31 Compensation and Working Conditions Summer 1998

How Do Wages in

Hawaii Compare to

Wages on the Mainland?

Average weekly wages for full-time employees studied in Hawaii

ranged from $384 for key entry operators to $1,005 for Engineers. Generally, Hawaiian wages were about 7 percent below

comparable mainland averages. Higher skilled workers in Hawaii tended to earn less than comparable mainland workers, while

lower skilled and entry level workers tended to earn close to the

mainland average.

BY HILERYZ. SIMPSON A primary purpose of the Occupational Compensation

Survey (OCS) was to provide

an accurate measure of local labor

market pay levels in the United States

for the purpose of setting locality based

Federal wages and salaries.1 Prior to

OCS, the Federal Government usually

paid an identical wage for an occupation regardless of geographic location.

This system made it difficult to recruit

workers in certain higher paying areas, although employees in various

lower paying areas were comparatively

overpaid. In response to these discrepancies, Congress passed the Federal

Employees Pay Comparability Act in

1990, which mandated that the Bureau

of Labor Statistics (BLS) collect the

necessary wage comparability data.

The Act only applies to Federal

workers within the contiguous 48

States (mainland). Federal wages in

Alaska, Hawaii, Puerto Rico, and other

areas such as Guam and the Northern

Marianas Islands are adjusted using a

methodology based on the Consumer

Price Index. In response to litigation

about pay adjustments in the areas

excluded from the Act, the Office of

Personnel Management (OPM) contracted with BLS to conduct occupational wage surveys in Alaska, Hawaii,

and Puerto Rico in 1996. This article

presents selected survey results for the

State of Hawaii and the Honolulu

Metropolitan Statistical Area (MSA).

Survey design

Standard OCS procedures were

used to complete the surveys for Honolulu and Hawaii. As a result, data

are comparable between all published

OCS geographic areas. The main objective of all OCS surveys was to describe the level and distribution of occupational pay in a given labor market.

Another objective was to provide information on the incidence of employee benefits among and within

given labor markets. However, because the contract with OPM only included funds for the collection of

wages and salaries, no benefit data

were collected for either the Honolulu

or Hawaii surveys.

The OCS randomly sampled establishments employing 50 or more workHilery Z. Simpson is an economist in the Division of Data Estimation, Bureau of Labor Statistics.

Telephone: (202) 606-6246

E-mail: Simpson_H@bls.gov
 Compensation and Working Conditions Summer 1998 32

ers in goods-producing industries

(mining, construction, and manufacturing); service-producing industries

(transportation, communications, electric, gas, and sanitary services; wholesale and retail trade; finance, insurance, and real estate); and State and

local governments.2 Private households, the Federal Government, the

self-employed, and agricultural employees are excluded from the survey.

Unless specifically included in a Bureau job description, working supervisors, trainees, and part-time employees are also excluded.3

Establishments in the Hawaiian

surveys were randomly sampled using

State unemployment insurance reports

for the State of Hawaii and the Honolulu MSA as of 1994. From these reports, establishments were classified

into strata (groups) based on industry

and employment size. The number of

establishments sampled from a stratum was determined by the number of

employees expected to be found (based

on previous occupational pay surveys)

in professional, administrative, technical, protective services, and clerical

occupations. In other words, the larger

the number of employees expected to

be found in the selected occupations,

the larger the number of establishments sampled in that stratum. Establishment sampling was also increased for industry strata expected to

have relatively high sampling errors.

A total of 1,199 establishments

employing nearly 300,000 employees

were found to be within the scope of

the two surveys. Of those, 273 establishments employing 168,620 workers

were studied in the Hawaii survey, and

177 establishments employing

121,949 workers were examined in the

Honolulu survey.4

 Because the majority of sample establishments in Hawaii

are located within the Honolulu MSA,

there was much overlap between the

two surveys in terms of establishments

and workers surveyed. Data were collected concurrently for the two surveys,

starting in July 1996 and lasting

through October 1996. The average

payroll reference month was August

1996.

Wage data were collected for all

employees in 46 pre-selected occupations5 that met OCS definitions.6

 For

example, the OCS definition of a word

processor, in summary, is anyone

whose primary duties are to produce

such items as memos, forms, or graphs

using word processing software packages. Excluded are typists who use

non-editing typewriters, key entry operators, and employees requiring subject matter knowledge, even if their job

title was word processor.

