Dickerson v. Department of Highways Affidavit of August 25, 1989
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August 25, 1989

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Brief Collection, LDF Court Filings. Dickerson v. Department of Highways Affidavit of August 25, 1989, 1989. 6cb800d7-af9a-ee11-be36-6045bdeb8873. LDF Archives, Thurgood Marshall Institute. https://ldfrecollection.org/archives/archives-search/archives-item/40dcc929-6f3a-4364-b11e-9776cd22d7d1/dickerson-v-department-of-highways-affidavit-of-august-25-1989. Accessed July 30, 2025.
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UNITED STATES DISTRICT COURT FOR THE SOUTHERN DISTRICT OF WEST VIRGINIA ---------------------------------------X PATRICIA DICKERSON, PATRICIA JONES, TOBA SINGER AND SHERYL JOHNSON, Plaintiffs, vs. DEPARTMENT OF HIGHWAYS, State of West Virginia; WILLIAM S. RITCHIE, JR., in official capacity as Commissioner of the Department of Highways et al. Defendants.---------------------------------------X Affidavit of August 25, 1989 I, Dr. Harriet Zellner, being duly sworn upon my oath, depose and say: I am a 1965 graduate of Harpur College, S.U.N.Y., and received my Master's Degree and Doctorate in Economics from Columbia University in the Spring of 1975. I have taught Economics at the graduate and undergraduate levels at Rutgers University and was made a member of the Graduate Faculties at Rutgers in 1975. I have published in the field and have served as referee for several of the most respected economic journals. (Please see my Curriculum Vitae, attached.) I am currently President of Integral Research Inc., a consulting firm providing analytical expertise to law firms, private companies and public policy makers. CIVIL ACTION No. 2: 88-0651 AFFIDAVIT a ./ I. Introduction I have prepared this affidavit at the request of Charlotte Rutherford, Esq. of the NAACP Legal Defense and Education Fund. Its purpose is to report the results of analyses I performed in order to determine whether there is statistical evidence supportive of the charge that the West Virginia Civil Service Commission in its testing practices and the Department of Highways in its hiring practices discriminated against all women and against black women with respect to hiring into eighteen job titles over the relevant period. (1) The results reported below represent the second analysis I've done of this issue; the results of the first were presented in an affidavit I submitted in April of this year. (The relevant tables from the latter affidavit are shown in Appendix 1 to this affidavit.) This second analysis was made necessary by my discovery (in mid-June) that the data base upon which the first analysis was performed did not, in fact, accurately record hiring activity over the relevant period; the data base provided to me in April represented, instead, an inaccurate reconstruction of the relevant records. (2) On June 3 0th, a new data base — showing the name of each individual hired, the class (i.e., job title) and 2 organizational unit into which he or she was hired, their hire date, their sex and race, and whether or not they were hired into a permanent as opposed to a temporary position — was provided to me and v,as utilized for the purposes of the *' analyses reported below. (3) This data base also provided me with hiring records for two job titles of concern that had not been included in the April data base: Bridge Maintenance Worker and Bridge Maintenance Craftsworker. (4) II♦ Data Sources I was provided with materials describing Civil Service Commission's and Department of Highways' testing and hiring procedures, job descriptions, copies of a number of "Personnel Certification" forms, "Applicant Flow Analysis" print-outs for some of the relevant job titles for some months of 1985 and 1986, print-outs of the "Eligibles Registers" for several of the relevant job titles as they stood on August 25, 1986 and on June 2, 1989, Manpower Profiles for Affirmative Action Programs, 1984 and Affirmative Action Information, 1986 (both publications of the West Virginia Department of Employment Security), Department of Highways lists initially represented as showing the number of individuals, by race and sex, hired by -i the Department over the 1984 through 1988 period into some of the job titles at issue and, finally on June 30th, the data base on hires described above. 3 Ill. Testing the Hiring Charge In order to determine whether there is statistical evidence of* - discrimination in hiring into the job titles at issue over the 4 . 1984 through 1988 period, I compared the percent that women represented of hires into these job titles over this period to the percent they represented of the relevant labor pools for these jobs. The Census occupational titles I used to define the relevant labor pool for each of the jobs under consideration here are listed in Appendix 3 to this affidavit, along with the description, provided by the Department of Highways, of the training and experience requirements for each job title and the job duties it involves. The titles I used to define the relevant pools were chosen from the 1980 Census's list of 514 detailed titles, also given in Appendix 3. Having defined the pools relevant to the titles under consideration, I calculated the percent women represented of each of the labor pools, or as this measure is commonly called, their "availability rate" in each of the pools. It is this availability rate (shown in column 4 of each of the report tables) that is compared to the percent women represented of hires to determine whether there is statistical support for the 4 discrimination-in-hiring charge. In performing the analyses, temporary hires were separated out from all hires and the tests performed separately on them. This was done because — while permanent hires are governed by Civil Service testing procedures -- hiring for positions classified as temporary is at the sole discretion of the Department of Highways. A separate analysis of temporary hiring enables us therefore to test for discrimination on the part of Department of Highways' staff apart from any adverse-impact effects on hiring emanating from Civil Service testing procedures. (5) The results of these analyses are shown in Tables 1 through 4 below. Tables 1 and 2 show, respectively, the results of the analysis for all female hires and for all females hired into temporary positions. Tables 3 and 4 show, respectively, the results for all hires of black women and for black women hired into temporary positions. The tables are structured identically. The first three columns show Department of Highways activity: total hires, female hires and the percent that women represented of total hires. The fourth column shows the availability rate of women in the labor pool relevant to the specified job group and the fifth column states whether or not the representation of women in Department 5 of Highways' hires falls short of their representation in the relevant labor pool. The sixth column gives the probability of observing — by chance alone — a difference between the female hire rate and the female availability rate as large as the one shown in columns 3 and 4; that is, the probabilities reported in the sixth column of each table show the likelihood of finding a deviation of the observed magnitude if, in fact, the probability of being hired were independent of gender. The last column of each table simply states whether the probability reported in the previous column indicates that the observed deviation between the female hire rate and the female availability rate is statistically significant. It is conventional in equal employment opportunity proceedings to use 0.05 as a cut-off in determining statistical significance; probability values equal to or below 0.05 indicating statistical significance and those above 0.05 indicating non-significance. (6) Therefore, whenever the probability value shown in the sixth column falls below 0.05, a "Yes" appears in column 7. For purposes of the analysis, Department of Highways job titles have been placed in the same job group if it was judged that the training and experience requirements for the titles and the 6 skill and responsibility of the job duties they involve were sufficiently similar to dictate the definition of identical labor pools for them. As can be seen by examination of the tables, Highway Laborer, Laborer, Guard, Bridge Maintenance Inspector I and Transportation Technician Trainee were all placed in one group, Group 1, while Group la simply separates out the Highway Laborer and Guard titles from Group 1; Group 2 includes the Craftsworker I and Bridge Maintenance Worker titles; Group 3 consists of only one job title, Highway Equipment Operator I; and Group 4 includes the higher-level titles: Craftsworker II, Craftsworker III, Bridge Maintenance Craftsworker, Bridge Maintenance Crew Leader and Maintenance Crew Leader. (7) The results for all female hires are shown, as noted above, in Table 1. As can be seen by comparing column 3 to column 4, women are are underrepresented in hires into every job group. As can be seen by the results reported in column 6, this underrepresentation is highly significant statistically. (8) These results show that — for the the first four of the job groups tested — we could expect to observe a difference of the reported magnitude between the availability rate of women and the percent they represented of hires less than one time in 10,000 by chance alone; that is, if there were no underlying relationship between being female and the probability of being hired. For the fifth of the job groups, the results in column 7 6 show that we could expect to observe a difference of the reported magnitude — by chance alone — less than one time in 100. These significance levels are, obviously, much higher than those required to meet the standard of statistical significance conventionally employed in equal employment opportunity proceedings. The results for temporary hires, shown in Table 2, are almost identical. Women are underrepresented in temporary hiring and this underrepresentation is highly significant statistically. As noted above, the results for black women are shown in Tables 3 and 4. As can be seen by in each of these tables, black women are underrepresented in hires into all job groups except Group 2. However, the difference between the representation of black women among Department of Highways hires and their representation in the relevant labor pools is statistically significant only for Group-1 (and the Group-1 subset, Group-IA) jobs. (9) IV. Conclusions It's clear that the statistical results presented above are strongly supportive of the charge of hiring discrimination by the West Virginia Department of Highways and Civil Service Commission against all women for all of the job groups examined. They are also strongly supportive of the charge of 8 discrimination against women by the Department of Highways in its hiring into temporary positions. The results are more mixed for black women, being clearly supportive of the hiring charge only with respect to Group-1 occupations. Let me note, before concluding this section, that the degree of support leant to any hypothesis by a set of results such as those presented above depends — not only on whether the tests applied yield, as do those reported above, findings of statistical significance — but on whether the tests themselves have been constructed "conservatively"; that is, so as to make a finding of statistical significance harder rather than easier to obtain. In my judgment, there is good reason for considering the tests reported upon in this affidavit to be relatively conservative in this sense. I base this judgment upon the opinion that the availability rates used in the analyses are, in all likelihood, underestimates of the actual availability rates prevailing over the relevant period; to the extent that they are, their use in the analysis yields results which are less statistically significant than use of the actual rates would yield. Because only the 1980 Census provides the level of occupational detail necessary for the sort of analysis required for this case, the availability rates used in this analysis are based on 9 1980 labor-force data. But the representation of women in West Virginia's labor force has increased significantly since 1980, so that the availability rates we'd calculate if we had similar labor-force data for 1984 through 1989 would, in all likelihood, be significantly higher. According to data published by the Bureau of the Census, the representation of women in West Virginia's labor force has increased steadily since 1980, rising by almost five percentage points (from a 1980 level of 37.1% to 41.7% in 1987, the last year for which these data are available.) (10) Similar data are not available for West Virginia by race, so it cannot be said with certainty that the representation of black females in West Virginia's labor force has increased at the same rate. However, since the labor-force representation rate of black females nationally has increased along with that of all females, although at a slower rate, there is no reason to believe that — for West Virginia — the direction of change in this rate has not been the same for black females as for all females. (11) Another reason to expect that the black female availability rates used in this report underestimate the actual availability rates prevailing today is that the 1980 Census undercounted black women. (12) The magnitude of the undercount is not, unfortunately, available by state; the Bureau of the Census 10 has produced preliminary estimates of the national undercount, but has not yet established the extent of undercounting in local areas. However, it should be noted that — according to their estimates — the net undercount of black women nationally was 2.1%. The undercount in West Virginia might, obviously, have been higher or lower than this average. Rather than adjusting the availability rates obtained from the 1980 Census data upward to reflect the impact of these factors, I decided to utilize the rates as calculated and, at the same time, to advise the reader that — had we been able to obtain and utilize the availability rates actually prevailing over the relevant period -- the statistical results would, in all likelihood, have been even more strongly supportive than they are of the hiring-in-discrimination charge. V. A Critique of Dr. Emmett/s May 31, 1989 Report As I've limited myself in this affidavit to a labor-pool analysis of hiring, I'll restrict my comments on Dr. Emmett's work to the hiring analysis he presents in his report of May 31, 1989. (13) In my judgment, most of the results Dr. Emmett presents don't contradict the findings I presented in that report although his text and the manner in which he reports his results in Table 4 11 of his affidavit seems