteria. Overall occupational groups and

occupational levels may include data for categories not shown

separately. N.E.C. means "not elsewhere classified." 

17
Table C-4. Number of workers1 studied by occupational group,

Dayton-Springfield, OH, April, 1997

Occupational group2

All workers

All industriesPrivate

industry

All occupations ....................................................................... 270,557 221,874

All occupations excluding sales ............................................ 259,112 210,490

White-collar occupations ................................................... 129,557 97,703

White-collar excluding sales ............................................. 118,112 86,320

Professional specialty and technical occupations ............ 56,925 38,190

Professional specialty occupations ............................... 46,540 28,347

Technical occupations .................................................. 10,385 9,843

Executive, administrative, and managerial occupations ... 18,782 14,665

Sales occupations ............................................................ – –

Administrative support including clerical occupations ...... 42,405 33,465

Blue-collar occupations ..................................................... 92,129 85,348

Precision production, craft, and repair occupations .......... 25,515 23,784

Machine operators, assemblers, and inspectors .............. 40,741 40,741

Transportation and material moving occupations ............. 8,937 –

Handlers, equipment cleaners, helpers, and laborers ..... 16,936 15,418

Service occupations ........................................................... 48,871 38,823

1 Both full-time and part-time workers were

included in the survey. Employees are

classified as working either a full-time or a

part-time schedule based on the definition used

by each establishment. Therefore, a worker

with a 35-hour-per-week schedule might be

considered a full-time employee in one

establishment, but classified as part-time in

another establishment, where a 40-hour week

is the minimum full-time schedule. 2 A classification system including about

480 individual occupations is used to cover all

workers in the civilian economy. Individual

occupations are classified into one of nine

major occupational groups.

NOTE: Dashes indicate that no data were

reported or that data did not meet publication

criteria. Overall occupational groups and

occupational levels may include data for

categories not shown separately. N.E.C.

means "not elsewhere classified." 

18
19

Appendix A: Technical Note

This section provides basic information on the procedures and concepts used to produce the data contained in

this bulletin. It is divided into three parts: Planning for

the survey; data collection; and processing and analyzing

the data. While this section answers some questions

commonly asked by data users, it is not a comprehensive

description of all the steps required to produce the data.

Planning for the survey

The overall design of the survey, which was based on

the type of data to be produced, had to be developed before

data collection could begin.

Survey scope

This survey of the Dayton-Springfield, OH Metropolitan Statistical Area covered establishments employing 50

workers or more in goods-producing industries (mining,

construction and manufacturing); service-producing industries (transportation, communications, electric, gas,

and sanitary services; wholesale trade; retail trade; finance, insurance, and real estate; and services industries);

and State and local governments. Agriculture, private

households, and the Federal government are excluded

from the scope of the survey. For purposes of this survey

an establishment was an economic unit which produces

goods or services, a central administrative office, or an

auxiliary unit providing support services to a company.

For private industries in this survey, the establishment was

usually at a single physical location. For State and local

governments, an establishment was defined as all locations of a government entity.

The Dayton-Springfield, OH Metropolitan Statistical

Area includes Clark, Greene, Miami and Montgomery

Counties.

Sampling frame

The list of establishments from which the survey sample was selected (sampling frame) was developed from the

State unemployment insurance reports for the DaytonSpringfield, OH Metropolitan Statistical Area. The reference month for the public sector is June 1994. Due to the

volatility of industries within the private sector, sampling

frames were developed using the most recent month of

reference available at the time the sample was selected.

The reference month for the private sector is March 1995.

The sampling frame was reviewed prior to the survey and,

when necessary, missing establishments were added, outof-business and out-of-scope establishments were removed, and addresses, employment levels, industry classification, and other information were updated.

Sample design

The sample for this survey area was selected using a

two stage stratified design with probability proportional to

employment sampling at each stage. The first stage of

sample selection was a probability sample of establishments. The sample of establishments was drawn by first

stratifying the sampling frame by industry and ownership.

The number of sample establishments allocated to each

stratum is approximately proportional to the stratum employment. Each sampled establishment is selected within

a stratum with a probability proportional to its employment. Use of this technique means that the larger an establishment’s employment, the greater its chance of selection. Weights were applied to each establishment when

the data were tabulated so that it represents similar units

(by industry and employment size) in the economy which

were not selected for collection. See appendix table 1 for a

count of establishments in the survey by employment

size. The second stage of sample selection, detailed below, was a probability sample of occupations within a

sampled establishment.

Data collection

The collection of data from survey respondents required detailed procedures. Collection was the responsibility of the field economists, working out of the Regional

Office, who visited each establishment surveyed.

Occupational selection and classification

Identification of the occupations for which wage data

were to be collected was a multi-step process:

1. Probability-proportional-to-size selection of establishment jobs.

2. Classification of jobs into occupations based on the

Census of Population system.

3. Characterization of jobs as full-time v. part-time,

union v. nonunion, and time v. incentive.

4. Determination of the level of work of each job.

For each occupation, wage data were collected for

those workers who met all the criteria identified in the last

three steps. Special procedures were developed for jobs
20

for which a correct classification or level could not be

determined.

In step one, the jobs to be sampled were selected at

each establishment by the BLS field economist during a

personal visit. A complete list of employees was used for

sampling, with each selected worker representing a job

within the establishment.

As with the selection of establishments, the selection of

a job was based on probability proportional to its size in

the establishment. The greater the number of people

working in a job in the establishment, the greater its

chance of selection.

The number of jobs collected in each establishment was

based on an establishment’s employment size as shown in

the following schedule:

Number of employees Number of selected jobs

50-99 8

100-249 10

250-999 12

1000-2,499 16

2,500+ 20

(Early in survey collection, a different schedule may

have been used for some establishments.)

The second step of the process entailed classifying the

selected jobs into occupations based on their duties. The

National Compensation Survey occupational classification

system is based on the 1990 Census of Population. A selected job may fall into any one of about 480 occupational

classifications, from accountant to wood lathe operator. In

cases where a job’s duties overlapped two or more census

classification codes, first the duties used to set the wage

level were used to classify the job. Classification by primary duties was the fallback.

Each occupational classification is an element of a

broader classification known as a major occupational

group (MOG). Occupations can fall into any of the following MOG’s:

• Professional specialty and technical

• Executive, administrative, and managerial

• Sales

• Administrative support including clerical

• Precision production, craft, and repair

• Machine operators, assemblers, and inspectors

• Transportation and material moving

• Handlers, equipment cleaners, helpers, and laborers

• Service occupations

A complete list of all individual occupations, classified

by the MOG to which they belong, is contained in appendix B.

In step three, certain other job characteristics of the

chosen worker were identified. First, the worker was

identified as holding either a full-time or part-time job,

based on the establishment’s definition of those terms.

Then the worker was classified as having a time versus incentive job, depending on whether any part of pay was directly based on the actual production of the workers, rather

than solely on hours worked. Finally, the worker was

identified as being in a union job or a nonunion job. See

the “Definition of Terms” section on the following page

for more detail.

Generic leveling through point factor analysis

In the last step before wage data were collected, the

work level of each selected job was determined using a

“generic leveling” process. Generic leveling ranks and

compares all occupations randomly selected in an establishment using the same criteria. This is a major departure from the method used in the past in the Bureau’s Occupational Compensation Surveys which studied

specifically defined occupations with leveling definitions

unique to each occupation.

For this survey, the level of each occupation in an establishment was determined by an analysis of each of 10

leveling factors. Nine of these factors are drawn from the

U.S. Government Office of Personnel Management’s

Factor Evaluation System, which is the underlying structure for evaluation of General Schedule Federal employees. The tenth factor, supervisory duties, is an attempt to

account for the effect of supervisory duties. It is considered experimental. The 10 factors were:

• Knowledge

• Supervisions received

• Guidelines

• Complexity

• Scope and effect

• Personal contacts

• Purpose of contacts

• Physical demands

• Work environment

• Supervisory duties

Each factor contains a number of levels and each level

has an associated written description and point value. The

number and range of points differ among the factors. For

each factor, an occupation was assigned a level based on

which written description best matched the job. Within

each occupation, the points for 9 factors (supervisory duties was excluded) were recorded and totaled. The total

determines the overall level of the occupation. A description of the levels for each factor is shown in appendix C.

Tabulations of levels of work for occupations in the

survey follow the Federal government’s white-collar General Schedule. Point ranges for each of the 15 levels are
21

shown in appendix D. It also includes an example of a

leveled job and a guide to help data users evaluate jobs in

their firm.

Wage data collected in prior surveys using the new generic leveling method were evaluated by BLS researchers

using regression techniques. For each of the major occupational groups, wages were compared to the 10 generic

level factors (and levels within those factors). The analysis showed that several of the generic level factors, most

nota-bly knowledge and supervision received, had strong

explanatory power for wages. That is, as the levels within

a given factor increased, the wages also increased. Detailed research continues in the area. The results of this

research will be published by BLS in the future.