The purpose of using concise job

descriptions is two-fold. First, it helps

field economists classify workers into

appropriate occupations. Second, it

permits establishments to compare

their employees’ wages with the earnings of other employees who do the

same type of work. Because of the emphasis on comparability of occupational content, the Bureau’s job description for an occupation may differ

significantly from those used in individual establishments.

In addition to classifying employees into specific occupations, they are

further classified into grade levels.

Just as occupations are clearly defined,

so are grade levels. For example, the

definition of a level-1 accounting clerk

states, “Performs very simple and routine accounting clerical operations....”

The description then goes on to explain the level of supervision received

and the specific procedures that incumbents are expected to be able to

complete, such as “verifying mathematical accuracy.” At level 2, accounting clerks are expected to “perform one or more routine operations

such as examining...transactions to

ensure accuracy....” At the next level,

they are expected to do double entry

bookkeeping. Finally, accounting

clerks level 4, the highest level surveyed, balance and reconcile accounts.

(Actual published occupation and

grade level definitions are much more

detailed than shown in this example.)

As these definitions illustrate, the

responsibilities and knowledge needed

to complete the work rise from one

level to the next. The number of levels within an occupation depends upon

its range of complexity. For example,

the occupation of engineer has eight

levels, while receptionist has one level.

The classification of workers within

an occupation into various levels allows comparability of duties and skills.

This is particularly useful to wage and

salary administrators and others who

compare wage rates among establishments for workers who do the same

work, not just workers who have the

same job title.

Wages by establishment size

The percent of Hawaiian employees in establishments with 500 or more

workers was slightly higher than the

mainland average. They accounted for

55 percent of all Hawaiian workers,

4-percentage points above the mainland average. Hawaii had 99 large establishments, of which 71 were surveyed.

Previous BLS studies have shown

that average occupational wages in

larger establishments tend to be higher

than in smaller establishments.7 However, this was not the case in either

the Hawaii or Honolulu surveys. (See

table 1.)

Unless otherwise noted, wage data

presented in the rest of this article are

for all surveyed establishments regardless of size.

Table 1. Average weekly wages in

Hawaii by establishment size, 1996

Surveyed

All estab- establishlishments ments

surveyed employing

500 or more

workers

Accountants ..... $749 $735

Engineers ......... 961 965

Computer pro-

 grammers ...... 640 640

Computer

 systems

 analysts ......... 822 820

Personnel

 specialists ..... 785 766

Accounting

 clerks............. 491 469

General clerks .. 418 399

Key entry

 operators ....... 384 385

Secretaries ....... 611 621

Personnel

 assistants ...... 498 495

Mean

Occupation
33 Compensation and Working Conditions Summer 1998

0

20

40

60

80

100

Hawaii United States

Percent

Goods producing Service producing Government

Different industry concentrations

Private industry employment

breakouts differ significantly between

the State of Hawaii and the mainland.

(See chart 1.) In Hawaii, close to 75

percent of the workers are employed

in service-producing industries and

less than 10 percent are in goods-producing industries. By comparison, 54

percent of civilian non-agricultural

workers on the mainland are employed

in service-producing industries while

just under 25 percent are in goods-producing industries. The percentage of

Hawaiian workers employed by State

and local governments, however, is

almost identical to the mainland average of 21 percent.

Occupational pay data

The occupational pay data presented here are for full-time workers

who work a regular weekly schedule

as established by their employer (approximately 40 hours in Hawaii on

average). The published data exclude

premium pay for overtime, weekends,

holidays, and late shifts. Also excluded are nonproduction bonuses and

lump-sum payments. Pay increases

under cost-of-living clauses and incentive payments (production bonuses),

however, are included.

Unless otherwise noted, the pay

data presented are for employees in

private industry, as well as State and

local governments. Average pay data

were published in Hawaii for 38 selected occupations; however, data for

15 occupations are presented in this

article. Occupations were included

based on their prevalence in the local

economy, their comparability with

mainland averages, and their suitability to illustrate a point.8

 The earnings

data presented are the mean weekly

wages of all sampled workers in an occupation. Mean wages were computed

by summing the pay for all workers in

each occupation and level and then

dividing by the total number of employees in each category. Median

wages, the point at which half the

workers earned less and half earned

more, as well as middle ranges were

also published, but are not included

in this article. For data comparison

purposes, the contiguous 48 States are

referred to as the mainland.

Professional occupations

Accountants. Like most other professional occupations surveyed, accountants were paid less on average in Hawaii than on the mainland.9

 (See table

2.)