to imply that they do. In fact, the results he obtains are quite similar to mine and, on the whole, I'd characterize his results as fairly supportive of the discrimination-in-hiring charge. In those instances in which the results he presents differ (or appear to differ) from mine, the difference (or appearance of difference) is, in my judgment, attributable to one of several causes: his having failed to define the relevant labor pool correctly, his having failed to group occupations in an appropriate manner (i.e., one that makes the most use of the information we have about them), or his having mis-reported his results (either through typographical error or misinterpretation). Although I've made every effort to keep this evaluation brief, the presence in Dr. Emmett's report of a broad class of what I will call, for want of a better term "erroneous communications" — inconsistent statements or those that are, by statistical definition, inappropriate — as well as a number of omissions have put me in the position of having to first speculate on what Dr. Emmett actually did and what interpretation he actually brings to the results he reports before I can comment on his work. The simplest way, I think, to evaluate Dr. Emmett's report and 12 to compare his results to those I presented in my April affidavit is to orient our discussion around his Table 4. Most of the differences between us will emerge in the course of this discussion. I will then evaluate the results he reports in his Table 5 as well as discussing any issues which have not been treated in the course of discussing Table 4. In Table 4, Dr. Emmett presents the results of two types of analyses. For the purposes of the analyses he reports in the lower third of the table, he retains the job-group definitions I utilized in my April affidavit, but compares the representation of women among hires into these job groups to their availability rates in labor pools which are for the most part quite different than the ones I defined in my April affidavit. In the top two thirds of the table, he shows the results of separate comparisons for each of the eleven job titles. Before discussing the results presented in Table 4, some brief explanation, which Dr. Emmett does not provide in his report, of the table's structure and contents is necessary. For each job title or job group listed down the left-hand margin of Table 4, Dr. Emmett presents two rows of information; the first row, labeled "W" shows data and test results for all women, while that denoted by "BW" shows data and test results 13 for black women separately. The total number of hires into each job title or job group is given in Table 4 in the column labeled "Sample Size"; the proportion women were of these hires is shown in the next column, labeled "Sample Prop."; the availability rate of women to each job title or job group is given in the column headed "Pop. Prop.". The next column of the table, headed "No. of Std Dev" shows the results of a statistical test applied to these data. The number that is reported in this column indicates to a statistician whether or not the deviation between the labor-pool availability rate of women and their representation in hires is of sufficient magnitude to be considered statistically significant. Rather than involve the reader at this point in a statistical discussion — which would have to be fairly technical — of the standard deviation, the test utilized by Dr. Emmett, and the relationship between the two, it seems best to me to simply prepare the reader to use the figure reported in this column as an indicator of statistical significance in much the same way as nonmedically-trained people use the temperature level reported on a thermometer to indicate the presence or absence of a fever. In that spirit, the reader should be prepared to interpret the figures reported in the "No. of Std Dev" column according to the following simple rule: if the figure shown in this column is greater in absolute (i.e. regardless of sign) magnitude than 1.65, the deviation between the the availability rate of women to a job title or job group and their 14 representation among those hired into this job title or group is of sufficient magnitude to be considered statistically significant; if the figure shown in this column is less than 1.65, the deviation is not significant statistically. (14) Having described the structure and contents of Table 4, I'd like now to evaluate the results it reports, looking first at those reported in the lower third of the table, which were obtained, as noted above, by comparing the representation of women among those hired into each of five job groups, as I defined these groups in my April 1989 affidavit, to their availability rates in labor pools as defined by Dr. Emmett in his May 31, 1989 report. Since evaluating the results shown there requires that I first clear up a number of what I referred to above as "erroneous communications" about the table, let me state my conclusions here for the reader who would prefer to know what they are before wading through a great deal of discussion about how I came to them. Dr. Emmett's results for all women do not differ materially from those I reported in my April affidavit, even though the way in which he re-defines the labor pool for several of the job groups radically, and in my judgment quite inappropriately, reduces the measured availability rate of women to them. His 15 tests show statistically significant under-representation of all women among hires into each of the job groups. However, his re-definition of the relevant labor pools reduces the measured availability rate of black women sufficiently to reduce the results of the tests for black women to insignificance. Before proceeding to an examination and evaluation of the results presented in the lower third of Table 4, it's necessary to resolve two problems with respect to the results reported for the Group-2 comparison; the first is a serious ambiguity involving the labor pool Dr. Emmett intended to utilize for the Group-2 test and the second is, apparently, a typographical error (although it might be an error of interpretation) in his characterization of the results for the Group-2 test. It's also necessary to resolve an error — also either typographical or of interpretation — with respect to the Group-4 comparison. Let's get the typographical (I assume) error with respect to the reporting of the results for the Group-2 comparison out of the way first. Although Dr. Emmett reports a figure of -.251 in the "No. of Std Dev" column, which is well below the cut-off of 1.65 I gave above, he characterizes the result as statistically significant (i.e., there's an entry of "SIG." in the last column). The reader should not be confused by this. It's not an abrogation of the rule I gave above; it's an error. If the figure in the "No. of Std Dev" column were properly equal to -.251, the entry in the last column should be "N.S." 16 Now let's deal with the first ambiguity I mentioned above involving the labor pool Dr. Emmett intended to utilize for the Group-2 test. I direct the reader's attention to Dr. Emmett's statement (on page 4 of his affidavit) where he says: "I have utilized different occupational classifications that (sic) Dr. Zellner. The occupational classifications which I employed along with percent female and percent black female (sic) are found in Table 3 of this report." However, reference to Table 3 does not clarify the issue of what "occupational classifications" Dr. Emmett intends to use (in place of the Census titles I used) to define the labor pool for Group 2; rather, in Table 3, he denotes "OPER,FABRI, & LABORERS" (sic) as the Census category defining the labor pool for Group 2, but the numbers he gives on this line are not for the Census category of Operatives, Fabricators and Laborers, but instead are for the Census category of Precision Production, Craft and Repair Occupations. I will assume, for the purposes of my discussion of Table 4, that Dr. Emmett meant to define the labor pool for Group 2 as consisting of Census titles in the category of Operatives, Fabricators and Laborers for the following three reasons. First, it seems more likely that a transcription error was made in entering the numbers for the "OPER,FABRI, & LABORERS" 17 category than that the wrong category name was typed out, but that the right numbers were entered on the rest of the line. Second, use of the Census category of Precision Production, Craft and Repair Occupations to define the labor pool for Group 2, which consists only of Craftsworker-1 jobs, would be extremely inappropriate; doing so would include the highest skilled blue-collar occupations (such as journeyman and master- level skilled trades occupations) in the labor pool for Craftsworker 1 jobs -- which require minimal skill and experience — and would exclude lower and middle-level blue- collar occupations from it. Third, since Dr. Emmett uses the category of Precision Production, Craft and Repair Occupations to define the labor pool for Group 4, which consists of the higher-skilled titles of Craftsworker II, Craftsworker III, Bridge Maintenance Crew Leader, and Maintenance Crew Leader, I assume he would not also use it to define the labor pool for Craftsworker I jobs, which as noted above, require minimal experience and skill. Assuming that I'm correct in my conclusion that Dr. Emmett meant to use the category of Operatives, Fabricators and Laborers to define the labor pool for Group 2, he should (and would) have used an availability rate of .159 for all women, rather than the .040 figure he shows in Table 4, and an 18 availability rate for black women of 0.006, rather than the 0.001 figure he gives in the table. Had he done so, the figure he would have reported for all women in the "No. of Std Dev" column would have been -5.364 (rather than -.251). This result implies that the under-representation of women in Group-2 hires is highly significant statistically. So, we can leave the "SIG." entry in the last column unchanged, because — had the labor pool for Group 2 been defined as I think Dr. Emmett meant to define it — the Group-2 test would have shown statistically significant under-representation of women. The second ambiguity we've got to resolve before being able to accurately summarize the results Dr. Emmett presents in the bottom third of Table 4 involves either another typographical error or an error of interpretation. Although in the "No. of Std Dev" column, he reports a figure of -1.98 for the Group-4 test, he characterizes this result in the last column as "N.S.". However, such a result would indeed be statistically significant and, therefore, the entry in the last column should have been "SIG.". Having subjected the reader to a great deal of tedious exegesis of Dr. Emmett's Table 4, let me repeat briefly my conclusions with respect to the results shown by him in the lower third of the table. They do not differ materially for all women from those I reported in my April affidavit. However, Dr. Emmett's improper re-definition of several of the relevant labor pools 19 reduces the measured availability rate of black women sufficiently to reduce the results of the tests for black women to insignificance. I'd like now to move on to a discussion of the top two thirds of Table 4 in which Dr. Emmett reports the results of performing separate comparisons (of the female hiring rate to the female availability rate) for each of the eleven individual titles rather than for appropriately aggregated subsets of these titles. Dr. Emmett offers no justification in his affidavit for taking this approach and, in my judgment, the approach cannot be justified given the nature of the job titles under analysis. The failure to group titles that are relatively similar in their training and experience requirements, relatively similar in the skill and responsibility of the job duties they involve, and identical with respect to the labor pools defined as relevant to them improperly reduces the statistical power of his tests and, therefore, the meaningfulness of his results. (15) The fact that Dr. Emmett concludes in so many instances that the comparisons he's made yield non-significant (i.e. "N.S.") results is not — given his procedures — surprising; neither, however, is it meaningful. A second reason that most of Dr. Emmett's reported findings of 20 non-significance cannot be taken to imply the absence of hiring discrimination against women is that most of the comparisons he performs do not qualify — according to basic statistical criteria — as genuine tests of the discrimination hypothesis. Although the reasons for this statement are relatively technical, the reader can, I think, grasp the essential meaning of the argument fairly readily once he or she is informed that — in 15 of the 18 titles with respect to which Dr. Emmett reports the results of his comparison to be non-significant (i.e., "N.S.") — zero women were hired into the title. (Although Dr. Emmett's Table 4 doesn't report the number of female hires into each title, reference to his Table 1 will provide the reader with this information.) Now, clearly, zero hires of women represents the lowest possible female hiring rate that could be obtained, a negative number of hires not being possible. Yet, although we observe the lowest possible hiring rate of women into these titles that we could obtain in the physical world as we know it, Dr. Emmett concludes that the results of the statistical procedures he applies to the data (that yield the "No. of Std Dev" values he presents) imply the absence of discrimination against women in hiring into these titles. Obviously, there is something wrong here and what is wrong is 21 that Dr. Emmett has interpreted the statistical procedures he applies to these cases as a proper test of the discrimination hypothesis when, in fact, they are not and assumes, therefore, that the results he obtains permit him to draw a conclusion about the absence of discrimination when, in fact, they do not. When statisticians say they are performing a "test" of an hypothesis, they mean that they will apply an agreed upon set of procedures to a particular set of data such that the results of these procedures will allow them to either reject the hypothesis or to accept it. (16) If the data set used or the procedures applied to it are such that — together — they could never yield a result which would lead to rejection of the hypothesis, the process could not be described as a genuine hypothesis "test" and the statistical results these procedures yield could never be used to draw conclusions about the truth or falsity of the hypothesis. This is just the situation Dr. Emmett finds himself in and yet he does draw conclusions about the truth or falsity of the discrimination hypothesis. We know — from the results Dr. Emmett reports — that the procedures he applies to the fifteen cases in which zero women (or zero black women) were hired could never lead to our rejecting the hypothesis of objectivity (i.e., could never lead to a finding of statistically 22 significant under-hiring of women) because — even though we observe zero women being hired — the procedures applied to the data do not imply that the under-hiring of women is statistically significant; yet we also know that we could never observe a more extreme negative result. These procedures do not, therefore, represent a genuine statistical test in the fifteen cases where zero women were hired, and it is improper to draw the implication from them of no hiring discrimination against women in these cases. The third, and perhaps most obvious reason, that most of Dr. Emmett's findings of non-significance, as reported in the top two thirds of Table 4, cannot be taken to imply the absence of hiring discrimination against women is that he uses the same improperly defined labor pools for these title-by-title comparisons as he used in the job-group comparisons he reports on in the lower third of Table 4. In obtaining the results Dr. Emmett reports in Table 5, he commits all three types of error again. He fails to aggregate individual job titles up to an appropriate level. He implies the absence of hiring discrimination from the results of job- title/labor-pool comparisons involving zero female hires. And, finally, he uses definitions of the relevant labor pool, different from those he used for the Table-4 comparisons, that are even more inappropriate and that reduce the female availability-rate figures to ludicrously low levels. 