Collection period

The survey was collected from February 1997 through

June 1997. The average payroll reference month was

April 1997. For each establishment in the survey, the data

reflect the establishment’s practices on the day of collection.

Earnings

Earnings were defined as regular payments from the

employer to the employee as compensation for straighttime hourly work, or for any salaried work performed.

The following components were included as part of earnings:

• Incentive pay, including commissions, production

bonuses, and piece rates,

• Cost-of-living allowances,

• Hazard pay,

• Payments of income deferred due to participation

in a salary reduction plan,

• Deadhead pay, defined as pay given to transportation workers returning in a vehicle without freight

or passengers, and

• On-call pay.

The following forms of payments were not considered

part of straight-time earnings:

• Shift differentials, defined as extra payment for

working a schedule that varies from the norm,

such as night or weekend work,

• Premium pay for overtime, holidays, and weekends,

• Bonuses not directly tied to production (e.g.,

Christmas bonuses, profit-sharing bonuses), Uniform and tool allowances,

• Free room and board, and

• Payments made by third parties (e.g., tips, bonuses given by manufacturers to department store

salespeople, referral incentives in real estate).

In order to calculate earnings for various time periods

(hourly, daily, and annual), data on work schedules were

also collected. For hourly workers, scheduled hours

worked per day and per week, exclusive of overtime, were

recorded. Annual weeks worked were determined. Because salaried workers, exempt from overtime provisions,

often work beyond the assigned work schedule, their typical number of hours actually worked was collected.

Definition of terms

Full-time worker. Any employee that the employer considers to be full time.

Incentive worker. Any employee whose earnings are tied,

at least in part, to commissions, piece rates, production

bonuses, or other incentives based on production or sales.

Level. A ranking of an occupation based on the requirements of the position. (See the description in the technical

note and the example for more details on the leveling

process.)

Nonunion worker. An employee in an occupation not

meeting the conditions for union coverage (see below).

Part-time worker. Any employee that the employer considers to be part-time.

Straight-time. Time worked at the standard rate of pay for

the job.

Time-based worker. Any employee whose earnings are

tied to an hourly rate or salary, and not to a specific level

of production.

Union worker. Any employee is in a union occupation

when all of the following conditions are met:

• A labor organization is recognized as the bargaining

agent for all workers in the occupation.

• Wage and salary rates are determined through collective bargaining or negotiations.

• Settlement terms, which must include earnings provisions and may include benefit provisions, are embodied in a signed mutually binding collective bargaining

agreement.
22

 Processing and Analyzing the Data

Data were processed and analyzed at the Bureau’s National Office following collection.

Weighting and nonresponse

Sample weights were calculated for each establishment/occupation in the survey. These weights reflected

the relative size of the occupation within the establishment

and of the establishment within the sample universe.

Weights were used to aggregate the individual establishment/occupations into the various data series. Of the establishments surveyed, 23.0 percent refused to supply information. If data were not provided by a sample member,

the weights of responding sample members in the same or

similar “cells” were adjusted to account for the missing

data. This technique assumes that the mean value of the

nonrespondents equals the mean value of the respondents

at some detailed “cell” level. Responding and nonresponding establishments were classified into these cells

according to industry and employment size. Responding

and nonresponding occupations within responding establishments were classified into cells which were additionally defined by major occupation group and job level.

Establishments which were determined to be out of

business or outside the scope of the survey (2.6 percent of

the total sample) had their weights changed to zero. If

only partial data were given by a sample establishment or

occupation, or data were missing, the response was treated

as a refusal.

Estimation

The wage series in the tables are computed by combining the wages for individual establishment/occupations.

Before being combined, individual wage rates are

weighted by: number of workers; the sample weight adjusted for nonresponding establishments and other factors;

and the occupation work schedule, varying depending on

whether hourly, weekly, or annual rates are being calculated.

Not all series that were calculated met the criteria for

publication. Before any series was published, it was reviewed to make sure that the number of observations underlying it was sufficient. This review prevented publishing a series that could have revealed information about a

specific establishment.

The number of workers estimates represent the total in

all establishments within the scope of the study and not

the number actually surveyed. Because occupational

structures among establishments differ, estimates of the

number of workers obtained from the sample of establishments serve only to indicate the relative importance of the

occupational groups studied.

Data reliability

The data in this bulletin are estimates from a scientifically selected probability sample. There are two types of

errors possible in an estimate based on a sample survey,

sampling and nonsampling.

Sampling errors occur because observations come only

from a sample and not from an entire population. The

sample used for this survey is one of a number of possible

samples of the same size that could have been selected

using the sample design. Estimates derived from the different samples would differ from each other.

A measure of the variation among these differing estimates is called the standard error or sampling error. It indicates the precision with which an estimate from a particular sample approximates the average result of all

possible samples. The relative standard error (RSE) is the

standard error divided by the estimate. Appendix table 2

contains RSE data for selected series in this bulletin.

The standard error can be used to calculate a

“confidence interval” around a sample estimate. As an

example, suppose table A-1 shows that mean hourly

earnings for all workers was $12.79 per hour, and appendix table 2 shows a relative standard error of 3.6 percent

for this estimate. At the 95-percent level, the confidence

interval for this estimate is $13.71 to $11.87 ($12.79 plus

and minus 2 times 3.6 percent times $12.79). If all possible samples were selected to estimate the population value,

the interval from each sample would include the true

population value approximately 95 percent of the time.

Nonsampling errors also affect survey results. They

can stem from many sources, such as inability to obtain

information for some establishments, difficulties with survey definitions, inability of the respondents to provide correct information, or mistakes in recording or coding the

data obtained. A Technical Reinterview Program done in

all survey areas will be used in the development of a formal quality assessment process to help compute nonsampling error. Although they were not specifically measured, the nonsampling errors were expected to be minimal

due to the extensive training of the field economists who

gathered the survey data by personal visit, computer edits

of the data, and detailed data review.
Appendix table 1. Number of establishments studied by industry group and employment size, and number

represented by industry group, Dayton-Springfield, OH, April, 1997

Industry Within scope

of survey

Number of establishments studied

Total studied 50 - 99

workers

100 workers or more

Total 100 - 499

workers

500 workers

or more

All industries ......................................................... 1,413 218 62 156 95 61

Private industry ................................................. 1,320 182 60 122 80 42

Goods-producing industries .......................... 401 79 22 57 36 21

Construction ............................................. 38 8 3 5 5 –

Manufacturing ........................................... 363 71 19 52 31 21

Service-producing industries ........................ 919 103 38 65 44 21

Tranportation and public utilities ............... 40 8 1 7 3 4

Wholesale and retail trade ........................ 404 32 18 14 11 3

Finance, insurance and real estate .......... 39 7 1 6 3 3

Services .................................................... 435 56 18 38 27 11

State and local government .............................. 93 36 2 34 15 19

NOTE: Dashes indicate that no data were reported. Overall industry and industry groups may include data for categories not shown separately.

23
Appendix table 2. Relative standard errors of mean hourly earnings1 for selected

occupations, all workers2, Dayton-Springfield, OH, April, 1997

(in percent)

Occupation3 All industries

Private

industry

State and

local

government

All occupations ....................................................................... 1.7 2.1 2.0

All occupations excluding sales ............................................ 1.8 2.1 2.0

White-collar occupations ................................................... 2.4 3.0 2.5

White-collar occupations excluding sales ......................... 2.5 3.2 2.5

Professional specialty and technical occupations ............ 2.5 3.4 2.6

Professional specialty occupations ............................... 3.1 4.5 2.6

Engineers, architects, and surveyors ....................... 3.0 3.0 –

Mathematical and computer scientists ..................... – – –

Natural scientists ...................................................... – – –

Health related occupations ....................................... 2.5 2.7 –

Registered nurses ................................................ 1.8 1.8 –

Teachers, college and university .............................. – – –

Teachers, except college and university .................. 3.7 – 2.5

Elementary school teachers ................................. 2.2 – 2.2

Secondary school teachers .................................. 2.4 – 2.6

Librarians, archivists, and curators ........................... – – –

Social scientists and urban planners ........................ – – –

Social, recreation, and religious workers .................. – – –

Lawyers and judges .................................................. – – –

Writers, authors, entertainers, athletes, and

professionals, N.E.C. .......................................... – – –

Technical occupations .................................................. 3.0 3.1 –

Technical and related occupations, N.E.C. .......... 4.9 5.0 –

Executive, administrative, and managerial occupations ... 3.1 3.5 5.7

Executives, administrators, and managers ............... 3.4 3.9 –

Managers and administrators, N.E.C. .................. 5.0 5.1 –

Management related occupations ............................ 4.1 4.7 –

Sales occupations ............................................................ – – –

Cashiers ............................................................... 4.3 4.3 –

Administrative support occupations, including clerical ..... 2.4 2.7 3.5

Secretaries ........................................................... 4.9 5.7 –