As seen in many of the occupations

surveyed, the difference in pay between

Hawaii and the mainland average was

most noticeable for those accountants

with greater responsibilities than for

those less experienced. Level-2 accountants, responsible for applying

accounting concepts just beyond the

application of rules and instructions,

were paid close to the mainland level.

In comparison, level-4 accountants,

who must apply accounting procedures

to a wide variety of difficult problems,

were paid at a significantly lower rate

in Hawaii compared to the mainland.

Similar results were also found in the

Honolulu survey.10

Engineers. Mid-level engineers earn,

on average, about 10 percent less in

Honolulu than on the mainland. (See

table 2.) When State and local government employees are excluded, however, the pay gap almost disappears.

Level-3 engineers in private industry,

who independently evaluate standard

engineering techniques and use judgment in making minor modifications

to specifications, earn almost identical wages in Honolulu as on the mainland. Level-4 engineers, who are

knowledgeable of all conventional aspects of their profession and use much

judgment, earn slightly more outside

of Hawaii.

Administrative and technical occupations

Computer programmers. Although

the national market for computer programmers has become increasingly

tight in recent years, their wages in

Honolulu and Hawaii are below the

mainland average. Table 2 shows the

average weekly wages of mid-level

computer programmers who apply

standard procedures and detailed

knowledge to their work.

Computer systems analysts. Similar

to professional occupations, higherlevel computer systems analysts are

paid relatively less compared to the

mainland average than are lower level

systems analysts. Computer system

analysts, in general, analyze business

and scientific problems for resolution

through electronic data processing;

however, their responsibilities can vary

significantly by skill level. A level-2

systems analyst, who must be competent in most phases of systems analysis and have knowledge of pertinent

system software and computer equipment, is paid 12 percent less in Hawaii

Chart 1. Percent of non-agricultural workforce by industry

sector, Hawaii and United States, 1996-97
 Compensation and Working Conditions Summer 1998 34

than on the mainland, and a level-3

analyst who has more complex responsibilities makes approximately 24 percent less on the islands.

Personnel specialists. Personnel specialists do professional work in one or

more personnel specialties such as

benefit administration, recruitment, or

labor relations. Workers were paid

similar wages in Honolulu as across

the State, but sometimes these differed

from mainland averages.

As seen in other occupations, the

wages of personnel specialists tended

to drop relative to the mainland average as their experiences and skills increase. Level-2 personnel specialists,

who perform standard procedures,

earn a wage just above the mainland

average, although wages for level-4

personnel specialists, who have moderately complex duties, are considerably lower than those paid to comparable workers on the mainland. (See

table 2.)

Clerical occupations

Clerks. The differences between Hawaiian and mainland wage averages

for clerks sometimes were considerable, just as they were for professional

occupations. For example, clerks in

Hawaii earned anywhere from 19 percent less to 11 percent more than the

comparable mainland average. Professional and technical occupations, on

the other hand, rarely earned above the

mainland average and often earned

much less. Unlike high level professionals who often saw their relative

wages falling further below the mainland average as their skills and responsibilities increased, the wages of accounting and key entry clerks in Hawaii typically remained close to the

mainland average. For example, the

highest level of systems analysts

earned close to 25 percent less in Hawaii, while the highest level of accounting clerks actually earned about

the same as the comparable mainland

average. (See table 2.)

Clerks in Hawaii were among the

lowest paid workers surveyed. Average weekly earnings for clerks ranged

Table 2. Average weekly wages for various occupations and levels, 1996

Occupation and level Honolulu Hawaii Mainland Ratio1

 Professional

Accountants

2 ............................................... $596 $603 $626 96

3 ............................................... 759 753 811 93

4 ............................................... 885 885 1,041 85

Engineers

3 ............................................... 853 870 959 91

4 ............................................... 1,037 1,037 1,167 89

 Administrative and technical

Computer programmers

3 ............................................... 672 671 788 85

Systems analysts

1 ............................................... 744 750 779 96

2 ............................................... 831 829 940 88

3 ............................................... 850 847 1,111 76

Personnel specialists

2 ............................................... 641 640 611 105

3 ............................................... 796 797 804 99

4 ............................................... 851 854 1,045 82

 Clerical

Accounting clerks

2 ............................................... 422 421 379 111

3 ............................................... 454 454 464 98

4 ............................................... 578 569 549 104

General clerks

2 ............................................... 332 334 342 98

3 ............................................... 398 403 429 94

4 ............................................... 447 398 493 81

Key entry operators

1 ............................................... 353 352 353 100

2 ............................................... 424 431 414 105

Secretaries

2 ............................................... 547 541 476 114

3 ............................................... 610 611 557 110

4 ............................................... 726 721 665 108

Personnel assistants

2 ............................................... 433 429 409 105

3 ............................................... 502 501 508 99

4 ............................................... 542 545 596 91

 1 Ratio is Hawaii to mainland wages.

Secretaries and personnel assistants.