23 ENDNOTES (1) For the purposes of this analysis, the relevant period runs from January 1, 1984 to May 31, 1989. The titles eighteen titles of concern are: Bridge Maintenance Craftsworker, Bridge Maintenance Crew Leader, Bridge Maintenance Worker, Bridge Maintenance Inspector I, Craftsworker I, II and III, Guard, Instructor I and II- Vocational, Highway Equipment Operator I, Highway Laborer, Laborer, Maintenance Crew Leader I, Parking Guard, Steel Shop Inspector I and II and Transportation Technician Trainee. Analyses could be performed for only thirteen of these titles because for five of them (Instructor I and II - Vocational, Parking Guard, and Steel Shop Inspector I and II) no hiring activity occurred, according to the data base provided to us, over the relevant period. (2) The April data base showed 960 hires into the occupational titles under consideration between January 1, 1984 and mid-June of 1988, whereas the data base supplied on June 30th showed about 1581 hires. Some portion of this difference is attributable to there being three additional job titles in the June 30th data base (Bridge Maintenance Worker, Bridge Maintenance Craftsworker and Laborer, accounting for 104 hires) and to the fact that the June 3 0th data base included hires over the last six months of 1988 and the first five months of 1989. However, approximately half of the size difference between the two data bases appears (from my conversations with 24 the programming staff at Department of Highways about the issue) to be attributable to several factors: the way in which historical information on each individual is stored in the machine-readable data base from which the hiring records supplied to us in April were taken, limits on the amount of such information that can be stored in that data base, and the number of employment-status changes that occurred over the relevant period. However, these factors appear to have been sex neutral, since the results obtained from the analysis of the June 30th data base are almost identical to those reported in this affidavit. (3) This new data base, containing 1581 hiring records (of which 1531 were males, 45 were white females and 5 were black females) was taken from historical records of hiring activity, rather than being re-constructed from a currently on-line system. (4) For the purposes of the analysis presented here, the Bridge Maintenance Worker title was added to Group 2 and the Bridge Maintenance Craftsworker title was added to Group 4. So that the reader could see the results that would have been obtained using the job groups as initially defined in the April affidavit and the June 30th data base, these analyses were performed and the results are reported in Appendix 2 to this affidavit. 25 (5) We were unable to perform such analyses on the April data base because it provided no information on the permanent vs. temporary nature of a hire. (6) The reader should, to avoid confusion, note the asymmetry here; the smaller the probability of the result, the greater the level of significance; the further below 0.05 the probability lies, the higher the level of statistical significance. (7) These title groupings are obviously a matter of judgment and the lines between several of them could have been drawn somewhat differently. While it's clear that Group 4 titles are quite different from the others in the amount of skill and experience they require and the amount of responsibility they involve, it's not clear that separating out the other titles into three distinct job groups, rather than aggregating them all together into one group or, perhaps into two, leads to greater accuracy since — with respect to the training and experience they require and the degree of responsibility they involve — they are not all that dissimilar. For example, the Bridge Maintenance Worker title is about as close to the Highway Laborer title as it is to the Craftsworker I title (which is itself fairly close to the Highway Laborer title). Examination of several application forms revealed, in fact, individuals applying — on the same form — for work in titles included in both Groups 1, 2 and 3. However, I decided — in the interests of conservatism — to adopt a lower level of 26 aggregation than might have been justified by the nature of the jobs under consideration. (8) These probability results were obtained using the Binomial distribution. (9) The result of the binomial probability test for the Highway Equipment Operator I job, shown in column 6, is presented for completeness only. It is not, in fact, statistically meaningful — for reasons of sample size — and should not, therefore, be interpreted as implying the absence of discrimination in the hiring of black women into this title. In fact, the reported probability result tells us nothing about the existence or non-existence of hiring discrimination against black women with respect to this title. Although the reasons for this statement are relatively technical, the reader can, I think, grasp the meaning of the argument fairly readily by observing the fact that although zero black women women were hired into this title — the lowest possible niring rate we could have observed — the test does not show statistically significant under-hiring (i.e., it doesn't yield a probability result less than 0.05.) We know therefore that the test could never show statistically significant under-hiring because we could never observe fewer than zero women being hired. This is not to say that if we had a larger sample size (i.e., a larger total number of hires into this title over the relevant period), the test result would show statistically significant 27 under-hiring. It might show the opposite. It is simply to say that, given all the circumstances of the test as we've performed it here, it could never have shown statistically significant under-hiring. It does not, in other words, represent a genuine test of the hypothesis and is, as noted above, presented for completeness only. (10) Statistical Abstract of the United States. U.S. Department of Commerce, Bureau of the Census, 1989, 1988, 1987, 1986, 1985 and 1984 editions. (11) Ibid. (12) Coverage of the National Population in the 1980 Census, by Age, Sex and Race: Preliminary Estimates by Demographic Analysis, Current Population Reports, P-23, No. 115, U.S. Department of Commerce, Bureau of the Census. (13) I will not respond here to Dr. Emmett's criticisms of the analyses I presented in my affidavit of April 1989, although I find them generally without merit, because of space and time limitations. (14) Two caveats should be appended to this statement. First, academic researchers don't, in general, use one single probability value or standard-deviation value as a cut-off point in deciding whether a result is statistically significant; the exigencies of using statistics to make legal 28 decisions appears to have imposed this inflexibility. Second — assuming the 0.05 probability level is to be used as a strict criterion for drawing conclusions with respect to statistical significance — the statement that 1.65 standard deviations is the standard-deviation value to use as a cut-off point is true only if we're doing what statistician's call a "one-tail test". However, a one-tail test is, in general and in the circumstances of this case, the appropriate test to use when testing an hypothesis of discrimination. (15) Given Dr. Emmett's decision to do statistical tests on individual job titles (rather than aggregating up to an appropriate level), he should at least have informed the reader of the probability of observing, at one and the same time, the set of individual outcomes he reports. It's not sufficient to report only the results of the individual probability tests. (16) Strictly speaking, statisticians never "accept" an hypothesis; they either reject it or fail to reject it. This exact terminology being a bit clumsy, I've substituted for it, as statisticians often do, in the interests of more readable prose. 29 /Z . t i Dr. Harriet Zellner ,0 / j // . t, , Sworn to before me this .0 A7'*-day of August, 198 9 JUDITH A. P " 1'' Notary Public. £, ’ ̂ rl:N2-494 7- ic.y Qualified in Vusslciieitcr Coun ty Commission Expires ' s - j , — 17 Table 1 All Women Permanent and Temporary Hires Labor-Pool Tests for Discrimination in Hiring Statis tically Signi ficant? DOH Hires Female Availa bility ------------------- Rate in Percent Relevant Total Female Female Labor Pool Under- Probabi- Hiring lity of of Differ- Women? ence Group 1: Highway Laborer Guard Bridge Maintenance Inspector I Transportation Tech Trainee Laborer 675 30 527 14 4.4% 20.0% Yes 0.0000 Yes Group la: Highway Laborer Guard Laborer 2.7% 20.0% Yes 0.0000 Yes Group 2: Craftsworker I Bridge Maintenance Worker 500 16 3.2% 10.6% Yes 0.0000 Yes Group 3: Highway Equipment Operator I 155 2 1.3% 22.6% Yes 0.0000 Yes Group 4: Craftsworker II Craftsworker III Bridge Maintenance Crew Leader Maintenance Crew Leader Bridge Maintenance Craftsworker 251 2 0.8% 4.0% Yes 0.0076 Yes Table 2 Labor-Pool Tests for Discrimination in Hiring All Women Temporary Hires DOH Hires Percent Total Female Female Female Availa bility Rate in Relevant Labor Pool Under- Hiring of Women? Probabi lity of Differ ence Statis tically Signi ficant? 554 474 368 25 14 15 Group 1: Highway Laborer Guard Bridge Maintenance Inspector I Transportation Tech Trainee Laborer 4.5% 20.0% Yes 0.0000 Yes Group la: Highway Laborer Guard Laborer 3.0% 20.0% Yes 0.0000 Yes Group 2: Craftsworker I Bridge Maintenance Worker 4.1% 10.6% Yes 0.0000 Yes Group 3: Highway Equipment Operator I 103 2 1.9% 22.6% Yes 0.0000 Yes Group 4: Craftsworker II Craftsworker III Bridge Maintenance Crew Leader Maintenance Crew Leader Bridge Maintenance Craftsworker 144 1 0.7% 4.0% Yes 0.0196 Yes Table 3 Black Women Permanent and Temporary Hires Labor-Pool Tests for Discrimination in Hiring DOH Hires Percent Black Black Total Female Female Black Female Availa bility- Rate in Relevant Labor Pool Under- Hiring of Black Women? Probabi lity of Differ ence Statis tically Signi ficant? Group 1: Highway Laborer Guard Bridge Maintenance Inspector I Transportation Tech Trainee Laborer 675 0 0.0% 1.3% Yes 0.0002 Yes Group la: Highway Laborer Guard Laborer 527 0 0.0% 1.3% Yes 0.0011 Yes Group 2: Craftsworker I Bridge Maintenance Worker 500 4 0.8% 0.4% No 0.9473 No Group 3: Highway Equipment Operator I 155 0 0.0% 0.8% Yes 0.2879 No Group 4: Craftsworker II Craftsworker III Bridge Maintenance Crew Leader Maintenance Crew Leader Bridge Maintenance Craftsworker 251 1 0.4% 0.1% No 0.9733 No Table 4 Labor-Pool Tests for Discrimination in Hiring Black Women Temporary Hires DOH Hires Percent Black Black Total Female Female Black Female Availa bility Rate in Relevant Labor Pool Under- Hiring of Black Women? Probabi lity of Differ ence Statis tically Signi ficant? 554 474 368 0 0 3 Group 1: Highway Laborer Guard Bridge Maintenance Inspector I Transportation Tech Trainee Laborer 0.0% 1.3% Yes 0.0007 Group la: Highway Laborer Guard Laborer 0.0% 1.3% Yes 0.0021 Group 2: Craftsworker I Bridge Maintenance Worker 0.8% 0.4% No 0.9378 Yes Yes No Group 3: Highway Equipment Operator I 103 0 0.0% 0.8% Yes 0.4372 No Group 4: Craftsworker II Craftsworker III Bridge Maintenance Crew Leader Maintenance Crew Leader Bridge Maintenance Craftsworker 144 1 0.7% 0.1% No 0.9906 No APPENDIX 1 TABLES FROM APRIL 1989 AFFIDAVIT APPENDIX 1 TABLES FROM APRIL 1989 AFFIDAVIT Table 1, Repeated Labor-Pool Tests for Discrimination in Hiring All Women Statis tically Signi ficant? DOH Hires Percent Female Availa bility Rate in Relevant Under- Probabi- Hiring lity of of Differ- Total Female Female Labor Pool Women? ence 422 345 268 17 10 10 Group 1: Highway Laborer Guard Bridge Maintenance Inspector I Transportation Tech Trainee 4.0% 20.0% Yes 0.0000 Yes Group la: Highway Laborer Guard 2.9% 20.0% Yes 0.0000 Yes Group 2: Craftsworker I 3.7% 10.6% Yes 0.0002 Yes Group 3: Highway Equipment Operator I 91 1 1.1% 22.6% Yes 0.0000 Yes Group 4: Craftsworker II Craftsworker III Bridge Maintenance Crew Leader Maintenance Crew Leader 179 2 1.1% 4.0% Yes 0.0263 Yes APPENDIX 1 TABLES REPEATED FROM APRIL 1989 AFFIDAVIT Table 2, Repeated Labor-Pool Tests for Discrimination in Hiring DOH Hires Black Women Black Female Availa- Under- bility Hiring Probabi- Statis- Percent Rate in of lity of tically Black Black Total Female Female Relevant Black Differ- Signi- Labor Pool Women? ence ficant? Group 1: Highway Laborer Guard Bridge Maintenance Inspector I Transportation Tech Trainee 422 0 0.0% 1.3% Yes 0.0041 Yes 345 0 0.0% Group la: Highway Laborer Guard 1.3% Yes 0.0113 Yes 268 3 1.1% Group 2: Craftsworker I 0.4% No 0.9763 No Group 3: Highway Equipment Operator I 91 0 0.0% 0.8% Yes 0.4815 No Group 4: Craftsworker II Craftsworker III Bridge Maintenance Crew Leader Maintenance Crew Leader 179 1 0.6% 0.1% No 0.9858 No APPENDIX 2 LABOR REPLICATION POOL TESTS FOR DISCRIMINATION IN HIRING OF ANALYSES PRESENTED IN APRIL 1989 AFFIDAVIT ON JUNE 3 OTH DATA BASE APPENDIX 2 REPLICATION OF APRIL 1989 ANALYSES ON JUNE 30TH DATA BASE Table 1 Labor-Pool Tests for Discrimination in Hiring All Women Permanent and Temporary Hires DOH Hires Percent Total Female Female Female Availa bility Rate in Relevant Labor Pool Under- Hiring of Women? Probabi lity of Differ ence Statis tically Signi ficant? 