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 role | Pool | Rank | Income |
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
17.
18.
19.
20.
21.
22.
|
Management Occupations
Business and Financial Operations Occupations
Computer and Mathematical Occupations
---Computer Programmers
---Computer Software Engineers, Systems Software
---Computer Support Specialists
Architecture and Engineering Occupations
Life, Physical, and Social Science Occupations
Community and Social Services Occupations
Legal Occupations
Education, Training, and Library Occupations
Arts, Design, Entertainment, Sports, and Media Occupations
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
---Telemarketers
Office and Administrative Support Occupations
Farming, Fishing, and Forestry Occupations
Construction and Extraction Occupations
Installation, Maintenance, and Repair Occupations
Production Occupations
---Electrical and Electronic Equipment Assemblers
---Inspectors, Testers, Sorters, Samplers, and Weighers
Transportation and Material Moving Occupations
|
15
8
12
2
2
2
6
1
2
1
11
3
8
4
4
21
7
4
26
2
45
12
10
19
2
2
12
|
1.1
1.0
2.4
2.2
4.4
2.2
1.3
.6
.8
.6
.9
1.1
.8
.8
.8
1.2
.9
.9
1.1
2.5
1.1
.0
1.1
1.1
.9
3.2
2.0
.7
|
67,630
44,460
56,410
58,150
68,360
32,640
52,150
49,030
37,260
66,000
36,270
36,710
48,020
21,670
28,760
17,220
18,810
18,010
25,790
16,560
26,300
21,930
32,880
34,160
24,560
20,060
23,790
23,150
|
Major Job Classification Distribution
| Quandrant | Description |
| 1 | Categories 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.
|
| 2 | Categories 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.
|
| 3 | Categories 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.
|
| 4 | Categories 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.
|
|