Receptionists ........................................................ 4.2 4.2 –

Bookkeepers, accounting and auditing clerks ...... 4.3 4.8 –

General office clerks ............................................. 3.0 3.4 –

Administrative support occupations, N.E.C. ......... 3.6 3.8 –

Blue-collar occupations ..................................................... 2.2 2.4 2.9

Precision production, craft, and repair occupations .......... 2.7 2.9 –

Supervisors, production occupations .................... 5.4 5.4 –

Machine operators, assemblers, and inspectors .............. 2.9 2.9 –

Assemblers ........................................................... 3.6 3.6 –

Transportation and material moving occupations ............. 6.5 – –

Handlers, equipment cleaners, helpers, and laborers ...... 4.6 5.0 –

Service occupations ........................................................... 3.4 3.1 3.4

Protective service occupations ................................. 5.9 – –

Food service occupations ......................................... 3.0 2.8 –

Cooks ................................................................... – 6.0 –

Kitchen workers, food preparation ........................ 6.9 7.5 –

Food preparation occupations, N.E.C. ................. 5.7 5.9 –

Health service occupations ....................................... 2.8 2.6 –

Nursing aides, orderlies and attendants ............... 2.3 2.1 –

Cleaning and building service occupations .............. – – –

Personal service occupations ................................... 6.0 – –

1 The relative standard error is the standard error

expressed as a percent of the estimate. Hourly

earnings for these occupations are presented in Tables

A-1 and A-2. Reliable relative standard errors could

not be determined for all occupations. 2 All workers include full-time and part-time

workers. Employees are classified as working either a

full-time or a part-time schedule based on the definition

used by each establishment. Therefore, a worker with

a 35-hour-per-week schedule might be considered a

full-time employee in one establishment, but classified

as part-time in another firm, where a 40-hour week is

the minimum full-time schedule. 3 A classification system including about 480

individual occupations is used to cover all workers in

the civilian economy. Individual occupations are

classified into one of nine major occupational groups.

NOTE: Dashes indicate that no data were reported or

that data did not meet publication criteria. Overall

occupational groups and occupational levels may

include data for categories not shown separately. 

N.E.C. means "not elsewhere classified." 

24
25

Appendix B. Occupational

Classifications

NOTE: The 4-digit code before each occupation title is used to classify it into one of three major groups. Whitecollar workers include those classified in Major groups A through D. Blue-collar workers include those classified in

Major groups E through H. Service workers are classified in Major group K.

Major group A:

PROFESSIONAL SPECIALTY AND TECHNICAL

OCCUPATIONS

PROFESSIONAL SPECIALTY OCCUPATIONS

ENGINEERS, ARCHITECTS, AND SURVEYORS

 A043 Architects

 A044 Aerospace Engineers

 A045 Metallurgical and Materials Engineers

 A046 Mining Engineers

 A047 Petroleum Engineers

 A048 Chemical Engineers

 A049 Nuclear Engineers

 A053 Civil Engineers

 A054 Agricultural Engineers

 A055 Electrical and Electronic Engineers

 A056 Industrial Engineers

 A057 Mechanical Engineers

 A058 Marine Engineers and Naval Architects

 A059 Engineers, n.e.c.1

 A063 Surveyors and Mapping Scientists

MATHEMATICAL AND COMPUTER SCIENTISTS

 A064 Computer Systems Analysts and Scientists

 A065 Operations and Systems Researchers and

Analysts

 A066 Actuaries

 A067 Statisticians

 A068 Mathematical Scientists, n.e.c.

 1 n.e.c. in an occupation title means not elsewhere classified.

NATURAL SCIENTISTS

 A069 Physicists and Astronomers

 A073 Chemists, Except Biochemists

 A074 Atmospheric and Space Scientists

 A075 Geologists and Geodesists

 A076 Physical Scientists, n.e.c.

 A077 Agricultural and Food Scientists

 A078 Biological and Life Scientists

 A079 Forestry and Conservation Scientists

 A083 Medical Scientists

HEALTH RELATED OCCUPATIONS

 A084 Physicians

 A085 Dentists

 A086 Veterinarians

 A087 Optometrists

 A088 Podiatrists

 A089 Health Diagnosing Practitioners, n.e.c.

 A095 Registered Nurses

 A096 Pharmacists

 A097 Dietitians

 A098 Respiratory Therapists

 A099 Occupational Therapists

 A103 Physical Therapists

 A104 Speech Therapists

 A105 Therapists, n.e.c.

 A106 Physicians' Assistants

TEACHERS, COLLEGE AND UNIVERSITY

 A113 Earth, Environmental and Marine Science 

 Teachers
26

 A114 Biological Science Teachers

 A115 Chemistry Teachers

 A116 Physics Teachers

 A117 Natural Science Teachers, n.e.c.

 A118 Psychology Teachers

 A119 Economics Teachers

 A123 History Teachers

 A124 Political Science Teachers

 A125 Sociology Teachers

 A126 Social Science Teachers, n.e.c.

 A127 Engineering Teachers

 A128 Mathematical Science Teachers

 A129 Computer Science Teachers

 A133 Medical Science Teachers

 A134 Health Specialties Teachers

 A135 Business, Commerce and Marketing Teachers

 A136 Agriculture and Forestry Teachers

 A137 Art, Drama, and Music Teachers

 A138 Physical Education Teachers

 A139 Education Teachers

 A143 English Teachers

 A144 Foreign Language Teachers

 A145 Law Teachers

 A146 Social Work Teachers

 A147 Theology Teachers

 A148 Trade and Industrial Teachers

 A149 Home Economics Teachers

 A153 Teachers, Post Secondary, n.e.c.

 A154 Post Secondary Teachers, Subject not

 specified

TEACHERS, EXCEPT COLLEGE AND

UNIVERSITY

 A155 Prekindergarten and Kindergarten Teachers

 A156 Elementary School Teachers

 A157 Secondary School Teachers

 A158 Teachers, Special Education

 A159 Teachers, n.e.c.

 A160 Substitute Teachers

 A163 Vocational and Educational Counselors

LIBRARIANS, ARCHIVISTS AND CURATORS

 A164 Librarians

 A165 Archivists and Curators

SOCIAL SCIENTISTS AND URBAN PLANNERS

 A166 Economists

 A167 Psychologists

 A168 Sociologists

 A169 Social Scientists, n.e.c.

 A173 Urban Planners

SOCIAL, RECREATION, AND RELIGIOUS

WORKERS

 A174 Social Workers

 A175 Recreation Workers

 A176 Clergy

 A177 Religious Workers, n.e.c.

LAWYERS AND JUDGES

 A178 Lawyers

 A179 Judges

WRITERS, AUTHORS, ENTERTAINERS,

ATHLETES AND PROFESSIONALS, N.E.C.

 A183 Authors

 A184 Technical Writers

 A185 Designers

 A186 Musicians and Composers

 A187 Actors and Directors

 A188 Painters, Sculptors, Craft-Artists, and Artist

Print-Makers

 A189 Photographers

 A193 Dancers

 A194 Artists, Performers, and Related Workers,

n.e.c.

 A195 Editors and Reporters

 A197 Public Relations Specialists

 A198 Announcers

 A199 Athletes

 A999 Professional Occupations, n.e.c.

TECHNICAL OCCUPATIONS

HEALTH TECHNOLOGISTS AND TECHNICIANS

 A203 Clinical Laboratory Technologists and Technicians

 A204 Dental Hygienists

 A205 Health Record Technologists and Technicians

 A206 Radiologic Technicians

 A207 Licensed Practical Nurses

 A208 Health Technologists and Technicians, n.e.c.

ENGINEERING AND RELATED TECHNOLOGISTS

AND TECHNICIANS

 A213 Electrical and Electronic Technicians

 A214 Industrial Engineering Technicians

 A215 Mechanical Engineering Technicians

 A216 Engineering Technicians, n.e.c.

 A217 Drafters

 A218 Surveying and Mapping Technicians
27

SCIENCE TECHNICIANS

 A223 Biological Technicians

 A224 Chemical Technicians

 A225 Science Technicians, n.e.c.

MISCELLANEOUS TECHNICIANS

 A226 Airplane Pilots and Navigators

 A227 Air Traffic Controllers

 A228 Broadcast Equipment Operators

 A229 Computer Programmers

 A233 Tool Programmers, Numerical Control

 A234 Legal Assistants

 A235 Technical and Related Occupations, n.e.c.

Major group B:

EXECUTIVE, ADMINISTRATIVE, AND

MANAGERIAL OCCUPATIONS

EXECUTIVES, ADMINISTRATORS, AND

MANAGERS

 B003 Legislators

 B004 Chief Executives and General Administrators,

Public Administration

 B005 Administrators and Officials, Public Administration

 B007 Financial Managers

 B008 Personnel and Labor Relations Managers

 B009 Purchasing Managers

 B013 Managers; Marketing, Advertising and Public 

Relations

 B014 Administrators, Education and Related Fields

 B015 Managers, Medicine and Health

 B016 Postmasters and Mail Superintendents

 B017 Managers, Food Serving and Lodging Establishments

 B018 Managers, Properties and Real Estate

 B019 Funeral Directors

 B021 Managers, Service Organizations, n.e.c.

