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Labor Market Distribution and Pay Scale

Notice

We do not have specific information on labor distribution for area. However, falls within the metropolitan area, so this is the information that is being provided.

Labor Stats as of 2000

The labor market distribution is based on the National Compensation Survey produced annually by the Bureau of Labor Statistics. The survey results are recorded at the MSA level for all MSA's in the US.

The chart and report that follow compare the MSA with the National average, in terms of the expected number of workers for a particular job classification and their annual rate of pay compared to all others for that same job as a national average. Twenty-two major categories are shown, in addition there are 709 sub-categories that are documented, however, they are only shown in the report if the sub-category is out of the ordinary when compared to the national average. The 'Pool' indicates the number of people who fall within a job classification in this MSA. The 'Rank' is an expectation ranking of how this pool ranks with the national average. Another way to interpret this number is by way of an example. If the rank is 3 then you can say that this MSA has 3 times the number of people you would expect for an MSA of this size and for that job classification. Finally the income column is the average annual income for people in this category in this MSA. The column has been color-coded to reflect how this income level compares to the national average (red below, blue below, black expected)

The chart graphically illustrates the major categories and how they relate to the national average. An explanation of how to interpret the chart follows the chart itself. Source: US Bureau of Labor Statistics and Synergos Technologies, Inc.

Job rolePoolRankIncome
1.



2.


3.









4.









5.


6.
7.
8.
9.


10.
11.
12.
13.

14.
15.
16.

17.

18.
19.


20.

21.





22.
Management Occupations
---Marketing Managers
---Computer and Information Systems Managers
---Engineering Managers
Business and Financial Operations Occupations
---Purchasing Agents, Except Wholesale, Retail, and Farm Products

Computer and Mathematical Occupations
---Computer Programmers
---Computer Software Engineers, Applications
---Computer Software Engineers, Systems Software
---Computer Support Specialists
---Computer Systems Analysts
---Database Administrators
---Network and Computer Systems Administrators
---Operations Research Analysts

Architecture and Engineering Occupations
---Computer Hardware Engineers
---Electrical Engineers
---Electronics Engineers, Except Computer
---Industrial Engineers
---Mechanical Engineers
---Electrical and Electronics Drafters
---Electrical and Electronic Engineering Technicians
---Electro-Mechanical Technicians

Life, Physical, and Social Science Occupations
---Market Research Analysts

Community and Social Services Occupations
Legal Occupations
Education, Training, and Library Occupations
Arts, Design, Entertainment, Sports, and Media Occupations
---Technical Writers

Healthcare Practitioners and Technical Occupations
Healthcare Support Occupations
Protective Service Occupations
Food Preparation and Serving Related Occupations

Building and Grounds Cleaning and Maintenance Occupations
Personal Care and Service Occupations
Sales and Related Occupations
---Sales Engineers
Office and Administrative Support Occupations

Farming, Fishing, and Forestry Occupations
Construction and Extraction Occupations
---Drywall and Ceiling Tile Installers
---Tapers
Installation, Maintenance, and Repair Occupations

Production Occupations
---Electrical and Electronic Equipment Assemblers
---Electromechanical Equipment Assemblers
---Inspectors, Testers, Sorters, Samplers, and Weighers
---Semiconductor Processors

Transportation and Material Moving Occupations
82
4
8
9
49
4

99
16
22
21
12
8
3
5
1

82
4
9
6
5
5
1
12
1

18
2

6
8
43
11
1

30
11
21
67

28
15
89
2
155

1
45
2
1
36

129
19
2
11
10

54
1.3
2.4
3.4
4.5
1.3
2.1

4.1
3.7
7.2
9.7
2.8
2.1
3.4
2.6
2.0

3.9
7.7
6.8
5.9
3.5
2.9
3.2
6.0
3.0

2.1
2.5

.5
1.1
.7
.9
2.4

.6
.4
.9
.8

.8
.7
.8
2.8
.8

.3
.9
2.1
3.4
.8

1.3
6.3
3.4
2.3
18.2

.7
96,440
107,870
108,500
112,990
58,980
54,680

75,910
71,980
85,960
86,580
55,160
71,540
77,460
67,810
78,030

67,570
86,960
81,650
71,200
76,500
73,700
48,970
47,260
39,300

61,250
72,270

37,760
82,440
44,720
54,080
65,340

60,120
29,340
34,460
18,080

22,140
29,800
37,840
76,660
34,060

18,970
45,210
51,480
48,540
38,980

30,210
26,810
29,350
30,490
27,510

25,500


Major Job Classification Distribution
QuandrantDescription
1Categories falling into the first quadrant show there are fewer people with that job classification then you would expect for this MSA as compared to the National average and that those people are making above average incomes. Implications for the employer: the employer may find he must pay more or offer better benefits to attract the the people that fall within this category due to a limited job pool. Furthermore, the choices for talented people may be poor since the job pool is smaller then you would expect.

2Categories falling into the second quadrant show there are more people with that job classification then you would expect for this MSA as compared to the National average and that those people are making above average incomes. Implications for the employer: the employer may find he must pay more or offer better benefits to attract the the people that fall within this category due to market conditions. However, this may be offset by a greater range of talent to choose from.

3Categories falling into the third quadrant show there are fewer people with that job classification then you would expect for this MSA as compared to the National average and that those people are making below average incomes. Implications for the employer: the employer may find he will be able to pay under the national average for human resources, although this is offset by a smaller pool of people to choose from.

4Categories falling into the fourth quadrant show there are more people with that job classification then you would expect for this MSA as compared to the National average yet those people are making below average incomes. Implications for the employer: the employer may find he will be able to pay under the national average for human resources, and benefit from a larger than normal pool of people to choose from.



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Last modified on: Saturday, 26-Oct-2002 06:49:36 CDT