Secretaries was the only occupation

with multiple levels that earned wages

above the comparable mainland average at all published levels. However,

their wage advantage tended to decline

as their level increased. Personnel assistants, on the other hand, followed

the pattern of professionals by earning relatively close to the mainland average at the lower levels, but below the

mainland average at the highest level.

(See table 2.)

from $332 for a general clerk level 2 to

$578 for an accounting clerk level 4.

Accounting clerks level 2 had higher

than average wages in Hawaii, while

levels 3 and 4 earned close to the comparable mainland average. Key entry

operators also earned close to or above

the mainland average. Pay for general

clerks, on the other hand, followed the

same pattern as professional occupations; they earned closer to the mainland average in the lower levels, although level 4 earned substantially less.
35 Compensation and Working Conditions Summer 1998

Protective services occupations

Police, firefighters, and corrections officers. Employed almost exclusively

by State and local governments, earnings of protective services workers averaged just above $600 per week. Hawaiian corrections officers earned

roughly $50 per week less than

firefighters and close to $100 less than

police officers. (See table 3.)

Although Hawaiian police officers

earned more than their protective services colleagues, their pay fell below

the mainland average. Firefighters fell

even further behind, earning $607 per

week compared to the mainland average of $690. Although they had the

lowest average earnings of the three

protective services groups, corrections

officers’ average earnings were actually above the mainland average.

Blue-collar occupations

Truckdrivers. Drivers of light trucks

earned slightly more than their mainland counterparts, while drivers of

tractor-trailers and heavy trucks on the

islands earned less.11 As expected, the

hourly wages of Honolulu truckdrivers,

like those on the mainland, varied by

the size of the truck driven. As the

size of the vehicle increased (and often the driver’s level of required experience and education) so did the

hourly wage rate. (See table 4.)

Summary

Wage progression within many of

the sampled occupations was less in

Hawaii than for comparable occupations on the mainland. Wages of Hawaiian workers increased as their

knowledge and responsibilities in a

given occupation increased; however,

this increase was less than on the

mainland. This trend is most pronounced in higher skilled occupations.

For example, entry level engineers,

accountants, and systems analysts in

Hawaii earned close to or just below

the mainland average, while the highest skilled employees in these occupations earned much less than the mainland average. (See charts 2, 3, and 4.)

This phenomenon was not exclusive to the professional and technical

occupations; it was also found among

clerical, protective services, and bluecollar occupations. Only secretaries

actually earned more than the mainland average at the lower- and midgrade levels, and then matched the

mainland average at the highest grade

level. (See chart 5.)

Occupational wages in Hawaii

tended to have a smaller range in pay

between the lowest and highest skilled

employees than the Nation as a whole.

For example, in 1995, the average

mainland mean weekly pay for experienced accountants (level 5) was

$1,375, while entry level accountants

(level 1) earned $523, a spread of 163

percent. Experienced accountants in

Hawaii, however, were paid $927 per

week, while entry level accountants

earned $542, a spread of 71 percent.

Several factors could be causing

this slower occupational wage progression. First, Hawaii’s smaller labor

market may have less demand for

higher skilled workers than the mainland. This could be caused by the relative lack of certain types of large private establishments, such as corporate

headquarters or research centers,

which often employ the highest skilled

employees within an occupation. Second, the Hawaiian economy is more

heavily weighted toward service establishments than the mainland economy.

Approximately 75 percent of the Hawaiian economy is represented by service sector employees as compared to

about 50 percent of the mainland

economy. Service sector employees

earn close to 20 percent less than employees in goods-producing industries.

Finally, Hawaiians are less mobile than

their mainland counterparts on the

whole, largely because of the expense

associated with moving to the mainland.