 B022 Managers and Administrators, n.e.c.

MANAGEMENT RELATED OCCUPATIONS

 B023 Accountants and Auditors

 B024 Underwriters

 B025 Other Financial Officers

 B026 Management Analysts

 B027 Personnel, Training, and Labor Relations 

Specialists

 

 B028 Purchasing Agents and Buyers, Farm Products

B029 Buyers, Wholesale and Retail Trade, Except 

 Farm Products

 B033 Purchasing Agents and Buyers, n.e.c.

 B034 Business and Promotion Agents

 B035 Construction Inspectors

 B036 Inspectors and Compliance Officers, Except 

Construction

 B037 Management Related Occupations, n.e.c.

Major group C:

SALES OCCUPATIONS

 C243 Supervisors: Sales Occupations

FINANCE AND BUSINESS SERVICES, SALES

REPRESENTATIVES

C253 Insurance Sales Occupations

 C254 Real Estate Sales Occupations

 C255 Securities and Financial Services Sales Occupations

 C256 Advertising and Related Sales Occupations

 C257 Sales Occupations, Other Business Services

SALES REPRESENTATIVES, COMMODITIES

EXCEPT RETAIL

 C258 Sales Engineers

 C259 Sales Representatives; Mining, Manufacturing, and Wholesale

RETAIL AND PERSONAL SERVICES SALES

WORKERS

C263 Sales Workers, Motor Vehicles and Boats

C264 Sales Workers, Apparel

C265 Sales Workers, Shoes

C266 Sales Workers, Furniture and Home Furnishings

C267 Sales Workers, Radio, TV, Hi-Fi, and Appliances

C268 Sales Workers, Hardware and Building Supplies

C269 Sales Workers, Parts

C274 Sales Workers, Other Commodities

C275 Sales Counter Clerks

C276 Cashiers

C277 Street and Door-To-Door Sales Workers

C278 News Vendors
28

SALES RELATED OCCUPATIONS

 C283 Demonstrators, Promoters, and Models, Sales 

C284 Auctioneers

 C285 Sales Support Occupations, n.e.c.

Major group D:

ADMINISTRATIVE SUPPORT OCCUPATIONS,

INCLUDING CLERICAL

SUPERVISORS, CLERICAL AND ADMINISTRATIVE

SUPPORT

 D303 Supervisors: General Office

 D304 Supervisors: Computer Equipment Operators

D305 Supervisors: Financial Records Processing

 D306 Chief Communications Operators

 D307 Supervisors: Distribution, Scheduling, and 

Adjusting Clerks

COMPUTER EQUIPMENT OPERATORS

 D308 Computer Operators

 D309 Peripheral Equipment Operators

SECRETARIES, STENOGRAPHERS, AND TYPISTS

 D313 Secretaries

 D314 Stenographers

 D315 Typists

INFORMATION CLERKS

 D316 Interviewers

 D317 Hotel Clerks

 D318 Transportation Ticket and Reservation Agents

 D319 Receptionists

 D323 Information Clerks, n.e.c.

RECORDS PROCESSING CLERKS, EXCEPT

FINANCIAL

 D325 Classified-Ad Clerks

 D326 Correspondence Clerks

 D327 Order Clerks

 D328 Personnel Clerks, Except Payroll and Timekeeping

 D329 Library Clerks

 D335 File Clerks

 D336 Records Clerks, n.e.c.

FINANCIAL RECORDS PROCESSING CLERKS

 D337 Bookkeepers, Accounting and Auditing Clerks

 D338 Payroll and Timekeeping Clerks

 D339 Billing Clerks

 D343 Cost and Rate Clerks

 D344 Billing, Posting, and Calculating Machine

Operators

DUPLICATING, MAIL, AND OTHER OFFICE

MACHINE OPERATORS

 D345 Duplicating Machine Operators

 D346 Mail Preparing and Paper Handling Machine 

Operators

 D347 Office Machine Operators, n.e.c.

COMMUNICATIONS EQUIPMENT OPERATORS

 D348 Telephone Operators

 D353 Communications Equipment Operators, n.e.c.

MAIL AND MESSAGE DISTRIBUTING

OCCUPATIONS

 D354 Postal Clerks, Except Mail Carriers

 D355 Mail Carriers, Postal Service

 D356 Mail Clerks, Except Postal Service

 D357 Messengers

MATERIAL RECORDING, SCHEDULING, AND

DISTRIBUTING CLERKS

D359 Dispatchers

 D363 Production Coordinators

 D364 Traffic, Shipping, and Receiving Clerks

 D365 Stock and Inventory Clerks

 D366 Meter Readers

 D368 Weighers, Measurers, Checkers, and Samplers

 D373 Expeditors

 D374 Material Recording, Scheduling, and Distributing Clerks, n.e.c.

ADJUSTERS AND INVESTIGATORS

 D375 Insurance Adjusters, Examiners, and Investigators

 D376 Investigators and Adjusters, Except Insurance

 D377 Eligibility Clerks, Social Welfare

 D378 Bill and Account Collectors

MISCELLANEOUS ADMINISTRATIVE SUPPORT

OCCUPATIONS

D379 General Office Clerks

D383 Bank Tellers

D384 Proofreaders

D385 Data Entry Keyers

D386 Statistical Clerks
29

 D387 Teachers' Aides

 D389 Administrative Support Occupations, n.e.c.

Major group E:

PRECISION PRODUCTION, CRAFT, AND REPAIR

OCCUPATIONS

 MECHANICS AND REPAIRERS

 E503 Supervisors: Mechanics and Repairers

 E505 Automobile Mechanics

 E506 Automobile Mechanic Apprentices

 E507 Bus, Truck, and Stationary Engine Mechanics

 E508 Aircraft Engine Mechanics

 E509 Small Engine Repairers

 E514 Automobile Body and Related Repairers

 E515 Aircraft Mechanics, Except Engine

 E516 Heavy Equipment Mechanic

 E517 Farm Equipment Mechanics

 E518 Industrial Machinery Repairers

 E519 Machinery Maintenance Occupations

 E523 Electronic Repairers, Communications and

Industrial Equipment

 E525 Data Processing Equipment Repairers

 E526 Household Appliance and Power Tool Repairers

 E527 Telephone Line Installers and Repairers

 E529 Telephone Installers and Repairers

 E534 Heating, Air Conditioning, and Refrigeration 

Mechanics

 E535 Camera, Watch, and Musical Instrument Repairers

 E536 Locksmiths and Safe Repairers

 E538 Office Machine Repairers

 E539 Mechanical Controls and Valve Repairers

 E543 Elevator Installers and Repairers

 E544 Millwrights

 E547 Mechanics and Repairers, n.e.c.

 SUPERVISORS, CONSTRUCTION TRADES

 E553 Supervisors: Brickmasons, Stonemasons, and 

Tilesetters

 E554 Supervisors: Carpenters and Related Workers

 E555 Supervisors: Electricians and Power Transmission Installers

 E556 Supervisors: Painters, Paperhangers, and

Plasterers

 E557 Supervisors: Plumbers, Pipefitters, and 

Steamfitters

 E558 Supervisors: Construction Trades, n.e.c.

 CONSTRUCTION TRADES OCCUPATIONS

E563 Brickmasons and Stonemasons

E564 Brickmason and Stonemason Apprentices

E565 Tile Setters, Hard and Soft

E566 Carpet Installers

 E567 Carpenters

 E569 Carpenter Apprentices

 E573 Drywall Installers

 E575 Electricians

 E576 Electrician Apprentices

 E577 Electrical Power Installers and Repairers

 E579 Painters, Construction and Maintenance

 E583 Paperhangers

 E584 Plasterers

 E585 Plumbers, Pipefitters, and Steamfitters

 E587 Plumber, Pipefitter, and Steamfitter Apprentices

 E588 Concrete and Terrazzo Finishers

 E589 Glaziers

 E593 Insulation Workers

 E594 Paving, Surfacing, and Tamping Equipment 

Operators

 E595 Roofers

 E596 Sheetmetal Duct Installers

 E597 Structural Metal Workers

 E598 Drillers, Earth

 E599 Construction Trades, n.e.c.

 EXTRACTIVE OCCUPATIONS

 E613 Supervisors: Extractive Occupations

 E614 Drillers, Oil Well

 E615 Explosives Workers

 E616 Mining Machine Operators

 E617 Mining Occupations, n.e.c.