668 520 413 29 13 16 Group 1: Highway Laborer Guard Bridge Maintenance Inspector I Transportation Tech Trainee 4.3% 20.0% Yes 0.0000 Yes Group la: Highway Laborer Guard 2.5% 20.0% Yes 0.0000 Yes Group 2: Craftsworker I 3.9% 10.6% Yes 0.0000 Yes Group 3; Highway Equipment Operator I 155 2 1.3% 22.6% Yes 0.0000 Yes Group 4: Craftsworker II Craftsworker III Bridge Maintenance Crew Leader Maintenance Crew Leader 241 2 0.8% 4.0% Yes 0.0037 Yes APPENDIX 2 REPLICATION OF APRIL 1989 ANALYSES ON JUNE 30TH DATA BASE Table 2 Labor-Pool Tests for Discrimination in Hiring All Women Temporary Hires DOH Hires Percent Total Female Female Female Availa bility Rate in Relevant Labor Pool Under- Hiring of Women? Probabi lity of Differ ence Statis tically Signi ficant? Group 1: Highway Laborer Guard Bridge Maintenance Inspector I Transportation Tech Trainee 547 24 4.4% 20.0% Yes 0.0000 Yes Group la: Highway Laborer Guard 467 13 2.8% 20.0% Yes 0.0000 Yes Group 2: Craftsworker I 327 15 4.6% 10.6% Yes 0.0003 Yes Group 3: Highway Equipment Operator I 103 2 1.9% 22.6% Yes 0.0000 Yes Group 4: Craftsworker II Craftsworker III Bridge Maintenance Crew Leader Maintenance Crew Leader 143 1 0.7% 4.0% Yes 0.0203 Yes APPENDIX 2 REPLICATION OF APRIL 1989 ANALYSES ON JUNE 30TH DATA BASE Table 3 Labor-Pool Tests for Discrimination in Hiring Black Women Permanent and Temporary Hires Statis tically Signi ficant? DOH Hires Black Female Availa- ---- bility Percent Rate in Black Black Relevant Under- Hiring Probabi- of lity of Black Differ- Total Female Female Labor Pool Women? ence 668 520 413 0 0 4 Group 1: Highway Laborer Guard Bridge Maintenance Inspector I Transportation Tech Trainee 0.0% 1.3% Yes 0.0002 Yes Group la: Highway Laborer Guard 0.0% 1.3% Yes 0.0012 Yes Group 2: Craftsworker I 1.0% 0.4% No 0.9733 No Group 3: Highway Equipment Operator I 155 0 0.0% 0.8% Yes 0.2879 No Group 4: Craftsworker II Craftsworker III Bridge Maintenance Crew Leader Maintenance Crew Leader 241 1 0.4% 0.1% No 0.9752 No APPENDIX 2 REPLICATION OF APRIL 1989 ANALYSES ON JUNE 30TH DATA BASE Table 4 Labor-Pool Tests for Discrimination in Hiring Black Women Temporary Hires DOH Hires Percent Black Black Total Female Female Black Female Availa bility Rate in Relevant Labor Pool Under- Hiring of Black Women? Probabi lity of Differ ence Statis tically Signi ficant? 547 467 327 0 0 3 Group 1: Highway Laborer Guard Bridge Maintenance Inspector I Transportation Tech Trainee 0.0% 1.3% Yes 0.0008 Yes Group la; Highway Laborer Guard 0.0% 1.3% Yes 0.0023 Yes Group 2: Craftsworker I 0.9% 0.4% No 0.9561 No Group 3: Highway Equipment Operator I 103 0 0.0% 0.8% Yes 0.4372 No Group 4: Craftsworker II Craftsworker III Bridge Maintenance Crew Leader Maintenance Crew Leader 143 1 0.7% 0.1% No 0.9908 No APPENDIX 3 DEPARTMENT OF HIGHWAYS JOB DESCRIPTIONS FOR TITLES UNDER CONSIDERATION IN THIS AFFIDAVIT CENSUS OCCUPATIONAL TITLES DEFINING RELEVANT LABOR POOLS FOR THESE JOB TITLES COPY OF DETAILED OCCUPATION LIST FROM EEO SPECIAL FILE OF 1980 CENSUS OF POPULATION AND HOUSING APPENDIX 3 TABLE 1 Department of Highways Job Descriptions 5004 HIGHWAY LABORER Nature of Work: An employee in this class performs unskilled, light and heavy manual tasks in a wide variety of highway construction and main tenance work. Some assignments require limited skills which can be readily learned on the job. The employee is under the close supervision in per forming new or non-routine tasks and under general supervision when performing routine and repetitive tasks. The work is performed both indoors and outdoors in all weather conditions and requires physical strenqth to lift heavy objects. Examples of Work Performed: Picks up trash and debris and empties trash barrels. Cleans pit toilets and comfort stations. Paints and stains outbuildings and outdoor equipment. Shovels snow and applies salt and sand to walkways and parking areas as necessary. Digs holes and drainage trenches, cleans out culverts with pick and shovel. Services vehicles with gas and oil. Assists highway equipment operator and craftsworker in maintenance and con struction work. Loads and unloads trucks with sand, gravel and waste material using a hand tool. Cuts grass with a hand scythe or hand mower. Loads and unloads equipment and supplies using a handtruck. Moves furniture and equipment located in state buildings. May drive pickup truck occasionally. Performs related work as required. Required Knowledge, Skills and Abilities: Knowledge of hand tools and the maintenance techniques to keep them in good condition. Ability to use simple hand tools and motorized equipment. Ability to understand and follow oral instructions. Ability to lift heavy objects and perform other strenuous tasks. Minimum Training and Experience Requirements: TRAINING: No formal education required. Established: 5/16/84 Effective: 7/1/84 5U0S LASOREK Nature of Vi'or'c An employee in th is c las s performs unskil led, l ig h t atui heavy manual tasks in a wide variety of construction and maintenance work. Some assignments require 1imited ski 1 Is which can-be readily learned on the job . The employee is under .the c lose supervision of a superior in performing jie.w_.or non-routine tasks_ â.n.d under.-generaV supervision when performing routin "arid ̂ repet i t ive tasks . The- work'-is-performed both indoors and outdoors-in a l l weather conditions and requires physical strength to l i f t heavy objects . _ —Examples c f work Performed: - ' • . Picks up trash, and debris and .empties trash .barre ls . ’ -- --" ” “ ' - Cleans p i t t o i l e t s and comfort-stations. •••;>:• . • v Paints and s ta ins outbuildings and outdoor equipment., y '.• ;* ' •' Shovels snow and applies sa l t and. sand as necessary. r . * * * Digs holes and drainage trenches, cleans o u t :culverts with pick and sh ove l . Loads and unloads trucks-with sand, gravel’ and waste material using a hand t o o l . .... ..__ l .. —_ — V Cuts^grass with a. hand scythe or hand mower.'--.-. - • ‘ . . . . . . . Leads'and uni bads-equipmenV'and'supplies using a handtruck. Moves furnitues and equipment located".-inv.state bu i ld ings .--.-. Performs rel atedWork -.as requi-red. ■ '■h :-: . '=■-j • Required Knowledge * Ski 11 s ‘and Abi 1 i t i e s : - - ... Knowledge cf hand-tool s and the maintenance techniques to keep them in good condi tionr.,; -..'-'ry'-li- A b i l i ty to use simple-hand ..tools and notorized equipment. A b i l i ty to understand and:follow oral ins truct ions . A b i l i ty to 1i f t heavy ‘objects and perform other strenuous tasks. / Minimum Training and Experience P.equl rar.erts: THAI«iI:-;3: No formal education required. Estab "i i shed : 6-26-79 5023 GUARD Nature of Work: An employee in this class guards state property by making_ p°riodic rounds of assigned areas to assure that equipment, building, and grounds are safe from fire, theft, and other hazards. Irregular circumstances are rn-)orti*d iircncviiatcly to the proper authority. Additional duties may include the operation of a small heating plant, routine cleaning, and answering calls on the telephone or radio. examples.of Work Performed: Mokes routine checks or equipment, grounds, and property, to check for dancer from fire, theft, or other hazardspunches time-clock to verify that rounds ■ are made punctually. ~ 1 .• •• . ' . ' Performs minor routine cleaning, duties, s-uch as sweeping or emptying trash .cans-. Reports emergency phone calls to the proper superior. fakes daily receipts to the bank. _ , . . . . ' Performs routine duties in the operation of a smal\ heating plant, suen as . checking the water level of the boiler, or taking fuel readings. Controls traffic flow and parking on state property. Performs related work as required. Required 'Knowledge, Skills and Abilities: Knowledge of the uses of basic fire fighting equipment. Knowledge of heating systems. . ... . , .. Ability to observe and detect anything out of the ordinary which might result ip. damage to state property. _ Ability to remain awake and alert during normal sleeping hours. . Ability to act quickly in the event of an emergency. Ability to carry out effectively oral and written instructions. Ability to perform minor janitorial duties. Minimum Training and Experience Requirements: _ TRAINING: Ability to pass a written test at the eighth grade level. •Title Change: 12/9/77 Revised: 6/26/79 effective: 7/1/79 5007 PARKING GUARD ' Nature of Work: Under close supervision, an emplovee in this class is responsible tor overseeing the public and/or employee parking lots. Work is ? r i i r S p e r S f yweathe?rS ^ lnv0lves long periods of landing and exposure Examples of Work Performed: Keeps watcn over employees' venicles. Directs the public and maintenance personnel to proper parkinq lots ^services83110"5 COncerning the location of various State buildings and Srorfc phat,trfffic in Parking lots is run in an orderly and legal manner Directs trucks to proper areas for making deliveries. y .... Required 'Knowledges, Skills and Abilities- ^ s , o ° s e? r i i o u i ^ i : * ed traff,c and parki"s ^Id'LiStlMnce'plison^!*0"5 ,nd » «» ?“■>" = . ® Payees, Af>Dersonnel'Me«tIhlillI feiiC,".emp,oyees, the P ^ U c , and maintenance Ability to stand fn iSh 3nd md1ntain effective working relationships. Ab tv 5n h d f rJ ong Penods or time in all kinds of weather ® - itten - d instructions. Minimum Training and Experience Requirements: Any combination of education and paid work experience equal to eight years. Estabiisned: 10/ 13/77 Effective: 10/01/77 Adopted by CE. 6/26/79 5810 BRIDGE MAINTENANCE INSPECTOR I Nature of Work Tinder direct supervision, an employee in this class nerfnms entry level inspection work on a highway bridge maintenance inspection team. The findings are documented so as to be used in an evaluation program to determine the structural integrity and safety of state hiqhway bridges. The work of this class requires strenuous labor, climbing9on the superstructure and substructure of bridges, and working in severe weather. Examples of Work Performed: Pias scaffolds and ladders to provide access to bridge structure. Chips dirt and scale from bridge members to allow inspection and measurement. Works with other inspection team members to obtain dimensions and other details of the bridge. , , ...._ Takes routine field notes and makes routine sketches of br id ge condition. Takes soundings to determine amount of scour and other riverbed conditions. Takes photographs of bridge deterioration. . .Performs related work as required. Required Knowledge, Skills and Abilities: Knowledge of safety precautions. Ability to follow written and oral instructions. Ability to apply basic mathematics. Ability to make field notes. Ability to make field sketches. Ability to climb bridge structures. Ability to perform strenuous labor. Minimum Training and Experience Requirements: TRAINING": Education equivalent to graduation from a standard four-yea NOTeT Preference in appointment may he given to applicants with successfully/ — completed courses in algebra, plane geometry, drafting or mechanical drawi ng. 5335 - TRANSPORTATION TECHNICIAN TRAINEE Nature of Work: An employee in this classification is at the early training and orientation stage in a job which may.lead to Transportation Engineering Technicial job assignments as an ICET certified technician or in a non-certified field. Trainee assignments are of a non-complex nature and require close supervision and considerable detailed, on-the-job instruction to prepare the incumbent for permanent employment in a technician classification series. These assignments will cover various phases of work practices and will include a sufficient variety of tasks to determine the intent, ability, aptitude, reliability and potential of the trainee for a career in a Transportation Technician field. More difficult duties may be assigned to the trainee as required by manpower conditions and the capacity of the individual . Examples of Work Performed: Axeman or rear chairman on a survey crew (clears brush, drives stakes, holds chains, cleans equipment). Takes control samples at batch plants or construction sites. Checks forms for cleanliness and straightness. Runs simple, repetitive field tests under close supervision. Participates in Travel and Road Inventory Surveys. Compiles data for various studies. Veri fi es „ti tl es. Operates simple machines and records results. Traces chain of titles. Takes building measurements. Reduces and plots cross sections. Plots topography and cultures. Inks, traces, letters and colors various maps, plans, etc. Performs simple computations. Performs related work as required. Required Knowledge, Skills and Abilities: 1 Ability to follow oral or written detailed procedures. Ability to keep simple records and completing handwritten tabular report forms. Ability to learn from example. Ability to learn how to use basic field measuring devices and hand tools. Minimum Training and Experience Requirements: TRAINING: Education equivalent to graduation from a standard four-year high school . SUBSTITUTION: Full-time or equivalent part-time paid experience in construc tion, highway inspection, land surveying or equipment operation may substitute for the required training on a year-for-year basis. 