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

    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
- ••••••:'' ..'••• ?*' •-•*••

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' ' '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 —•

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•* .-_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