 PRECISION PRODUCTION OCCUPATIONS

 E628 Supervisors: Production Occupations

 PRECISION METAL WORKING OCCUPATIONS

 E634 Tool and Die Makers

 E635 Tool and Die Maker Apprentices

 E636 Precision Assemblers, Metal

 E637 Machinists

 E639 Machinist Apprentices

 E643 Boilermakers

 E644 Precision Grinders, Filers, and Tool Sharpeners

 E645 Patternmakers and Modelmakers, Metal

 E646 Layout Workers
30

E647 Precious Stones and Metals Workers

 E649 Engravers, Metal

 E653 Sheet Metal Workers

 E654 Sheet Metal Worker Apprentices

PRECISION WOODWORKING OCCUPATIONS

 E656 Patternmakers and Modelmakers, Wood

 E657 Cabinet Makers and Bench Carpenters

 E658 Furniture and Wood Finishers

 PRECISION TEXTILE, APPAREL, AND

 FURNISHINGS MACHINE WORKERS

 E666 Dressmakers

 E667 Tailors

 E668 Upholsterers

 E669 Shoe Repairers

 PRECISION WORKERS, ASSORTED MATERIALS

 E675 Hand Molders and Shapers, Except Jewelers

 E676 Patternmakers, Layout Workers, and Cutters

 E677 Optical Goods Workers

 E678 Dental Laboratory and Medical Appliance 

Technicians

 E679 Bookbinders

 E683 Electrical and Electronic Equipment Assemblers

 E684 Miscellaneous Precision Workers, n.e.c.

PRECISION FOOD PRODUCTION OCCUPATIONS

E685 Precision Food Production Occupations, n.e.c.

 E686 Butchers and Meat Cutters

 E687 Bakers

 E688 Food Batchmakers

PRECISION INSPECTORS, TESTERS, AND 

RELATED WORKERS

 E689 Inspectors, Testers, and Graders

 E690 Precision Inspectors, Testers, and Related 

Workers, n.e.c.

 E693 Adjusters and Calibrators

PLANT AND SYSTEM OPERATORS

 E694 Water and Sewage Treatment Plant Operators

 E695 Power Plant Operators

 E696 Stationary Engineers

 E699 Miscellaneous Plant and System Operators, 

n.e.c.

Major group F:

MACHINE OPERATORS, ASSEMBLERS, AND

INSPECTORS

METALWORKING AND PLASTIC WORKING

MACHINE OPERATORS

 F703 Lathe and Turning-Machine Set-Up Operators

 F704 Lathe and Turning-Machine Operators

 F705 Milling and Planing Machine Operators

 F706 Punching and Stamping Press Operators

 F707 Rolling Machine Operators

 F708 Drilling and Boring Machine Operators

 F709 Grinding, Abrading, Buffing, and Polishing 

Machine Operators

 F713 Forging Machine Operators

 F714 Numerical Control Machine Operators

 F717 Fabricating Machine Operators, n.e.c.

 F719 Molding and Casting Machine Operators

 F723 Metal Plating Machine Operators

 F724 Heat Treating Equipment Operators

WOODWORKING MACHINE OPERATORS

 F726 Wood Lathe, Routing, and Planing Machine 

Operators

 F727 Sawing Machine Operators

 F728 Shaping and Joining Machine Operators

 F729 Nailing and Tacking Machine Operators

PRINTING MACHINE OPERATORS

 F734 Printing Press Operators

 F735 Photoengravers and Lithographers

 F736 Typesetters and Compositors

TEXTILE, APPAREL, AND FURNISHINGS

MACHINE OPERATORS

 F738 Winding and Twisting Machine Operators

 F739 Knitting, Looping, Taping, and Weaving Machine Operators

 F743 Textile Cutting Machine Operators

 F744 Textile Sewing Machine Operators

 F745 Shoe Machine Operators

F747 Pressing Machine Operators

 F748 Laundering and Dry Cleaning Machine Operators

MACHINE OPERATORS, ASSORTED MATERIALS

 F753 Cementing and Gluing Machine Operators
31

F754 Packaging and Filling Machine Operators

 F755 Extruding and Forming Machine Operators

 F756 Mixing and Blending Machine Operators

 F757 Separating, Filtering, and Clarifying Machine 

Operators

 F758 Compressing and Compacting Machine Operators

 F759 Painting and Paint Spraying Machine Operators

 F763 Roasting and Baking Machine Operators, Food

 F764 Washing, Cleaning, and Pickling Machine

Operators

 F765 Folding Machine Operators

 F766 Furnace, Kiln, and Oven Operators, Except 

Food

 F768 Crushing and Grinding Machine Operators

 F769 Slicing and Cutting Machine Operators

 F773 Motion Picture Projectionists

 F774 Photographic Process Machine Operators

 F777 Miscellaneous Machine Operators, n.e.c.

FABRICATORS, ASSEMBLERS, AND HAND

WORKING OCCUPATIONS

 F783 Welders and Cutters

 F784 Solderers and Braziers

 F785 Assemblers

 F786 Hand Cutting and Trimming Occupations

 F787 Hand Molding, Casting, and Forming Occupations

 F789 Hand Painting, Coating, and Decorating Occupations

 F793 Hand Engraving and Printing Occupations

 F795 Miscellaneous Hand Working Occupations, 

n.e.c.

PRODUCTION INSPECTORS, TESTERS,

SAMPLERS, AND WEIGHERS

 F796 Production Inspectors, Checkers, and Examiners

 F797 Production Testers

 F798 Production Samplers and Weighers

 F799 Graders and Sorters, Except Agricultural

 F800 Hand Inspectors, n.e.c.

Major group G:

TRANSPORTATION AND MATERIAL MOVING

OCCUPATIONS

MOTOR VEHICLE OPERATORS

 G803 Supervisors: Motor Vehicle Operators

 G804 Truck Drivers

G806 Driver-Sales Workers

 G808 Bus Drivers

 G809 Taxicab Drivers and Chauffeurs

 G813 Parking Lot Attendants

 G814 Motor Transportation Occupations, n.e.c.

RAILROAD TRANSPORTATION OCCUPATIONS

 G823 Railroad Conductors and Yardmasters

 G824 Locomotive Operating Occupations

 G825 Railroad Brake, Signal, and Switch Operators

 G826 Rail Vehicle Operators, n.e.c.

WATER TRANSPORTATION OCCUPATIONS

 G828 Ship Captains and Mates, Except Fishing 

Boats

 G829 Sailors and Deckhands

 G833 Marine Engineers

 G834 Bridge, Lock, and Lighthouse Tenders

MATERIAL MOVING EQUIPMENT OPERATORS

 G843 Supervisors: Material Moving Equipment Operators

 G844 Operating Engineers

 G845 Longshore Equipment Operators

 G848 Hoist and Winch Operators

 G849 Crane and Tower Operators

 G853 Excavating and Loading Machine Operators

 G855 Grader, Dozer, and Scraper Operators

 G856 Industrial Truck and Tractor Equipment Operators

 G859 Miscellaneous Material Moving Equipment 

Operators, n.e.c.

Major group H:

HANDLERS, EQUIPMENT CLEANERS, HELPERS,

AND LABORERS

FARM, FISHING AND FORESTRY OCCUPATIONS -

NONFARM SECTOR

 H483 Marine Life Cultivation Workers

 H484 Nursery Workers

 H485 Supervisors, Agriculture-Related Workers

 H486 Groundskeepers and Gardeners, Except Farm

 H487 Animal Caretakers, Except Farm

 H489 Inspectors, Agricultural Products

 H494 Supervisors, Forestry and Logging Workers

 H495 Forestry Workers, Except Logging

 H496 Timber Cutting and Logging Occupations

 H497 Captains and Other Officers, Fishing Vessels

 H498 Fishers, Hunters, and Trappers
32

HELPERS, HANDLERS, AND LABORERS

 H864 Supervisors: Handlers, Equipment Cleaners, 

and Laborers, n.e.c.

 H865 Helpers, Mechanics and Repairers

 H866 Helpers, Construction Trades

 H867 Helpers, Surveyor

 H868 Helpers, Extractive Occupations

 H869 Construction Laborers

H874 Production Helpers

H875 Garbage Collectors

H876 Stevedores

 H877 Stock Handlers and Baggers

H878 Machine Feeders and Offbearers

H883 Freight, Stock, and Material Handlers, n.e.c.

H885 Garage and Service Station Related Occupations

H887 Vehicle Washers and Equipment Cleaners

H888 Hand Packers and Packagers

H889 Laborers, Except Construction, n.e.c.

Major group K:

SERVICE OCCUPATIONS, EXCEPT PRIVATE

HOUSEHOLD

PROTECTIVE SERVICE OCCUPATIONS

 K413 Supervisors: Firefighting and Fire Prevention 

Occupations

 K414 Supervisors: Police and Detectives

 K415 Supervisors: Guards

 K416 Fire Inspection and Fire Prevention Occupations

 K417 Firefighting Occupations

 K418 Police and Detectives, Public Service

 K423 Sheriffs, Bailiffs, and Other Law Enforcement

Officers

 K424 Correctional Institution Officers

 K425 Crossing Guards

 K426 Guards and Police, Except Public Service

K427 Protective Service Occupations, n.e.c.

FOOD SERVICE OCCUPATIONS

 K433 Supervisors: Food Preparation and Service 

Occupations

 K434 Bartenders

 K435 Waiters and Waitresses

 K436 Cooks

 K438 Food Counter, Fountain, and Related Occupa-

 tion

K439 Kitchen Workers, Food Preparation

 K443 Waiters'/Waitresses' Assistants

 K444 Food Preparation Occupations, n.e.c.