5830 Nature of Work: Under direct supervision, an employee in this class performs apprentice level trades crafts work in one or more of the following areas: automotive repair, building trades, building maintenance, equipment repair, highway maintenance or metal work. The work may involve exposure to hazardous work conditions. Examples of Work Performed: Repairs hand tools such as axes and scythes by replacing handles and sharpening to maintain in proper working condition. Assists higher level Craftsworker in repairing machinery and machinery parts to maintain in proper working condition. Cleans, sands and tapes vehicle bodies in preparation for painting. Assists higher level Craftsworker in painting, carpentry, masonry, plumbing, electrical, air conditioning and heating work to maintain buildings, building equipment and property. Assists in installing steel piling, placement of concrete and the cleaning and painting of structural steel. Assists in highway coding, spotting and centerline and edgeline striping in highway painting operations. Instal 1s'and removes sign and barricades on construction and maintenance projects. Seals joints and cracks in paved surfaces. Repairs and constructs asphalt paved culverts. Fabricates road signs by cutting and punchingaluminun and placing reflective sheeting and ribbing on blanks by using rivet guns, electric drills, roller applicator, power punch presses and metal sheers. Performs related work as required. Required Knowledge, Skills and Abilities: / Ability to understand and follow oral and written instructions. Ability to learn from example and work cooperatively with other skilled and semi-skilled workers. Minimum Training and Experience Requirements: TRAINING: No formal education required. EXPERIENCE: Six months of full-time or equivalent part-time experience in automotive repair, building trades, building maintenance, equipment repair, highway construction or metal work. CRAFTSWORKER I 5301 Nature of Work: Under direct supervision an employee in this class performs entry semi-skilled laoorer work in the maintenance, renovation and repair of the steel structure and road surface of bridges. Work may be performed under hazardous conditions and in inclement weather. Examples of Work Performed: Constructs concrete forms out of plywood and dimensional lumber using hand tools, such as hammers, electric saws, levels and rulers. Installs and ties reinforcing steel bars in concrete forms using wire, pliers and rulers. Pours, vibrates and finishes concrete using electric vibraters and trowels. Installs timber deck on steel beam structures using dimensional lumber, hammer and nails. Climbs hign steel structures to assist in repairing damaged steel bridge components. Installs fabricated structural steel for repair of existing and construction of new bridges by placing in correct position and bolting connections using bolts and wrenches. Excavates soil and aggregate to correct elevations and dimensions using picks and shovels to accommodate concrete formwork for bridge foundations. Installs steel guardrail on bridges using the beam guardrail, steel posts and high strength bolts. Cleans and paints structural steel used for repair and new construction using sand blasting machine, air compressors and airless paint sprayer. Performs related work as required. Required Knowledge, Skills and Abilities: Knowledge of basic safety procedures. Ability to use basic hand and power tools. Ability to climb high steel structures. Ability to work cooperatively with others. / Minimum Training and Experience Requirements: TRAINING: No formal"education required. EXPERIENCE: Six months of full-time or part-time equivalent experience in building trades, building maintenance, highway construction, bridge repair or metal work. BRIDGE MAINTENANCE WORKER 5115 HIGHWAY EQUIPMENT OPERATOR I Qrives a light truck such as materials, or personnel to Uses a variety of manual and Nature of Work: Under direct supervision, an employee in this class operates a variety of light equipment used in the maintenance and repair of highways. The equipment operated may vary according to season. The employee may be exposed to hazardous work conditions and inclement weather. Examples of Work Performed: Operates a variety of equipment such as: air compressor, jackhammer mechanical aggregate spreader, sickle-bar and rotary-type mowing machines power broom or water pump. ’ a pick-up or van to transport equipment, project sites. power hand tools such as a shovel, back-fill tamper, and hand roller in the maintenance and repair of highways. Checks equipment to determine operational readiness and makes minor’correc- tions as required. MaQpSf1j,j£°^smeCharncal repdirs 1n the field such as changing tires, blades, May be required to operate other related highway maintenance equipment as employee training permits. Performs related work as required.' Requ-ired Knowledge, Skills and Abilities: Knowledge of general safety precautions. Ability to understand and follow oral and written instructions. Ability to learn from example and work cooperatively with others. ’ Minimum Training and Experience Requirements: TRAINING: No formal education required. EXPERIENCE: Six months of full-time or equivalent part-time experience in operating light, motorized equipment, building trades, building maintenance repair, equipment repair, highway construction or metal work. SPEC IA L REQUIREMENT: A valid West Virginia chauffeur’s license required. 5331 Nature of Work: Under general supervision, an employee in this class performs journey level trades crafts work in one or more of the following areas: automotive repair, building trades, building maintenance, equipment repair, highway maintenance or metal works. The work may involve exposure to hazardous work conditions. Examples of Work Performed: Performs carpentry, masonry, painting, plumbing, electrical, air conditioning or heating equipment work to repair buildings, building equipment and property. Cleans, sands, tapes, repairs dents and replaces rusted parts of vehicle bodies in preparation for painting. Paints vehicles and equipment using air compressors and paint sprayers. Repairs and forges hand tools and minor machinery parts using blacksmithing techniques and tools. Installs windshields and door glass on vehicles and equipment. Repairs highway maintenance vehicles and equipment using gas welders and other welding equipment. Changes and repairs tires on vehicles and heavy equipment using tire cage, hoists„ impact wrenches and air compressors. May set and detonate explosive charges for earth removal purposes. Installs steel piling, places concrete and cleans and paints structural steel. Performs highway coding, spotting and centerline and edgeline striping in highway painting operations. Installs and removes sign posts; erects traffic control signs and barricades on construction and maintenance projects. Seals joints and cracks in paved surfaces. Repairs and constructs asphalt paved culverts. Fabricates road signs by cutting and punching aluminum and placing reflective sheeting and ribbing on blanks using rivet guns, electric drills, roller applicator, power punch presses and metal sheers. May train lower level crafts workers in performing semi-skilled work. Performs related work as required. . Required Knowledge, Skills and Abilities: Knowledge of the procedures, techniques and equipment in the assigned area. Knowledge of applicable safety standards. Ability to read operating manuals and specifications in the assigned area. Ability to use hand tools and operate motorized equipment in the assigned area. Ability to understand and follow oral and written instructions. Ability to train and work cooperatively with other skilled and semi-skilled workers. Minimum Training and Experience Requirements: * 1 2 TRAINING: No formal education required. EXPERIENCE: Two years of full-time or equivalent part-time experience in the assigned craft area. SPECIAL REQUIREMENTS: (1) May require a West Virginia motor vehicle operator's license. (2) Some positions in the class may require certification in the assigned craft after appointment. CRAFTSWORKER II 5832 Nature of Work: Under limited supervision, an employee in this class performs master level trades crafts work in one or more of the following areas: automotive repair, building trades, building maintenance, equipment repair, highway maintenance or metal work. The work may involve exposure to hazardous work conditions. Examples of Work Performed: Fabricates engine and machinery parts from blueprints and drawings using machinist skills and equipment (lathes, drills, grinders and milling machines). Performs carpentry, masonry, painting, plumbing, electrical, air conditioning and heating work on buildings, building equipment and property. Cleans, sands, tapes, repairs dents and replaces rusted parts of vehicle bodies in preparation for painting. Paints vehicles and equipment usi-ng air compressors and paint sprayers. Installs windshields and door glass on vehicles and equipment. Repairs highway maintenance vehicles and equipment using gas and electrical welders, torches, shielded metal arcs and other welding equipment. Fabricates a variety of attachments and parts for highway equipment such as snow blades, truck frames and hitches. Operates truck mounted welding equipment to make emergency repairs on vehicles and equipment in the field. Estimates materials and costs and sketches plans for building construction and maintenance projects. .Designs, lays out and fabricates highway signs. Installs steel piling, places concrete and cleans and paints structural steel. Performs highway coding, spotting and centerline and edgeline striping highway painting operations. Installs and removes sign posts; erects traffic control signs and barricades on construction and maintenance projects. Seals joints and cracks in paved surfaces. Repairs and constructs asphalt paved culverts. Sets and detonates explosive charges for earth removal purposes. Changes and repairs tires or vehicles and heavy equipment using tire cage, hoist, impact wrenches and air compressors. May lead and train lower level crafts workers in performing skilled and semi-ski 1 led work. Performs related work as required. Required Knowledge, Skills and Abilities: Knowledge of the procedures, techniques and equipment in the assigned crafts. Knowledge of applicable safety standards. Ability to read operating manuals and specifications in the assigned crafts. Ability to use hand tools and operate motorized equipment in the assigned crafts. Ability to understand and follow oral and written instructions. Ability to lead ard train subordinate crafts workers. Minimum Training and Experience Requirements: TRAINING: No formal education required. EXPERIENCE: Three years of full-time or equivalent part-time experience in the assigned craft area. CRAFTSWORKER III CRAFTSWORKER III Minimum Traininq and Experience Requirements: Cont'd SPECIAL REQUIREMENTS: (1) May require a West Virginia motor vehicle operator's license. (2; Some positions in the class may require certification in the assigned craft after appointment. 5832 5820 BRIDGE MAINTENANCE CRAFTSWORKER Nature of Work: Under general supervision, an employee in this class performs ski 1 led trades work in carpentry, masonry and/or structural steel in the maintenance, repair or renovation of the steel structure and road surfaces of bridges. Work may be performed under hazardous conditions and in inclement weather. Examples of Work Performed: Constructs concrete forms from plans and specifications with plywood and dimensional lumber using hand and power tools such as hammers, electric saws, drills, levels and rulers. Installs and ties reinforcing steel bars in concrete forms using wire, pliers and rulers to comply with the required specifications of bridge foundations. Mixes small quantities of concrete to fill repaired bridge surfaces. Pours, vibrates and finishes concrete using power vibrators and trowels. Installs timber deck on steel beam structures using dimensional lumber, hammer and nails. Climbs high steel structures to repair damaged steel bridge components. Fabricates and installs structural steel by cutting steel to exact speci fication with acetylene torches, placing and bolting steel in correct position to repair existing or construct new bridges. Installs steel piling in predrilled holes by placing poles accurately using levels and rulers. . Cuts steel piling to correct dimensions with acetylene cutting torches. Places precest prestressed concrete beams on bridge decks using slings and guide ropes, drills holes in abutments using rock drills for anchor bolts to accurately place and secure concrete beams. Operates hydraulic crane truck for loading, hauling, unloading and placing materials at the job site. Drives trucks to and from job site to transport materials. Mav specialize in the operation of a twelve ton hydraulic crane. Cleans and paints structural steel used for repair and construction of new bridges using sand blasting machines, air compressors and airless paint sprayers. Performs related work as required. Required Knowledge, Skills and Abilities: Knowledge of safety practices used in structural steei construction. Knowledge of basic blueprint reading. Ability to perform skilled trades work in bridge construction and maintenance. Ability to use power tools and equipment used in bridge construction and maintenance. . Ability to read and follow plans and specifications on bridge repair and construction. Ability to climb high steel structures. Ability to work cooperatively with others. Minimum Training and Experience Requirements: TRAINING: No formal education required. EXPERIENCE: Two years of full-time or part-time equivalent employment m - oridge or structural steel construction or two years as a bridge maintenance wo rke r. 7 ~ ~ - ~ . _ — . « r r % ——•' ~ ~ ‘ •- ■ . - ---- ~-V 5302 -- ii%* ?:7 • •—•••• - ■•’ 5^DG;jjAI^;N'A.CE'~CRAFT3^0RK;R~(CQ«Tvr i ) i : T-.1 -~7^. r.~.«v O' . \ V — — T" 1— iî . r."; -- — — • — • . ---- :. V~,-— -•>■■- v . r j a v ' n in a Training and Experience Reaui r s m s n c s ( Cont1 d ) : • ■; — -.s gjC,IAL REOUiR£M£fi-:r̂ .A y a 1 _id: WV# c j iau rfe u r1 s j 1 cense may.be. \ ■ -: Ca.rpentpy ■ f ;' 3 ^ % % Masonry . . ■■.• ■• -••• "--vr--• -.v~ -. Fabricating and Installing Structural Steel ■ ... * •.... . •;’.. * V' - -i.*• '■'■ .V * * •;• _•■• .• y-.r-.V - ••••••:'' ..'••• ?*' •-•*•• ;• "* .-v :.'v.■- : ‘. ‘ . • ' •-. ' v- -• .V;"' «-'r,:> ■ ? -i :■•■--. ••* •“' V O r - ' I vk-.-V̂* • - - •' ••:.5 •; . ■•-•■y/- , f; '•■ '..V • • . .* ,..V-•’w.. . ^ ’ *i.: ■ • i--. • "*2* - •- . : . . — -. - -.uc - ^ - ~ - - - - - - V. - • -' V . ■■ . V-' -V .-vr.'':f ' V ; v " v ■■ '••;-’:v , •. - - - I . . , j . . .-.a.' * • “ - — -V ■ v ; - ' ' 'v"iv.Tii*rr.v:-‘ I- . 7l : Vi •I. . V"’-2 • .7. •. f T*.‘* ' C~ Establishcd: Revised: Effective: 5/17/33 10/4/33; 9/4/35 9/4/35 . f , . . •*■• - • /1 — - j —». - r r;^; —,----- .̂ y/ ‘ r ~=r— ---- — — -N - ■** » - r —• •. • — -I •* .-_o - .r ; r 2 •: ' “?* * j_ a. . _•. DPROPOSED 'Sc-ZCTr/I CERTIFICATION AREAS -■-•'•--5116 •;•••--- r.ignvav Eoulonent Ooerator II' • S ' "V 0 .■ • • ; ■" ■■■ • ..... . . . v • *“ ;• •' ■ ■ -■•■•- • •'.’•• A.Dump Track •:••' r ' " ’■ i’. •■ ■ "•"yi: ' B. '• Endloader and Roller C. Asphalt Distributor ■511̂ ■ Hi go. way Eauicnent Operator 111 A. Power Grader 3. _ Bulldozer and Track Endloader C. oackhoe, Gradall and Crane 5331 -h 5332 Craftsvorker II and III : ■ : : A. Auto native Repair, Equipment Repair and .-Metal Work. -• ■■ •■•- • ; Building- Trades-and Building Maintenance ■ r-y . C. ‘ Highway Maintenance ~r. ' ■. ■■_ . . ;■'.• ; 3:.: v:-_. 5820 3ridce Maintenance Craf tsvorker ’ -'i- A. . Carpentry B .. '■ Masonry ■ -11. 'c* /Fabricating and Installing Structural •>. V- ’ Steel. , • w ............... i •'■ .'