The slower wage growth within occupations, however, is not caused by a

lower cost of living on the islands. According to the State of Hawaii, it takes

135 percent of the urban mainland income to maintain the same standard

of living in Honolulu.12

Additional survey information

Publishing data by occupation and

grade level. Although the list of occupations and grade levels are known

prior to collection, the occupations and

grade levels which meet the necessary

requirements for publication are determined only after the survey is completed. For a specific occupation or

grade level to be published, it must:

(1) Be sampled from at least three establishments; (2) have a minimum of

6 weighted workers; and (3) not have

a single establishment contribute more

than 60 percent of the workers in that

occupation or grade level.

Table 4. Average hourly wage rates for truckdriver occupations, 1996

Truck type Honolulu Hawaii Mainland Ratio1

Light ............................................. $9.01 $9.13 $8.53 107

Heavy ........................................... 11.87 11.91 13.38 89

Tractor- trailer ............................... 14.11 13.82 14.24 97

 1 Ratio is Hawaii to mainland wages.

Table 3 Average weekly wages for protective services occupations, 1996

 Occupation Honolulu Hawaii Mainland Ratio1

Corrections officers ....................... $555 $551 $529 104

Firefighters .................................... 604 607 690 88

Police officers

 Level 1 ...................................... 660 649 700 93

1

 Ratio is Hawaii to mainland wages.
 Compensation and Working Conditions Summer 1998 36

The prevalence of an occupation in

the surveyed area is the primary factor determining which occupations

will meet publication requirements.

For example, a State or MSA with

large numbers of engineers is more

likely to have all eight levels of engineers published than an area with relatively few engineers. In the Hawaii

survey, 38 of the 46 occupations had

at least one level published, and 12

occupations had all possible levels

published.

Occupational pay information is

published for both private industry and

State and local governments when possible. Within private industry, more

detailed information is presented to the

extent that the surveys’ establishment

sample can support such detail. In the

Hawaii and Honolulu surveys, data are

also published for occupations regardless of establishment size and for occupations within establishments that

employ 500 or more workers.

Survey nonresponse. Sample loss rates

were lower in the Hawaii and Honolulu surveys than for OCS in general.

(See chart 6.) Wage data were not

collected from 11.8 percent of the sampled establishments in Hawaii and 13.1

percent in Honolulu, primarily due to

lack of cooperation. The relative sample

weights originally assigned to those establishments that chose not to participate were redistributed among the participating establishments. This ensures

that published average wages take into

account industry variations, among

other factors. In addition to refusals,

close to 2 percent of the sampled establishments in each survey were either

out-of-business or out-of-scope at the

time of collection.1 3

In addition to establishment losses,

certain participating respondents

would not provide wage data for each

occupation requested. The proportion

of employees for whom wage information was not available was less than

5 percent in both surveys. No weight

adjustments were made for those establishments providing partial data.

Data quality. Estimates of relative

standard errors for these surveys vary

among occupational work levels, and

depend upon such factors as the frequency with which the job occurs, the

dispersion of salaries for the job, and

the survey design. The tabulation below shows the distribution of the published work levels for one relative standard deviation from the Honolulu survey.14

Less than 1 percent ............ 3.4

1 and under 3 percent ........ 62.4

3 and under 5 percent ........ 26.5

5 percent or more ............... 7.7

Similar results were also found for

the Hawaii survey.

The sampling errors mentioned

above are measured, but nonsampling

errors are not. Nonsampling errors

stem from many sources, such as the

inability to obtain information from

some establishments, difficulties

with survey definitions, and the inability of respondents to provide correct data. While very difficult to measure, such errors are expected to be

minimal due to the high response rate,

the extensive training of field economists who collect the data, and constant, rigorous review of both the occupational definitions and the

collected data.

Percent of

published

occupational

work levels

Relative

standard error
37 Compensation and Working Conditions Summer 1998

1

 In July 1997, BLS concluded 6 years of locality pay and Service Contract Act surveys collected under the umbrella of the Occupational

Compensation Survey (OCS) program. The OCS

program was discontinued as the first step in phasing in the new National Compensation Survey

(NCS) program. For additional information on

NCS, see Beth Levin Crimmel, “COMP2000:

Designing a New Wage Survey,” Compensation

and Working Conditions, December 1996, pp.