HEALTH SERVICE OCCUPATIONS

 K445 Dental Assistants

 K446 Health Aides, Except Nursing

 K447 Nursing Aides, Orderlies, and Attendants

CLEANING AND BUILDING SERVICE

OCCUPATIONS

 K448 Supervisors: Cleaning and Building Service 

Workers

 K449 Maids and Housemen

 K453 Janitors and Cleaners

 K454 Elevator Operators

 K455 Pest Control Occupations

PERSONAL SERVICE OCCUPATIONS

K456 Supervisors: Personal Service Occupations

 K457 Barbers

 K458 Hairdressers and Cosmetologists

 K459 Attendants, Amusement and Recreation Facilities

 K461 Guides

 K462 Ushers

 K463 Public Transportation Attendants

 K464 Baggage Porters and Bellhops

 K465 Welfare Service Aides

 K467 Early Childhood Teacher's Assistants

 K468 Child Care Workers, n.e.c.

 K469 Service Occupations, n.e.c.
33

Appendix C. Generic

Leveling Criteria

Below are the 10 criteria for the generic leveling of

occupations. The description of each level within a factor

is included. An example of using these criteria for leveling a job follows in appendix D.

Knowledge measures the nature and extent of information

or facts which the workers must understand to do acceptable work (e.g., steps, procedures, practices, rules, policies, theories, principles, and concepts) and the nature and

extent of the skills needed to apply those knowledge’s. To

be used as a basis for selecting a level under this factor, a

knowledge must be required and applied.

1. Knowledge of simple, routine, or repetitive tasks or operations which typically includes following step-by-step

instructions and requires little or no previous training or

experience;

OR

Skill to operate simple equipment or equipment which operates repetitively, requiring little or no previous training

or experience;

OR

Equivalent knowledge and skill.

2. Knowledge of basic or commonly-used rules, procedures, or operations

which typically requires some previous training or experience;

OR

Basic skill to operate equipment requiring some previous

training or

experience, such as keyboard equipment;

OR

Equivalent knowledge and skill.

3. Knowledge of a body of standardized rules, procedures,

operations, goods, services, tools, or equipment requiring

considerable training and experience to perform the full

range of standard clerical assignments and resolve recurring problems;

OR

Skill, acquired through considerable training and experience, to operate and adjust varied equipment for purposes

such as performing numerous standardized tests or operations;

OR

Equivalent knowledge and skill.

4. Knowledge of an extensive body of rules, procedures,

operations, products or services requiring extended training and experience to perform a wide variety of interrelated or nonstandard procedural assignments and resolve a

wide range of problems;

OR

Practical knowledge of standard procedures in a technical

field, requiring extended training or experience, to perform such work as: adapting equipment when this requires

considering the functioning characteristics of equipment;

interpreting results of tests based on previous experience

and observations (rather than directly reading instruments

or other measures); or extracting information from various

sources when this requires considering the applicability of

information and the characteristics and quality of the

sources;

OR

Comprehensive knowledge of a blue-collar skill, usually

acquired through a formal apprenticeship;

OR

Equivalent knowledge and skill;

5. Knowledge (such as would be acquired through a pertinent baccalaureate educational program or its equivalent

in experience, training, or independent study) of basic

principles, concepts, and methodology of a professional or

administrative occupation, and skill in applying this

knowledge in carrying out elementary assignments, operations, or procedures;

OR

In addition to the practical knowledge of standard procedures in Level 4, practical knowledge of technical methods

to perform assignments such as carrying out limited projects which involve use of specialized, complicated techniques;

OR

Advanced knowledge of a blue-collar skill to solve unusually complex problems;

OR

Equivalent knowledge and skill.

6. Knowledge of the principles, concepts, and methodology of a professional or administrative occupation as described at Level 5 which has been either: (a) supplemented

by skill gained through job experience to permit independent performance of recurring assignments, or (b) supplemented by expanded professional or administrative knowl-
34

edge gained through relevant graduate study or experience, which has provided skill in carrying out assignments, operations, and procedures in the occupation which

are significantly more difficult and complex than those

covered by Level 5;

OR

Practical knowledge of a wide range of technical methods,

principles, and practices similar to a narrow area of a

professional field, and skill in applying this knowledge to

such assignments as the design and planning of difficult,

but well-precedented projects;

OR

Equivalent knowledge and skill.

7. Knowledge of a wide range of concepts, principles, and

practices in a professional or administrative occupation,

such as would be gained through extended graduate study

or experience, and skill in applying this knowledge to difficult and complex work assignments;

OR

A comprehensive, intensive, practical knowledge of a

technical field and skill in applying this knowledge to the

development of new methods, approaches, or procedures;

OR

Equivalent knowledge and skill.

8. Mastery of a professional or administrative field to:

Apply experimental theories and new developments to

problems not susceptible to treatment by accepted methods

OR

Make decisions or recommendations significantly changing, interpreting, or developing important policies or programs;

OR

Equivalent knowledge and skill

9 . Mastery of a professional field to generate and develop

new hypotheses and theories;

OR

Equivalent knowledge and skill.

Supervision Received covers the nature and extent of direct or indirect controls exercised by the supervisor, the

employee's responsibility and the review of completed

work. Controls are exercised by the supervisor in the way

assignments are made, instructions are given to the employee, priorities and deadlines are set, and objectives and

boundaries are defined. Responsibility of the employee

depends upon the extent to which the employee is expected to develop the sequence and timing of various aspects of the work, to modify or recommend modification of

instructions, and to participate in establishing priorities

and defining objectives. The degree of review of completed work depends upon the nature and extent of the review, e.g., close and detailed review of each phase of the

assignment; detailed review of the finished assignment;

spot-check of finished work for accuracy; or review only

for adherence to policy.

1. For both one-of-a-kind and repetitive tasks the supervisor makes specific assignments that are accompanied by

clear, detailed, and specific instructions.

The employee works as instructed and consults with

the supervisor as needed on all matters not specifically

covered in the original instructions or guidelines.

For all positions the work is closely controlled. For

some positions, the control is through the structured nature of the work itself; for others, it may be controlled by

the circumstances in which it is performed. In some

situations, the supervisor maintains control through review of the work which may include checking progress or

reviewing completed work for accuracy, adequacy, and

adherence to instructions and established procedures.

2. The supervisor provides continuing or individual assignments by indicating generally what is to be done,

limitations, quality and quantity expected, deadlines, and

priority of assignments. The supervisor provides additional, specific instructions for new, difficult, or unusual

assignments including suggested work methods or advice

on source material available.

The employee uses initiative in carrying out recurring

assignments independently without specific instruction,

but refers deviations, problems, and unfamiliar situations

not covered by instructions to the supervisor for decision

or help.

The supervisor assures that finished work and methods

used are technically accurate and in compliance with instructions or established procedures. Review of the work

increases with more difficult assignments if the employee

has not previously performed similar assignments.

3. The supervisor makes assignments by defining objectives, priorities, and deadlines; and assists employee with

unusual situations which do not have clear precedents.

The employee plans and carries out the successive steps

and handles problems and deviations in the work assignment in accordance with instructions, policies, previous

training, or accepted practices in the occupation.

Completed work is usually evaluated for technical

soundness, appropriateness, and conformity to policy and

requirements. The methods used in arriving at the end results are not usually reviewed in detail.

4. The supervisor sets the overall objectives and resources

available. The employee and supervisor, in consultation,

develop the deadlines, projects, and work to be done. 

At this level, the employee, having developed expertise

in the line of work, is responsible for planning and carrying out the assignment; resolving most of the conflicts

which arise; coordinating the work with others as necessary; and interpreting policy on own initiative in terms of

established objectives. In some assignments, the employee
35

also determines the approach to be taken and the methodology to be used. The employee keeps the supervisor informed of progress, potentially controversial matters, or

far-reaching implications.

Completed work is reviewed only from an overall

standpoint in terms of feasibility, compatibility with other

work, or effectiveness in meeting requirements or expected

results.

5. The supervisor provides administrative direction with

assignments in terms of broadly defined missions or functions.

The employee has responsibility for planning, designing, and carrying out programs, projects, studies, or other

work independently.

Results of the work are considered as technically

authoritative and are normally accepted without significant change. If the work should be reviewed, the review

concerns such matters as fulfillment of program objectives, effect of advice and influence of the overall program,

or the contribution to the advancement of technology.

Recommendations for new projects and alteration of objectives are usually evaluated for such considerations as

availability of funds and other resources, broad program

goals or priorities.

Guidelines covers the nature of guidelines and the judgment needed to apply them. Guides used include, for example: desk manuals, established procedures and policies,

traditional practices, and reference materials such as dictionaries, style manuals, engineering handbooks, and the

pharmacopoeia.