•• : baos BRIDGE MAINTENANCE CREW LEAOER Nature of Work: Under limited supervision, an employee in this class leads a bridge maintenance crew and participates in the repair, renovation and maintenance of existing bridges or construction of new bridges. Work is performed under hazardous conditions and in inclement weather. Examples of Work Performed: Assigns bridge crew members to various tasks and leads crew in the. com pletion of the project. Participates in a crew performing maintenance renovation, repair or the construction of bridges such as: concrete form construction, structural steel placement and repair, pouring concrete, installing and repairing guardrails. Climbs high steel structures to inspect the repair of damaged metal bridgo components. Oversees the progress and checks the quality of work performed by the crew. Keeps records of materials and equipment used on the project. Keeps time and attendance records of the crew.. Completes a daily report on the assigned project and submits to supervisor. Trains crew members on individual tasks of maintenance and repair projects. Performs related work as required. Required Know’ledge, Skills and Abilities: Knowledge of bridge maintenance techniques. Knowledge of the standard safety procedures used in structural steel con struction. Knowledge of the capabilities of construction and maintenance equipment. Knowledge of welding principles and techniques for inspections of welds. Ability to climb high steel structures. Ability to train and lead a crew in the various tasks of bridge maintenance. Ability to follow oral and written instructions. Ability to operate equipment used in bridge maintenance and repair. Ability to keep routine records. Ability to maintain effective working relationships with others. Ability to perform basic arithmetic calculations to determine amounts of materials needed. Minimum Training and Experience Requirements: TRAINING: No formal education required. EXPERIENCE: Four years of full-time or part-time equivalent employment in bridge or structural steel construction or two years as a bridge main tenance craftsworker or certified welder. 5«60 MAINTENANCE CREW LEADER I Nature of Work: Under general supervision, an employee in this class leads ana participates in a crew performing maintenance and repair on high ways. The employee may be exposed to hazardous work conditions. Examples of Work Performed: Assigns crew memoers to various tasks and leads the crew in completion of the project. Participates in a crew performing maintenance and repair, work on roads such as: concrete and aspnalt patching, bridge deck repair, cleaning culverts, mowing and brushcutting, snow removal, guardrail repair, or removal and repair of landslides. Oversees the progress and checks the quality of work performed by the crew. Keeps records of materials and equipment used on the project. Keeps time and attendance records of the crew. Completes a daily report of the project and submits to supervisor. Trains crew members on individual tasks of maintenance and repair projects. Performs related work as required. Required Knowledge, Skills and Abilities: Knowledge of highway maintenance techniques. Knowledge of the standard safety procedures of the Department of Highways. Knowledge,of the maintenance standards of the Department of Highways. Knowledge of the capabilities of construction and maintenance equipment. Ability to train and lead a crew in the various tasks of highway maintenance. Ability to follow oral and written instructions. Ability to operate equipment used in highway maintenance and repair. Ability to keep routine records. Ability to maintain effective working relationships with others. Minimum Training and Experience Requirements: TRAINING: No formal education required. EXPERIENCE: Two years of full-time or equivalent part-time experience in highway construction or maintenance. SPECIAL REQUIREMENT: A valid West Virginia driver's license may be required. 4090 STEEL SHOP INSPECTOR I Nature of Work: Under direct supervision, an employee in this class perfo rms entry level inspection work at structural steel fabrication shops to provide quality assurance for structural steel used in highway bridges and other transportation facilities. The work of this class requires ex tensive travel . Examples of Work Performed: Reviews welding certifications of fabricator shop personnel. Examines steel received by the fabricator from the mill for defects. Inspects fabricator's tools, equipment, material, and manufacturing process conditions for compliance with specifications. Observes the steel fabrication in process as performed by the fabricator's workers and inspectors. Measures the dimensions of assemblies when necessary to determine compliance with contract specifications. Witnesses the non-destructive testing performed by the fabricator's personnel during fabrication such as ultrasonic, radiographic, magnetic particle, and dye penetrant. Observes the preparation and painting of structural steel assemblies. Measures paint thickness when necessary to determine compliance with specifications. Reports unacceptable work to a higher level steel shop inspector. Keeps daily work records. Writes inspection reports. Required Knowledge, Skills and Abilities: Ability to interpret plans, shop drawings, and specifications. Ability to follow specific written and oral instructions. Ability to make basic mathematical calculations. Ability to use measuring devices such as gauges and tape rules. Ability to learn standardized inspection procedures. 1 Ability to keep routine records. Ability to write inspection reports. Minimum Training and Experience Requirements: TRAINING: Education equivalent to graduation from a standard four-year high school. EXPERIENCE: Two years of full-time or equivalent part-time paid employment in the construction, fabrication, or inspection of highway bridges or structural steel . SUBSTITUTION: Associate Degree from an accredited college or university wi tn a major in engineering technology may substitute for the required experi ence. OR Bachelor's Degree from an accredited college or university with a major in physical or applied science may substitute for the required experience. 4091 STEEL SHOP INSPECTOR II Nature of Work: Under General supervision, an employee in this class performing inspection work at structuralworks at tne full performance level steel fabrication shops to provide quality assurance for highway bridges . dn °Toer transportation facilities. Work involves the exercise of inde pendent judgement. The work or this class requires extensive travel. Examples of Work Performed: Reviews welding certifications of fabricator shop personnel. Examines steel received by that fabricator from the mill for defects. Inspects .abricator's tools, equipment, material, and manufacturing process conditions for compliance with specifications. Observes the steel fabrication in process as performed by the fabricator's workers and inspectors. Measures the dimensions of assemblies when necessary to determine compliance with contract specifications. Witnesses the non-destructive testing performed by the fabricator's personnel during fabrication such as ultrasonic, radiographic, magnetic particle, and dye penetrant. Observes the preparation and painting of structural steel assemblies and measures paint thickness when necessary. Notifies appropriate fabricator personnel when non-compliance with contract specifications occurs. Determines when all conditions for acceptance are met and stamps approval on the assemblies for shipment. Keeps daily work records and writes inspection reports. Performs related work as required. Required Knowledge, Skills and Abilities:, Knowledge of the standards and specifications applicable to the fabrication of structural steel for highway bridges of the following organizations: American Association of State Highway Transportation Officials, American'' Society for Testing Materials, American Society for Non-Destructive Testing American Welding Society, Structural Steel Painting Council, and West Virginia Department of Highways. Knowledge of standard shop fabrication practices, procedures, and tolerances. Abi ity to interpret plans, shop drawings, and specifications. Ability to follow written and oral instructions. Ability to make basic mathematical calculations. Ability to interpret the results of ultrasonic, radiographic, magnetic particle, and dye penetrant testing in order to detect flaws and defects. Ability to use measuring devices such as guages and tape rules. to deal tactfully and firmly with fabricator's personnel. to exercise independent judgement in accepting or rejecting structural assemblies for shipments. to keep work records and write inspection reports. Abi1i ty Ab i1i ty steel Abi1i ty ^Minimum Training and Experience Reouirements: TRAINING: Education equivalent to graduation from a standard four-year hiqh school. 3 .EXPERIENCE: Four years of full-time or equivalent part-time paid employment in tne construction, fabrication, or inspection of highway bridges or structural steel . 4091 STEEL ‘SHOP INSPECTOR II (Cont'd) Minimum Training and Experience Requirements: SUBSTITUTION: Associate Degree in engineering technology from an accredited col lege or university may*be substituted for two years of the required experience. OR Bachelor's Degree from an accredited college or university with a major in a physical or applied science nay be substituted for the required experience. SPECIAL REQUIREMENT: Certification by the American Society for Non-Destructive Testing as a Level II Inspector in magnetic particle testing plus either radiographic or ultrasonic testing will be'required after employment. <?/S/8C 7009 INSTRUCTOR I - VOCATIONAL EDUCATION Nature of work; Under close supervision, an employee in this class is responsible for a planned program of vocational training in the area of assignment as part of a state institituional program of* instruction. An employee assigned to this classification receives orientation training and supervision in i nsti t i tui onal methods, materials and curriculum development for training the handicapped. Examples of Work Performed: Instructs pupils through lectures, demonstrations and audiovisual aids, and on-the-job training. Prepares daily or weekly lesson plans for the course of study. Assigns lessons and laboratory exercises to the student. Conducts job tryouts to determine the student's potential for success in the f i el d. Administers tests to evaluate student progress; interprets results and issues progress reports to counselors, other staff and parents. Maintains necessary reporting system for unit. Participates in student evaluation and student staffing as assigned. Participates in faculty and professtonal meetings, education conferences and teacher training workshops. Provides individual attention and assistance as required to meet the varied needs and abilities of the learners to insure that all are benefiting from the i nstructi ons. Prepares individualized education programs for hearing or visually impaired students. May aid student in making satisfactory personal and vocational adjustment through counseling and instruction in the habits of daily living, work routine, work attitude and developing work skills. May performs skilled duties in the repair, adjustment, alteration, and utilization of equipment and materials used in the trade. May prepare requisitions for supplies and equipment. Performs related work as assigned. Required Knowledge, Skills and Abilities: Knowledge of curriculum development and occupational or trade ins truetional techniques. Knowledge of testing techniques and evaluation of results. Knowledge of human growth and development. Knowledge of the tools and equipment used in the skill of trade, including its use and maintenance. Skill in communicating with persons at all 1evels--students, instructors, administrators, etc. Ability to keep class records and write reports. Ability to develop comprehensive plans of instruction for the intellectual and vocational development of students. Ability to establish and maintain- effective working relationships with other employees, related groups or public officials. 7009 INSTRUCTOR I - VOCATIONAL 'EDUCATION (Cont'd) Abi l i ty to est imate material cos t s . s needed for inventory and specific jobs, including TRAIriirrlmT ) Tra,if11‘ng and Exoer1encg Requirements: s c h o o l UCaLlon equivalent to graduation from a standard four-year high ' I S i o r 1 n °th e^ rea°o f' assignmentf 35 3 n or ” a in the ^ e r o r a s s i Q n m e n r m l ^ s J b ^ t U u t ^ f r t?11696 ° r University with successful completion of an'3n n m « o / n SU 1 f°T the reciuired experience or of assignment from a commercial schoo?r°sprn 3t 6aSt 1080 hours in the area or a school of compa r t ™ le e ™ 5 f u b s t f S f U ; -twhUcal school a year-for-year basis. y substltute for the required experience on West PeQU1'reinent f°r Department of Correcting- WeSt ; ,rginia 'eaching certificate in th~e"area of assignment. Deal£f ^ § n ^ o ScJ°°h f°r the P r . ^ ’^ h . ' i S T . S S n S S ’^ o ; to 7009 INSTRUCTOR I - VOCATIONAL EDUCATION AREA OF ASSIGNMENT FOR INSTRUCTOR I, II, III Air Conditioning and Refrigeration Adjustment Training Arts and Crafts Audiovisuals Automobile Repair Brai 11 e Carpentry and Masonry Cashier - Checker Cooperative Vocational Education Cosmotology Custodial Services Data Entry Deaf Communication Drafti ng Dry Cleaning and Laundry Electric Appliance Repair Electricity' Electronics Floraculture Forestry Food Service Hotel and Motel Service Landscapi ng Laundry Operation Meat Cutting Mi ni ng Nurse's Aide and Orderly Training Photography P ri nti ng Radio and TV Repair •Service Station Attendant Sewi ng Sheet Metal Shoe Repair Storekeeper - Warehouse Upholsteri ng Watchmaking and Instrument Repair Weidi ng Woodwork i ng Word Processing Established: 1/03/79 Revised: 4/26/79 - 6/26/79 - 2/6/80 Effective: 2/5/30 7010 INSTRUCTOR II - VOCATIONAL EDUCATION Nature of Work: Under general supervision, an employee in this class is responsible for a planned program of vocational training in the area of assignment as part of a state institutional program of instruction. Examples of Work Performed: Instructs pupils through lectures, demonstrations and audiovisual aids, and on-the-job training. Prepares daily or weekly lesson plans for the course of study. Assigns lessons and laboratory exercises to the student. Conducts job tryouts to determine the student's potential for success in the field. Administers tests to evaluate student progress; interprets results and issues progress reports to counselors, other staff and parents. Participates in student evaluation and student staffing as assigned. Participates in faculty and professional meetings, education conferences and teacher training workshops. Provider individual attention and assistance as required to meet the varied .needs and abilities of the learners to insure that all are benefiting from the instruction. Prepares individualized education programs for hearing or visually impaired students. May aid student in making satisfactory personal and vocational adjustment through counseling and instruction in the habits of daily living, work routine, work attitude and developing work skills. May perform skilled duties in the repair, adjustment, alteration, and utiliza tion of equipment and materials used in the trade. ‘ May prepare requisitions for supplies and equipment. Performs related work as assigned. Required Knowledge, Skills and Abilities: Knowledge of curriculum development