9-11.2

 For these surveys, an establishment is an

economic unit which produces goods or services,

a central administrative office, or an auxiliary

unit providing support services to a company. In

manufacturing industries, the establishment is

usually at a single physical location. In serviceproducing industries, all locations of a company

in a Metropolitan Statistical Area or nonmetropolitan county are usually considered an establishment. In government, an establishment is

generally defined as all locations of a specific

government entity. 3

 Working supervisors, apprentices, learners, beginners, and trainees, as well as parttime, temporary, and probationary workers are

excluded, unless specifically included in the

job description. 4

 Includes all workers in all establishments

with total employment at or above the minimum

levels. 5

 The selected occupations are as follows:

Professional occupations—accountants, public

—ENDNOTES—

accountants, attorneys, engineers, and registered

nurses; administrative occupations—budget

analysts, buyers, computer programmers, computer systems analysts, supervisors/managers,

personnel specialists, personnel supervisors/managers, and tax collectors; clerical occupations—

accounting clerks, general clerks, order clerks,

key entry operators, personnel assistants, secretaries, switchboard operators/receptionists, and

word processors; protective service occupations—corrections officers, firefighters, and police officers; technical occupations—computer

operators, drafters, engineering technicians, civil

engineering technicians, licensed practical nurses,

and nursing assistants; maintenance and

powerplant occupations—general maintenance

workers, maintenance electricians, maintenance

electronics technicians, maintenance machinists,

machinery maintenance mechanics, motor vehicle maintenance mechanics, and tool and die

makers; custodial and material movement occupations—forklift operators, guards, janitors,

material handling laborers, order fillers, shipping

and receiving clerks, truckdrivers, and warehouse

specialists. 6

 See, for example, Appendix B. Occupational Descriptions, Occupational Compensation Survey: Pay Only, State of Hawaii, Bulletin 3085-37, Bureau of Labor Statistics, August

1996. 7

 See, for example, Robert W. Van Giezen,

“Occupational Pay by Establishment Size,”

Compensation and Working Conditions, Spring

1998, pp. 28-36. 8

 Occupations and occupational levels with

fewer than 100 workers were not included in this

article. 9 Occupational Compensation Survey: Pay

Only, State of Hawaii, Bulletin 3085-37, Bureau

of Labor Statistics, August 1996; and Honolulu,

Hawaii Metropolitan Area, Bulletin 3085-34,

Bureau of Labor Statistics, August 1996. 10 Estimates of sample error were not available for many of the Honolulu jobs discussed in

this article. For this reason, most data comparisons made in this article for Honolulu jobs were

not evaluated for statistical significance. 11 BLS categorizes truckdrivers by the type and

rated capacity of the vehicle they drive as follows:

Light trucks—under 1.5 tons, usually 4 wheels;

heavy trucks—over 4 tons, usually 10 wheels; and

tractor trailers—separable cab and trailer, usually

18 wheels. 12 See Naomi Harada, “Selected Wage Information for Hawaii,” State of Hawaii Department

of Labor and Industrial Relations, Research and

Statistics Office, December 1996. 13 Out-of-scope establishments primarily include those in agriculture, private households, and

the self-employed. 14 The standard error indicates the precision with

which an estimate from a particular sample approximates the average result of all possible samples. The

relative standard error is the standard error divided

by the estimate. The smaller the relative error, the

greater the reliability of the estimate.
 Compensation and Working Conditions Summer 1998 38

0

200

400

600

800

1000

1200

1400

1600

1800

2000

123456

Level

United States Hawaii

Chart 2. Average weekly wages by level for engineers, Hawaii 1996

and United States 1995

Chart 3. Average weekly wages by level for accountants, Hawaii 1996

and United States 1995

0

200

400

600

800

1000

1200

1400

1234

Level

United States Hawaii

$

$ 2,000

1,800

1,600

1,400

1,200

1,000

800

600

400

200

0

United States Hawaii

Level

Level

United States Hawaii

1,400

1,200

1,000

800

600

400

200
39 Compensation and Working Conditions Summer 1998

0

200

400

600

800

1000

1200

123

Level

United States Hawaii

0

100

200

300

400

500

600

700

800

900

1234

Level

United States Hawaii

Chart 5. Average weekly wages by level for secretaries, Hawaii 1996

and United States 1995

$

$

Chart 4. Average weekly wages by level for

systems analysts, Hawaii 1996 and United

States 1995

1,200

1,000

800

600

400

200

United States Hawaii

Level

Level
 Compensation and Working Conditions Summer 1998 40

0

5

10

15

20

25

Honolulu Hawaii United 

Refusals Other losses Total sample loss

Chart 6. Sample establishment loss rates, Honolulu and Hawaii 1996

and national average 1995

Percent