Individual jobs in different occupations vary in the

specificity, applicability and availability of the guidelines

for performance of assignments. Consequently, the constraints and judgmental demands placed upon employees

also vary. For example, the existence of specific instructions, procedures, and policies may limit the opportunity

of the employee to make or recommend decisions or actions. However, in the absence of procedures or under

broadly stated objectives, employees in some occupations

may use considerable judgment in researching literature

and developing new methods.

Guidelines should not be confused with the knowledge’s described under Factor 1, Knowledge. Guidelines

either provide reference data or impose certain constraints

on the use of knowledge’s. For example, in the field of

medical technology, for a particular diagnosis there may

be three or four standardized tests set forth in a technical

manual. A medical technologist is expected to know these

diagnostic tests. However, in a given laboratory the policy

may be to use only one of the tests; or the policy may state

specifically under what conditions one or the other of

these tests may be used.

1. Specific, detailed guidelines covering all important aspects of the assignment are provided to the employee.

The employee works in strict adherence to the guidelines;

deviations must be authorized by the supervisor.

2. Procedures for doing the work have been established

and a number of specific guidelines are available.

The number and similarity of guidelines and work

situations requires the employee to use judgment in locating and selecting the most appropriate guidelines, references, and procedures for application, and in making minor deviations to adapt the guidelines in specific cases. At

this level, the employee may also determine which of several established alternatives to use. Situations to which

the existing guidelines cannot be applied or significant

proposed deviations from the guidelines are referred to the

supervisor.

3. Guidelines are available, but are not completely applicable to the work or have gaps in specificity.

The employee uses judgment in interpreting and

adapting guidelines such as policies, regulations, precedents, and work directions for application to specific cases

or problems. The employee analyzes results and recommends changes.

4. Administrative policies and precedents are applicable

but are stated in general terms. Guidelines for performing

the work are scarce or of limited use.

The employee uses initiative and resourcefulness in deviating from traditional methods or researching trends and

patterns to develop new methods, criteria, or proposed new

policies.

5. Guidelines are broadly stated and nonspecific, e.g.,

broad policy statements and basic legislation which require extensive interpretation.

The employee must use judgment and ingenuity in interpreting the intent of the guides that do exist and in developing applications to specific areas of work. Frequently, the employee is recognized as a technical

authority in the development and interpretation of guidelines.

Complexity covers the nature, number, variety, and intricacy of tasks, steps, processes, or methods in the work

performed; the difficulty in identifying what needs to be

done; and the difficulty and originality involved in performing the work.

1. The work consists of tasks that are clear-cut and directly

related.

There is little or no choice to be made in deciding what

needs to be done.

Actions to be taken or responses to be made are readily

discernible. The work is quickly mastered.

2. The work consists of duties that involve related steps,

processes, or methods.
36

The decision regarding what needs to be done involves

various choices requiring the employee to recognize the

existence of and differences among a few easily recognizable situations.

Actions to be taken or responses to be made differ in

such things as the source of information, the kind of transactions or entries, or other differences of a factual nature.

3. The work includes various duties involving different

and unrelated processes and methods.

The decision regarding what needs to be done depends

upon the analysis of the subject, phase, or issues involved

in each assignment, and the chosen course of action may

have to be selected from many alternatives.

The work involves conditions and elements that must be

identified and analyzed to discern interrelationships.

4. The work typically includes varied duties requiring

many different and unrelated processes and methods such

as those relating to well-established aspects of an administrative or professional field.

Decisions regarding what needs to be done include the

assessment of unusual circumstances, variations in approach, and incomplete or conflicting data.

The work requires making many decisions concerning

such things as the interpreting of considerable data, planning of the work, or refining the methods and techniques

to be used.

5. The work includes varied duties requiring many different and unrelated processes and methods applied to a

broad range of activities or substantial depth of analysis,

typically for an administrative or professional field.

Decisions regarding what needs to be done include major areas of uncertainty in approach, methodology, or interpretation and evaluation processes resulting from such

elements as continuing changes in program, technological

developments, unknown phenomena, or conflicting requirements.

The work requires originating new techniques, establishing criteria, or developing new information.

6. The work consists of broad functions and processes of

an administrative or professional field. Assignments are

characterized by breadth and intensity of effort and involve several phases being pursued concurrently or sequentially with the support of others within or outside of

the organization.

Decisions regarding what needs to be done include

largely undefined issues and elements, requiring extensive

probing and analysis to determine the nature and scope of

the problems.

The work requires continuing efforts to establish concepts, theories, or programs, or to resolve unyielding

problems.

Scope and Effect covers the relationship between the nature of the work, i.e., the purpose, breadth, and depth of

the assignment, and the effect of work products or services

both within and outside the organization.

Effect measures such things as whether the work output

facilitates the work of others, provides timely services of a

personal nature, or impacts on the adequacy of research

conclusions. The concept of effect alone does not provide

sufficient information to properly understand and evaluate

the impact of the position. The scope of the work completes the picture, allowing consistent evaluations. Only

the effect of properly performed work is to be considered.

1. The work involves the performance of specific, routine

operations that include a few separate tasks or procedures.

The work product or service is required to facilitate the

work of others; however, it has little impact beyond the

immediate organizational unit or beyond the timely provision of limited services to others.

2. The work involves the execution of specific rules,

regulations, or procedures and typically comprises a complete segment of an assignment or project of broader

scope.

The work product or service affects the accuracy, reliability, or acceptability of further processes or services.

3. The work involves treating a variety of conventional

problems, questions, or situations in conformance with

established criteria.

The work product or service affects the design or operation of systems, programs, or equipment; the adequacy

of such activities as field investigations, testing operations,

or research conclusions; or the social, physical, and economic well-being of persons.

4. The work involves establishing criteria; formulating

projects; assessing program effectiveness; or investigating

or analyzing variety of unusual conditions, problems, or

questions.

The work product or service affects a wide range of

establishment activities, major activities of industrial concerns, or the operation of other organizations.

5. The work involves isolating and defining unknown

conditions, resolving critical problems, or developing new

theories.

The work product or service affects the work of other

experts, the development of major aspects of administrative or scientific programs or missions, or the well-being

of substantial numbers of people.

6. The work involves planning, developing, and carrying

out vital administrative or scientific programs.

 The programs are essential to the missions of the overall organization or affect large numbers of people on a

long-term or continuing basis.
37

Personal Contact includes face-to-face contacts and telephone and radio dialogue with persons not in the supervisory chain. (NOTE: Personal contacts with supervisors are

covered under Factor 2, Supervision Received.) Levels described under this factor are based on what is required to

make the initial contact, the difficulty of communicating

with those contacted, and the setting in which the contact

takes place (e.g., the degree to which the employee and

those contacted recognize their relative roles and authorities).

Above the lowest level, points should be credited under

this factor only for contacts which are essential for successful performance of the work and which have a demonstrable impact on the difficulty and responsibility of the

work performed.

The relationship of Factors 6 (Personal Contacts) and 7

(Purpose of Contacts) presumes that the same contacts

will be evaluated for both factors. Therefore, use the personal contacts which serve as the basis for the level selected for Factor 7 as the basis for selecting a level for

Factor 6.

1. The personal contacts are with employees within the

immediate organization, office, project, or work unit, and

in related or support units;

AND/OR

The contacts are with members of the general public in

very highly structured situations (e.g., the purpose of the

contact and the question of with whom to deal are relatively clear). Typical of contacts at this level are purchases of admission tickets at a ticket window.

2. The personal contacts are with employees in the same

overall organization, but outside the immediate organization. People contacted generally are engaged in different

functions, missions, and kinds of work, e.g., representatives from various levels within the overall organizations

such as headquarters, district offices, or local offices,

plants, stores, or other operating units in the immediate

installation.

AND/OR

The contacts are with members of the general public, as

individuals or groups, in a moderately structured setting

(e.g., the contacts are generally established on a routine

basis, usually at the employee's work place; the exact purpose of the contact may be unclear at first to one or more

of the parties; and one or more of the parties may be uninformed concerning the role and authority of other participants).

3. The personal contacts are with individuals or groups

from outside the employing establishment in a moderately

unstructured setting (e.g., the contacts are not established

on a routine basis; the purpose and extent of each contact

is different and the role and authority of each party is

identified and developed during the course of the contact).

Typical of contacts at this level are those with persons in

their capacities as attorneys; contractors; or representatives of professional organizations, the news media, or

public action groups.

4. The personal contacts are with high-ranking officials

from outside the employing establishment at national or

international levels in highly unstructured settings (e.g.,

contacts are characterized by problems such as: the officials may be relatively inaccessible; arrangements may

have to be made for accompanying staff members; appointments may have to be made well in advance; each

party may be very unclear as to the role and authority of

the other; and each contact may be conducted under different ground rules). Typical of contacts at this level are

those with presidents of large national or international

firms, nationally recognized representatives of the news

media, presidents of national unions, members of Congress, leading representatives of foreign governments,

State governors, or mayors of large cities.

Purpose of Contacts ranges from factual exchanges of

information to situations involving significant or controversial issues and differing viewpoints, goals, or objectives. The personal contacts which serve as the basis for

the level selected for this factor must be the same as the

contacts which are the basis for the level selected for Factor 6.