and occupational or trade instructional techniques. Knowledge of testing techniques and evaluation of results. Knowledge of the tools and equipment used in the skill or trade including its use and maintenance. Skill in communicating with persons at all 1evels--students, instructors, administrators, etc. Ability to keep class records and write reports. Ability to develop comprehensive plans of instruction for the intellectual and vocational development of students. Ability to establish and maintain effective working relationships with other employees, related groups, and public officials. Ability to estimate materials needed for inventory and specific jobs, including costs. Minimum Training and Experience Requirements: TRA;NI MG: Education equivalent to oraduation from a standard four-year hiqh school. EXPiRiENCE: Five years of full-time paid employment as a tradesperson or instructor in the area of assignment. * 7010 INSTRUCTOR II - VOCATIONAL EDUCATION (Cont'd) Minimum Training and Experience Requirements: SUBSTITUTION: Graduation from an accredited four-year college or university with a major in the area of assignment may substitute for four years of the required experience or successful completion of an approved program of at least 1080 hours in the area of assignment from a commercial school, secondary vocational-technical school or school of comparable level may substitute for the required experience on a year-for-year basis. Special Requirement for Department of Corrections: West Virginia Teaching Certificate in the area of assignment. Special Requirement: Classified-Exempt Service: Schools for the Deaf and the Blind - Bachelor's Degree required. West Virginia Teaching Certificate in the area of assignment. i 7010 INSTRUCTOR II - VOCATIONAL EDUCATION AREA OF ASSIGNMENT FOR INSTRUCTOR I, II, III Air Conditioning and Refrigeration Adjustment Training Arts and Crafts Audi ovi suals Automobile Repair Bra i l l e Carpentry and Masonry Cashier - Checker Cosmotology Custodial Services Data Entry Deaf Communication Drafting Dry Cleaning and Laundry Electric Appliance Repair Electricity E1ectroni cs Floraculture F orestry- Food Service Hotel and Motel Service Landscapi ng Laundry Operation Meat Cutting Mining Nurse's Aide and Orderly Training Photography Printing Radio and TV Repair Service Station Attendant Sewing Sheet Metal Shoe Repair Storekeeper - Warehouse Upholsteri ng Watchmaking and Instrument Repair Weiding Woodwork!ng Word Processing Established: 1/03/79 Revised: 4/26/79 - 6/26/79 - 2/5/80 Effective: 2/5/80. APPENDIX 3 TABLE 2 Census Occupational Titles Defining Relevant Labor Pools for Department of Highways Job Titles Title Group Census Titles Group 1 Highway Laborer ] Guard ] Bridge Maintenance ] Inspector I ] Transportation Technician ] Trainee ] ] ] ] Group 2 Craftsworker I ] Bridge Maintenance ] Worker ] ] ] ] Group 3. Highway Equipment Operator I] ] ] ] ]3 3 3 3 Handlers, Equipment Cleaners, Helpers & Laborers Cleaning & Building Service, except Hshld Guards Operators, Fabricators & Laborers Precision Production, Craft & Repair Occupations Handlers, Equipment Cleaners, & Helpers Machine Operators & Tenders, Except Precision Paving Equipment Operators Truck Driver, Light Bus Drivers Group 4 3Craftsworker II 3 Craftsworker III ] Bridge Maintenance Crew 3 Leader 3 Maintenance Crew Leader ] Bridge Maintenance ] Craftsworker ] Precision Production, Craft & Repair Occupations 1 APPENDIX 3 1 980 CODE 003 004 005 006 007 008 009 013 014 015 016 017 018 (019) (019) 023 024 025 026 027 028 0 29 033 034 035 036 • 037 TABLE 3 CENSUS/EEO SPECIAL FILE DETAILED OCCUPATIONAL CATEGORIES (The numbers in parentheses refer to the 1980 Standard Occupational Classication code equivalents. Pt means part. N.e.c. means not elsewhere classified.) MANAGERIAL AND PROFESSIONAL SPECIALTY OCCUPATIONS Executive, Administrative, and Managerial Occupations Legislators (111) Chief executives and general administrators, public administration (112) Administrators and officials, public administration (1132-1139) Administrators, protective services (1131) Financial managers (122) Personnel and labor relations managers (123) Purchasing managers (124) Managers, marketing, advertising, and public relations (125) Administrators, education a‘nd related fields (128) Managers, medicine and health (131) Managers, properties and real estate (1353) Postmasters and mail superintendents (1344) Funeral directors (pt 1359) Managers and administrators, n.e.c., salaried (121, 126, 127, 132-139, exc. 1344, 1353, pt 1359) Managers and administrators, n.e.c., self-employed (121, 126, 127, 132-139, exc. 1344, 1353, pt 1359) Management Related Occupations Accountants and auditors (1412) Underwriters (1414) Other financial officers (1415, 1419) Management analysts (142) Personnel, training, and labor relations specialists (143) Purchasing agents and buyers, farm products (1443) Buyers, wholesale and retail trade except farm products (1442) Purchasing agents and buyers, n.e.c. (1449) Business and promotion agents (145) Construction inspectors (1472) Inspectors and compliance officers, except construction (1473) Management related occupations, n.e.c. (149) 99 Professional Specialty Occupations 043 044 045 046 047 048 049 053 054 055 056 057 058 059 063 064 065 066 067 068 069 073 074 075 076 077 078 079 083 084 085 086 087 088 089 095 096 097 098 099 1 03 1 04 1 05 1 06 Engineers, Architects, and Surveyors Architects (161) Engineers Aerospace (1622) Metallurgical and materials (1623) Mining (1624) Petroleum (1625) Chemical (1626) Nuclear (1627) Civil (1628) Agricultural (1632) Electrical and electronic (1633) Industrial (1634) Mechanical (1635) Marine and naval architects (1637) Engneers, n.e.c. (1639) Surveyors and mapping scientists (164) Mathematical and Computer Scientists Computer systems analysts and scientists (171) Operations and systems researchers and analysts (172) Actuaries (1732) Statisticians (1733) Mathematical scientists, n.e.c. (1739) Natural Scientists Physicists and astronomers (1842, 1843) Chemists, except biochemists (1845) Atmospheric and space scientists (1846) Geologists and geodesists (1847) Physical scientists, n.e.c. (1849) Agricultural and food scientists (1853) Biological and life scientists (1854) Forestry and conservation scientists (1852) Medical scientists (1855) Health Diagnosing Occupations Physicians (261) Dentists (262) Veterinarians (27) Optometrists (281) Podiatrists (283) Health diagnosing practitioners, n.e.c. (289) Health Assessment and Treating Occupations Registered nurses (29) Pharmacists (301) Dietitians (302) Therapists Inhalation therapists (3031) Occupational therapists (3032) Physical therapists (3033) Speech therapists (3034) Therapists, n.e.c. (3039) Physicians' assistants (304) 100 1 1 3 1 14 1 15 1 16 1 1 7 1 18 1 19 1 23 1 24 1 25 1 26 1 27 1 28 1 29 1 33 1 34 1 35 1 36 1 37 1 38 1 39 1 43 1 44 145 1 46 1 47 148 1 49 1 53 1 54 1 55 1 56 1 57 1 58 1 59 1 63 1 64 1 65 1 66 1 67 1 68 1 69 1 73 Teachers, Postsecondary Earth, environmental, and marine science teachers (2212) Biological science teachers (2213) Chemistry teachers (2214) Physics teachers (2215) Natural science teachers, n.e.c. (2216) Psychology teachers (2217) Economics teachers (2218) History teachers (2222) Political science teachers (2223) Sociology teachers (2224) Social Science teachers^ n.e.c. (2225) Engineering teachers (2226) Mathematical science teachers (2227) Computer science teachers (2228) Medical science teachers (2231) Health specialties teachers (2232) Business, commerce, and marketing teachers (2233) Agriculture and forestry teachers (2234) Art, drama, and music teachers (2235) Physical education teachers (2236) Education teachers (2237) English teachers (2238) Foreign language teachers (2242) Law teachers (2243) ^ Social work teachers (2244) Theology teachers (2245) Trade and industrial teachers (2246) Home economics teachers (2247) Teachers, postsecondary, n.e.c. (2249) Postsecondary teachers, subject not specified Teachers, Except Postsecondary Teachers, prekindergarten and kindergarten (231) Teachers, elementary school (232) Teachers, secondary school (233) Teachers, special education (235) Teachers, n.e.c. (236, 239) Counselors, educational and vocational (24) Librarians, Archivists, and Curators Librarians (251) Archivists and curators (252) Social Scientists and Urban Planners Economists (1912) Psychologists (1915) Sociologists (1916) Social scientists, n.e.c. (1913, 1914, 1919) Urban planners (192) 101 1 74 175 1 76 177 1 78 1 79 1 83 1 84 185 1 86 187 1 88 1 89 1 93 1 94 1 95 197 1 98 1 99 203 204 205 206 207 208 213 214 215 216 217 218 223 224 225 Social, Recreation, and Religious Workers Social workers (2032) Recreation workers (2033) Clergy (2042) Religious workers, n.e.c. (2049) Lawyers and Judges Lawyers (211) Judges (212) Writers, Artists, Entertainers, and Athletes T : thors (3 21 ) Technical writers (398) Designers (322) M u s ^ ’ans and composers (323) Actors and directors (324) Painters, sculptors, craft-artists, and artist printmakers (325) Photographers (326) Dancers (327) Artists, performers, and related workers, n.e.c. (328, 329) Editors and reporters (331) Public relations specialists (332) Announcers (333) Athletes (34) TECHNICAL, SALES, AND ADMINISTRATIVE SUPPORT OCCUPATIONS Technicians and Related Support Occupations Health Technologists and Technicians Clinical laboratory technologists and technicians (362) Dental hygienists (363) Health record technologists and technicians (364) Radiologic technicians (365) Licensed practical nurses (366) Health technologists and technicians, n.e.c. (369) Technologists and Technicians, Except Health Engineering and Related Technologists and Technicians Electrical and electronic technicians (3711) Industrial engineering technicians (3712) Mechanical engineering technicians (3713) Engineering technicians, n.e.c. (3719) Drafting occupations (372) Surveying and mapping technicians (373) Science Technicians Biological technicians (382) Chemical technicians (3831) Science technicians, n.e.c. (3832, 3833, 384, 389) 102 226 227 228 229 233 234 235 ( 243) ( 243) 253 254 255 256 257 258 259 263 ■264 265 266 267 268 269 274 275 276 277 278 283 284 285 303 304 305 306 307 Technicians; Except Health, Engineering, and Science Airplane pilots and navigators (825) Air traffic controllers (392) Broadcast equipment operators (393) Computer programmers (3971, 3972) Tool programmers, numerical control (3974) Legal assistants (396) Technicians, n.e.c. (399) Sales Occupations Supervisors and proprietors, sales occupations, salaried (40) Supervisors and proprietors, sales occupations, self-employed (40) Sales Representatives, Finance and Business Services Insurance sales occupations (4122) Real estate sales occupations (4123) S ' ' -urities and financial services sales occupations (4124) Advertisind and related sales occupations (4153) Sales occupations, ether business services (4152) Sales Representatives, Commodities Except Retail Sales engineers (421) Sales representatives, mining, manyfacturing, and wholesale (423, 424) Sales Workers, Retail and Personal Services Sales workers, motor vehicles and boats (4342, 4344) Sales workers, apparel (4346) Sales workers, shoes (4351) Sales workers, furniture and home furnishings (4348) Sales workers, radio, TV, hi-fi, and appliances (4343, 4352) Sales workers, hardware and building supplies (4353) Sales workers, parts (4367) Sales workers, other commodities (4345, 4347, 4354, 4356, 4359, 4362, 4369) Sales counter clerks (4363) Cashiers (4364) Street and door-to-door sales workers (4366) News vendors (4365) Sales Related Occupations Demonstrators, promoters and models, sales (445) Auctioneers (447) Sales support occupations, n.e.c. (444, 446, 449) Administrative Support Occupations, Including Clerical Supervisors, Administrative Support Occupations Supervisors, general office (4511, 4513, 4514, 4516, 4519, 4529) Supervisors, computer equipment operators (4512) Supervisors, financial records processing (4521) Chief communicatic.is operators (4523) Supervisors, distribution, scheduling, and adjusting clerks (4522, 4524-4528) 103 308 309 313 314 315 316 317 318 319 323 325 326 327 328 3 29 335 336 337 333 3 39 343 3 44 345 346 347 348 349 353 354 355 356 357 359 363 364 365 366 368 369 373 374 Computer equipment operators Computer operators (4612) Peripheral equipment operators (4613) Secretaries, Stenographers and Typists Secretaries (4622) Stenographers (4623) Typists (4624) Information Clerks Interviewers (4642) Hotel clerks (4643) Transportation ticket and reservation agents (4644) Receptionists (4645) Information clerks, n.e.c. (4649) Records Processing Occupations, Except Financial Classified-ad clerks (4662) Correspondence clerks (4663) Order clerks (4664) Personnel clerks, except payroll and timekeeping (4692) Library clerks (4694) File clerks (4696) Records clerks (4699) Financial Records Processing Occupations Bookkeepers, accounting, and auditing clerks (4712) Payroll and timekeeping clerks (4713) Billing clerks (4715) Cost and rate clerks (4716) Billing, posting, and calculating machine operators (4718) Duplicating, Mail and Other Office Machine Operators Duplicating machine operators (4722) Mail preparingand paper handling machine operators (4723) Office machine operators, n.e.c. (4729) Communications Equipment Operators Telephone operators (4732) Telegraphers (4733) Communications equipment operators, n.e.c. (4739) Mail and Message Distributing Occupations Postal clerks, exc. mail carriers (4742) Mail carriers, postal service (4743) Mail clerks, exc. postal service (4744) Messengers (4745) Material Recording, Scheduling, and Distributing Clerks, n.e.c. Dispatchers (4751) Production coordinators (4752) Traffic, shipping, and receiving clerks (4753) Stock and inventory clerks (4754) Meter readers (4755) Weighers, measurers, and checkers (4756) Samplers (4757) Expediters (4758) Material recording, scheduling, and distributing clerks, n.e. 104 c. (4759) 375 376 377 378 379 383 384 385 386 387 389 403 404 405 406 407 413 414 415 416 417 418 423 4 24 425 426 427 433 434 435 436 437 438 439 443 444 Adjusters and Investigators Insurance adjusters, examiners, and investigators (4782) Investigators and adjusters, except insurance (4783) Eligibility clerks, social welfare (4784) Bill and account collectors (4786) Miscellaneous Administrative Support Occupations General office clerks (463) Bank tellers (4791) Proofreaders (4792) Data-entry keyers (4793) Statistical clerks (4794) Teachers' aides (4795) Administrative support occupations, n.e.c. (4787, 4799) SERVICE OCCUPATIONS Private Households Occupations Launderers and ironers (503) Cooks, private household (504) Housekeepers and butlers (505) Child care workers, private household (506) Private household cleaners and servants (502, 507, 509) Protective Service Occupations Supervisors, Protective