1. The purpose is to obtain, clarify, or give facts or information regardless of the nature of those facts, i.e., the facts

or information may range from easily understood to highly

technical.

2. The purpose is to plan, coordinate, or advise on work

efforts or to resolve operating problems by influencing or

motivating individuals or groups who are working toward

mutual goals and who have basically cooperative attitudes.

3. The purpose is to influence, motivate, convince, or

question persons or groups. Those contacted may be

hesitant or skeptical, so the employee must be skillful in

approaching the individual or group in order to obtain the

desired response.

OR

The purpose is to interrogate or control persons or groups

who may be fearful, uncooperative, or dangerous. Therefore, the employee must be skillful in approaching the individual or group in order to obtain the desired effect, such

as, gaining compliance with established policies and

regulations by persuasion or negotiation, or gaining information by establishing rapport with a suspicious informant.

4. The purpose is to justify, defend, negotiate, or settle

matters involving significant or controversial issues.

Work at this level usually involves active participation in

conferences, meetings, hearings, or presentations involv-
38

ing problems or issues of considerable consequence or importance. The persons contacted typically have diverse

viewpoints, goals, or objectives requiring the employee to

achieve a common understanding of the problem and a

satisfactory solution by convincing them, arriving at a

compromise, or developing suitable alternatives.

Physical Demands covers the requirements and physical

demands placed on the employee by the work assignment.

This includes physical characteristics and abilities (e.g.,

specific agility and dexterity requirements) and the physical exertion involved in the work (e.g., climbing, lifting,

pushing, balancing, stooping, kneeling, crouching,

crawling, or reaching). To some extent the frequency or

intensity of physical exertion must also be considered, e.g.,

a job requiring prolonged standing involves more physical

exertion than a job requiring intermittent standing.

1. The work is sedentary. Typically, the employee may sit

comfortably to do the work. However, there may be some

walking; standing; bending; carrying of light items such

as papers, books, small parts; driving an automobile, etc.

No special physical demands are required to perform the

work.

2. The work requires some physical exertion such as long

periods of standing; walking over rough, uneven, or rocky

surfaces; recurring bending, crouching, stooping, stretching, reaching, or similar activities; recurring lifting of

moderately heavy items such as personal computers and

record boxes. The work may require specific, but common, physical characteristics and abilities such as aboveaverage agility and dexterity.

3. The work requires considerable and strenuous physical

exertion such as frequent climbing of tall ladders, lifting

heavy objects over 50 pounds, crouching or crawling in restricted areas and defending oneself or others against

physical attack.

Work Environment considers the risks and discomforts in

the employee's physical surroundings or the nature of the

work assignment and the safety regulations required. Although the use of safety precautions can practically eliminate a certain danger or discomfort, such situations typically place additional demands upon the employee in

carrying out safety regulations and techniques.

1. The work environment involves everyday risks or discomforts which require normal safety precautions typical

of such places as offices, meeting and training rooms, li

braries, and residences or commercial vehicles, e.g., use of

safe work practices with office equipment, avoidance of

trips and falls, observance of fire regulations and traffic

signals, etc. The work area is adequately lighted, heated,

and ventilated.

2. The work involves moderate risks or discomforts which

require special safety precautions, e.g., working around

moving parts, carts, or machines; with contagious diseases

or irritant chemicals; etc. Employees may be required to

use protective clothing or gear such as masks, gowns,

coats, boots, goggles, gloves, or shields.

3. The work environment involves high risks with exposure to potentially dangerous situations or unusual environmental stress which require a range of safety and other

precautions, e.g., working at great heights under extreme

outdoor weather conditions, subject to possible physical

attack or mob conditions, or similar situations where conditions cannot be controlled.

Supervisory Duties describes the level of supervisory responsibility for a position.

1. No supervisory responsibility.

2. A nonsupervisory position. Incumbent sets the pace of

work for the group and shows other workers in the group

how to perform assigned tasks. Commonly performs the

same work as the group, in addition to lead duties. Can

also be called group leader, team leader, or lead worker.

3. Directs staff through face to face meetings. Organizational structure is not complex and internal and administrative procedures are simple. Performing the same work

as subordinates is not the principal duty. Typically, this is

the first supervisory level.

4. Directs staff through intermediate supervisors. Internal

procedures and administrative controls are formal. Organizational structure is complex and is divided into subordinate groups that may differ from each other as to subject matter and function

5. Directs staff through two or more subordinate supervisory levels with several subdivisions at each level. Programs are usually inter-locked on a direct and continuing

basis with other organizational segments, requiring constant attention to extensive formal coordination, clearances, and procedural controls.
39

Appendix D. Evaluating

Your Firm’s Jobs

To compare data on their firm’s jobs with statistics

contained in this bulletin, data users need to be able to

determine their jobs’ work levels. Using the example of a

dental hygienist, this appendix will go through the procedure for determining the work level of a particular job.

 To determine the work level of a job, it must be evaluated using the generic leveling factors. With the information available, such as a written position description

and other knowledge of the job, each factor must be reviewed. Comparing that information to the descriptions of

each level within a factor as shown in Appendix C, the

level best matching the job should be chosen and recorded.

(Note that the number of levels varies by factor.)

Generic leveling: an example

Knowledge

Hygienist must have a dental hygienist license which

requires 2 years of schooling and passage of a technical

exam. This is a mid-level hygienist job, which means a

worker must have at least 3 years of experience. The procedures are essentially the same every day, such as cleaning teeth, checking gums, and taking x-rays.

Level 4.

Supervision received

Most of the tasks are performed without supervision.

For more complicated procedures, such as tooth filling, the

dental hygienist assists the dentist.

Level 2.

Guidelines

A hygienist knows which procedure to use for different

dental problems. Unusual situations are handled after

checking with the supervisor.

Level 2.

Complexity

Each procedure performed leads to the next, for example, examining gums, scraping plaque, then cleaning

teeth.

Level 2.

Scope and effect

In terms of process, the dentist’s work follows the hygienist’s. In terms of effect, the hygienist doing a thorough cleaning in preparation for the dentist’s work allows

the dentist to do a complete exam and properly treat the

patient.

Level 2.

Personal contacts

Patients come to the clinic or occasionally the hygienist

will travel to perform work or give a talk at a school.

Level 2.

Purpose of contacts

Most of hygienist’s interaction is with patients; no

planning or coordination work is involved.

Level 1.

Physical demands

The work is sedentary.

Level 1.

Work environment

Hygienist must take precautions not to be exposed to xrays, punctures, etc.

Level 2.

Supervisory duties

A dental hygienist at this level does not supervise anyone.

Level 1.

Assigning points

Once the correct level has been identified within each

factor, the points associated with each level are recorded.

Summing the points for all factors gives the total points

for the job. Using the factors above and the table at the

end of this section showing the points associated with each

level within a factor, a sample worksheet was filled out for

the dental hygienist position.
40

Generic leveling worksheet

Company job title: Dental Hygienist

Factor Level Points

Knowledge 4 550

Supervision

received

2 125

Guidelines 2 125

Complexity 2 75

Scope and effect 2 75

Personal contacts 2 25

Purpose of contacts 2 20

Physical demands 1 5

Work environment 2 20

Supervisory duties 1 0

Total 5 1020

 

Determining the work level

The following chart takes the point total determined

using the worksheet and converts it to an overall work

level for the job. There are 15 work levels, based on those

used to rank Federal civil service white-collar jobs, each

identified by a point range. The 1,020 total points for the

dental hygienist job puts it in level 5.

Point ranges by work level

 

Range of Generic Level Points

Level Low High

 1 190 254

 2 255 454

 3 455 654

 4 655 854

 5 855 1104

 6 1105 1354

 7 1355 1604

 8 1605 1854

 9 1855 2104

10 2105 2354

11 2355 2754

12 2755 3154

13 3155 3604

14 3605 4054

15 4055

and up

Comparing wages

Once the work level has been identified for a job,

wages for that job can be compared to wages for similar

jobs at the same work level. BLS publishes hourly wage

rates by work level within nine major occupational groups,

which are combinations of similar individual occupations.

The groups and work levels available vary by area. Employers can also use the data on work levels to compare

different jobs in their establishment.

Points associated with each factor level

Factor 1 2 3 4 5 6 7 8 9

Knowledge 50 200 350 550 750 950 1250 1550 1850

Supervision received 25 125 275 450 650 X X X X

Guidelines 25 125 275 450 650 X X X X

Complexity 25 75 150 225 325 450 X X X

Scope and effect 25 75 150 225 325 450 X X X

Personal contacts 10 25 60 110 X X X X X

Purpose of contacts 20 50 120 220 X X X X X

Physical demands 5 20 50 X X X X X X

Work environment 5 20 50 X X X X X X

Supervisory duties 0 0 0 0 0 X X X X

Note: X indicates that a level is not associated with a given factor. For example, for physical demands, point levels 1,

2, and 3 are the only choices.