Service Occupations Supervisors, firefighting and fire prevention occupations (5111) Supervisors, police and detectives (5112) Supervisors, guards (5113) Firefightina and Fire Prevention Occupations Fire inspection and fire prevention occupations (5122) Firefighting occupations (5123) Police and Detectives Police and detectives, public service (5132) Sheriffs, bailiffs, and other law enforcement officers (5134) Correctional institution officers (5133) Guards Crossing guards (5142) Guards and police, exc. public service (5144) Protective service occupations, n.e.c. (5149) Service Occupations, Except Protective and Household Food Preparation and Service Occupations Supervisors, food preparation and service occupations (5211) Bartenders (5212) Waiters and waitresses (5213) Cooks, except short order (5214) Short-order cocks (5215) Food counter, fountain and related occupations (5216) Kitchen workers, food preparation (5217) Waiters'/waitresses' assistants (5218) Miscellaneous food preparation occupations (5219) 105 445 446 447 448 449 453 454 455 456 457 458 459 463 464 465 466 467 468 469 473 474 475 476 477 479 483 484 485 486 487 488 489 494 495 496 497 498 499 (5236) Health Service Occupations Dental assistants (5232) Health aides, except nursing (5233) Nursing aides, orderlies, and attendants Cleaning and Building Service Occupations, except Household Supervisors, cleaning and building service workers (5241) Maids and housemen (5242, 5249) Janitors and cleaners (5244) Elevator operators (5245) Pest control occupations (5246) Personal Service Occupations Supervisors, personal service occupations (5251) Barbers (5252) Hairdressers and cosmetologists (5253) Attendants, amusement and recreation facilities (5254) Guides (5255) Ushers (5256) Public transportation attendants (5257) Baggage porters and bellhops (5262) Welfare service aiides (5263) Child care workers, except private household (5264) Personal service occupations, n.e.c. (5258, 5269) FARMING, FORESTRY, AND FISHING OCCUPATIONS Farm operators and managers Farmers, except horticultural (5512-5514) Horticultural specialty farmers (5515) Managers, farms, except horticultural (5522-5524) Managers, horticultural specialty farms (5525) Farm Occupations, Except Managerial Supervisors, farm workers (5611) Farm workers (5612-5617) Marine life cultivation workers (5618) Nursery workers (5619) Related Agricultural Occupations Supervisors, related agricultural occupations (5621) Groundskeepers and gardeners, except farm (5622) Animal caretakers, except farm (5624) Graders and sorters, agricultural products (5625) Inspectors, agricultural products (5627) Forestry and Logging Occupations Supervisors, forestry and logging workers (571) Forestry workers, except logging (572) Timber cutting and logging occupations (573, 579) Fishers, Hunters, and Trappers Captains and other officers, fishing vessels (pt 8241) Fishers (583) Hunters and trappers (584) 106 503 505 506 507 508 509 51 4 515 516 517 518 519 523 525 526 527 529 533 534 535 536 538 539 543 544 547 549 553 554 555 556 557 558 563 564 565 566 567 569 573 PRECISION PRODUCTION, CRAFT, AND REPAIR OCCUPATIONS Mechanics and Repairers Supervisors, mechanics and repairers (60) Mechanics and Repairers, Except Supervisors Vehicle and Mobile Equipment Mechanics and Repairers Automobile mechanics, except apprentices (pt 6111) Automobile mechanic apprentices (pt 6111) Bus, truck, and stationary engine mechanics (6112) Aircraft engine mechanics (6113) Small engine repairers (6114) Automobile body and related repairers (6115) Aircraft mechanics, exc. engine (6116) Heavy equipment mechanics (6117) Farm equipment mechanics (6118) Industrial machinery repairers (613) Machinery maintenance occupations (614) Electrical and Electronic Equipment Repairers Electronic repairers, communications and industrial equipment (6151, 6153, 6155) Data processing equipent repairers (6154) Household appliance and power tool repairers (6156) Telephone line installers and repairers (6157) Telephone installers and repairers (6158) Miscellaneous electrical and electronic equipment repairers (6152, 6159) Heating, air conditioning, and refrigeration mechanics (616) Miscellaneous Mechanics and Repairers Camera, watch, and musical instrument repairers (6171, 6172) Locksmiths and safe repairers (6173) Office machine repairers (6174) Mechanical controls and valve repairers (6175) Elevator installers and repairers (6176) Millwrights (6178) Specified mechanics and repairers, n.e.c. (6177, 6179) Not specified mechanics and repairers Construction Trades Supervisors, construction occupations Supervisors, brickmasons, stonemasons, and tile setters (6312) Supervisors, carpenters and related workers (6313) Supervisors, electricians and power transmission installers (6314) Supervisors, painters, paperhangers, and plasterers (6315) Supervisors, plumbers, pipefitters, and steamfitters (6316) Supervisors, n.e.c. (6311, 6318) Construction Trades, Except Supervisors Brickmasons and stonemasons, except apprentices (pt 6412, pt 6413) Brickmason and stonemason apprentices (pt 6412, 6413) Tile setters, hard and soft (6414, pt 6462) Carpet installers (pt 6462) Carpenters, except apprentices (pt 6422) Carpenter apprentices (6422) Drywall installers (6424) 107 575 576 577 579 583 584 585 587 588 589 593 594 595 596 597 598 599 613 614 615 616 617 633 634 635 636 637 6 39 643 644 645 646 647 649 653 654 655 656 657 658 Electricians, except apprentices (pt 6432) Electrician apprentices (pt 6432) Electrical power installers and repairers (6433) Painters, construction and maintenance (6442) Paperhangers (6443) Plasterers (6444) Plumbers, pipefitters, and steamfitter3 , except apprentices (pt 645) Plumber, pipefitter, and steamfitter apprentices (pt 645) Concrete and terrazzo finishers (6463) Glaziers (6464) Insulation workers (6465) Paving, surfacing, and tamping equipment operators (6466) Roofers (6468) Sheetmetal duct installers (6472) Structural metal workers (6473) Drillers, earth (6474) Construction trades, n.e.c. (6467, 6475, 6476, 6479) Extractive Occupations Supervisors, extractive occupations (632) Drillers, oil well (652) Explosives workers (653) Mining machine operators (654) Mining occupations, n.e.c. (656) Precision Production Occupations Supervisors, production occupations (67, 71) Precision Metal Working Occupations Tool and die makers, except apprentices (pt 6811) Tool and die maker apprentices (pt 6811) Precision assemblers, metal (6812) Machinists, except apprentices (pt 6813) Machinist apprentices (pt 6813) Boilermakers (6814) Precision grinders, fitters, and tool sharpeners (6816) Patternmakers and model makers, metal (6817) Lay-out workers (6821) Precious stones and metals workers (jewelers) (6822, 6 8 6 6) Engravers, metal (6823) Sheet metal workers, except apprentices (pt 6824) Sheet metal worker apprentices (pt 6824) Miscellaneous precision metal workers (6829) Precision Woodworking Occupations Patternmakers and model makers, wood (6831) Cabinet makers and bench carpenters (6832) Furniture and wood finishers (6835) 108 659 666 667 668 669 673 674 675 676 677 678 679 683 684 686 687 688 689 693 694 695 696 699 703 704 705 706 707 708 709 713 714 715 717 719 72 3 72 4 725 Miscellaneous precision woodworkers (6839) Precision Textile, Apparel, and Furnishings Machine Workers Dressmakers (pt 6852, pt 7752) Tailors (pt 6852) Upholsterers (6853) Shoe repairers (6854) Apparel and fabric patternmakers (6856) Miscellaneous precision apparel and fabric workers (6859, pt 7752) Precision Workers, Assorted Materials Hand molders and shapers, except jewelers (6861) Patternmakers, lay-out workers, and cutters (6862) Optical goods workers (6864, pt 7477, pt 7677) Dental laboratory and medical applance technicians (6865) Bookbinders (6844) Electrical and electronic equipment assemblers (6867) Miscellaneous precision workers, n.e.c. (6869) Precision Food Production Occupations Butchers and meat cutters (6871) Bakers (6872) Food batchmakers (6873, 6879) Precision Inspectors, Testers, and Related Workers Inspectors, testers, and graders (6881, 828) Adjusters and calibrators (6882) Plant and System Operators Water and sewage treatment plant operators (691) Power plant operators (pt 693) Stationary engineers (pt 693, 7668) Miscellaneous plant and system operators (692, 694, 695, 696) OPERATORS, FABRICATORS, AND LABORERS Machine Operators, Assemblers, and Inspectors Machine Operators and Tenders, except Precision Metalworking and Plastic Working Machine Operators Lathe and turning machine set-up operators (7312) Lathe and turning machine operators (7512) Milling and planing machine operators (7313, 7513) Punching and stamping press machine operators (7314, 7317, 7514, 7517) Rolling machine operators (7316, 7516) Drilling and boring machine operators (7318, 7518) Grinding, abrading, buffing, and polishing machine operators (7322, 7324, 7522) Forging machine operators (7319, 7519) Numerical control machine operators (7326) Miscellaneous metal, plastic, stone, and glass working machine operators (7329, 7529) Fabricating machine operators, n.e.c. (7339, 7539) Metal a:.d Plastic Processing Machine Operators Molding and casting machine operators (7315, 7342, 7515, 7542) Metal plating machine operators (7343, 7543) Heat treating equipment operators (7344, 7544) Miscellaneous metal and plastic processing machine operators (7349, 7549) 109 Woodworking Machine Operators 726 Wood lathe, routing, and planing machine operators (7431, 7432, 7631, 76 727 Sawing machine operators (7433, 7633) 728 Shaping and joining machine operators (7435, 7635) 729 Nailing and tacking machine operators (7636) 7 3 3 Miscellaneous woodworking machine operators (7434, 7439, 7634, 7639) Printing Machine Operators 734 Printing machine operators (7443, 7643) 7 3 5 Photoengravers and lithographers (6842, 7444, 7644) 736 Typesetters and compositors (6841, 7642) 7 3 7 Miscellaneous printing machine operators (6849, 7449, 7649) Textile, Apparel, and Furnishings Machine Operators 7 3 8 Winding and twisting machine operators (7451, 7651) 7 3 9 Knitting, looping, taping, and weaving machine operators (7452, 7652) 7 4 3 Textile cutting machine operators (7654) 7 4 4 Textile sewing machine operators (7655) 745 Shoe machine operators (7656) 747 Pressing machine operators (7657) 748 Laundering and dry cleaning machine operators (6855, 7658) 7 4 9 Miscellaneous textile machine operators (7459, 7659) 753 754 755 756 757 758 759 763 764 765 766 768 769 773 774 777 779 (777,779) 783 784 Machine Operators, Assorted Materials Cementing and gluing machine operators (7661) Packaging and filling machine operators (7462, 7662) Extruding and forming machine operators (7463, 7663) Mixing and blending machine operators (7664) Separating, filtering, and clarifying machine operators (7476, 7666, 7676) Compressing and compacting machine operators (7467, 7667) Painting and paint spraying machine operators (7669) Roasting and baking machine operators, food (7472, 7672) Washing, cleaning, and pickling machine operators (7673) Folding machine operators (7474, 7674) Furnace, kiln, and oven operators, exc. food (7675) Crushing and grinding machine operators (pt 7477, pt 7677) Slicing and cutting machine operators (7478, 7678) Motion picture projectionists (pt 7479) Photographic process machine operators (6863, 6 8 6 8, 7671) Miscellaneous and not specified machine operators: Occupation: Miscellaneous and not specified machine operators ♦Machine operators, not specified Industry: Manufacturing: Nondurable goods Durable goods Nonraanufacturing industries Fabricators, Assemblers, and Hand Working Occupations Welders and cutters (7332, 7532, 7714) Solderers and blazers (7333, 7533, 7717) * "Miscellaneous machine operators, n.e.c." (777) and "Machine operators, not specified" are retabulated by industry (777,779) in the three categories following the entry. 110 785 786 787 789 793 794 795 Assemblers (772, 774) Hand cutting and trimming occupations (7753) Hand molding, casting, and forming occupations (7754, 7755) Hand painting, coating, and decorating occupations (7756) Hand engraving and printing occupations (7757) Hand grinding and polishing occupations (7758) Miscellaneous hand working occupations (7759) 796 797 798 799 803 804 805 806 808 809 813 814 823 824 825 826 828 8 29 833 834 Production Inspectors, Testers, Samplers, and Weighers Production inspectors, checkers, and examiners (782, 787) Production testers (783) Production samplers and weighers (784) Graders and sorters, exc. agricultural (785) Transportation and Material Moving Occupations Motor Vehicle Operators Supervisors, motor vehicle operators (8111) Truck drivers, heavy (8212, 8213) Truck drivers, light (8214) Driver-sales workers (8218) Bus drivers (8215) Taxicab drivers and chauffeurs (3216) Parking lot attendants (874) Motor transportation occupations, n.e.c. (8219) Transportation Occupations, Except Motor Vehicles Rail Transportation Occupations Railroad conductors and yardmasters (8113) Locomotive operating occupations (8232) Railroad brake, signal, and switch operators (8233) Rail vehicle operators, n.e.c. (8239) Water Transportation Occupations Ship captains and mates, except fishing boats (pt 8241, 8242) Sailors and deckhands (.8243) Marine engineers (8244) Bridge, lock, and lighthouse tenders (8245) 843 844 845 848 849 353 855 856 859 Material Moving Equipment Operators Supervisors, material moving equipment operators (812) Operating engineers (8312) Longshore equipment operators (8313) Hoist and winch operators (8314) Crane and tower operators (8315) Excavating and loading machine operators (8316) Grader, dozer, and scraper operators (8317) Industrial truck and tractor equipment operators (8318) Miscellaneous material moving equipment operators (8319) 863 864 865 866 867 869 873 875 876 877 878 883 885 887 888 889 Handlers, Equipment Cleaners, Helpers, and Laborers Supervisors, handlers, equipment cleaners, and laborers, n.e.c. (85) Helpers, mechanics and repairers (863) Helpers, Construction and Extractive Occupations Helpers, construction trades (8641-8645, 8648) Helpers, surveyor (8646) Helpers, extractive occupations (865) Construction laborers (871) Production helpers (861, 862) Freight, Stock, and Material Handlers Garbage collectors (8722) Stevedores (8723) Stock handlers and baggers (8724) Machine feeders and offbearers (8725) Freight, stock, and material handlers, n.e.c. (8726) Garage and service station related occupations (873) Vehicle washers and equipment cleaners (875) Hand packers and packagers (8761) ♦Laborers, except construction (8769) Industry: Manufacturing: Nondurable goods Durable goods Transportation, communications, and other public utilities Wholesale and retail trade All other industries , 9 1 9 Unemployed, no civilian work experience since 1975 * "Laborers, except construction" are retabulated by industry in the five categories following the entry. 112