An official website of the United States government
U.S. Department of Labor
Hilda L. Solis, Secretary
U.S. Bureau of Labor Statistics
Keith Hall, Commissioner
The National Compensation Survey (NCS) provides comprehensive measures of occupational earnings, compensation cost trends, benefit incidence, and detailed benefit provisions. This bulletin presents estimates of occupational pay in the New England Census Division. These estimates are based on data collected from a sample of establishments within sampled localities in Connecticut, Maine, Massachusetts, New Hampshire, Rhode Island, and Vermont and are weighted to represent the Division as a whole. (See Appendix C for a list of the survey areas.) The estimates include pay for workers in major sectors of the U.S. economy in 2010—the civilian, private, and State and local government sectors—and by various occupational and establishment characteristics. The civilian sector, by NCS definition, excludes Federal government, agricultural, and household workers.
For more information about these data and recent and historical NCS wage data, call the information line at (202) 691-6199 or send an email to NCSInfo@bls.gov. Information is available to sensory-impaired individuals on request, (Voice phone: (202) 691-5200; Federal Relay Service: 1 (800) 877-8339). Data requests also may be sent by mail to the U.S. Bureau of Labor Statistics, Division of Compensation Data Analysis and Planning, 2 Massachusetts Avenue, NE, Room 4175, Washington, DC 20212. Material in this publication is in the public domain and, with appropriate credit, may be reproduced without permission.
U. S. Bureau of Labor Statistics (BLS) field economists collected and reviewed the survey data. The Office of Compensation and Working Conditions, in cooperation with the Office of Field Operations and the Office of Technology and Survey Processing, designed the survey, processed the data, and prepared the survey for publication. The survey could not have been conducted without the cooperation of the many private businesses and government jurisdictions that provided the pay data included in this report. BLS thanks these respondents for their cooperation.
The 2010 NCS New England Census Division bulletin includes occupational earnings tables 1-21; relative standard errors of the estimates for tables 11-13, 15-17, and 19-21; and appendix tables 1 and 2. The relative standard error tables are titled and numbered to correspond to their respective earnings-estimates tables. Appendix tables 1 and 2 are part of Appendix A.
Summary table. Table 1 presents an overview of data reported in this bulletin. Mean hourly earnings, weekly hours, and relative standard errors are given for civilian, private industry, and State and local government workers by selected worker and establishment characteristics. Worker characteristics include high-level and intermediate occupational aggregation, full-time and part-time status, union and nonunion status, and time and incentive pay status. Establishment characteristics include goods producing, service providing, and size of establishment.
Work levels. Work levels are standardized measures of duties and responsibilities that apply to all occupations. The NCS designates 15 work levels; level 1 is the lowest and level 15 is the highest. Tables 2 through 4 present average wages by work level. Table 5 shows average wages by combined work levels. (For more information on how work levels are determined, see Appendix A.)
Percentiles. Percentiles designate position in the earnings distribution and are calculated from individual worker earnings and the hours those workers are scheduled to work. Tables 6 through 10 provide estimates on the mean hourly wage for the 10th percentile, the 25th percentile, the 50th percentile (or median), the 75th percentile, and the 90th percentile of occupational wages, by ownership sector and for full- and part-time workers within these sectors.
Full-time workers. Employees are classified as full time or part time on the basis of definitions used by each establishment. Tables 2 through 5 provide mean hourly earnings estimates for full-time and part-time workers by occupational group for the civilian sector, State and local government, and private industry, by work level. Tables 11 through 13 provide occupational mean and median hourly, weekly, and annual earnings estimates, as well as mean weekly and annual hours worked, by ownership sector.
Size of establishment. Table 14 shows estimates of mean hourly earnings for workers in major occupational groups by size of private industry establishment—1-49 workers, 50-99 workers, 100-499 workers, and 500 or more workers. Tables 15 and 16 show estimates of mean and median hourly, weekly, and annual earnings and mean weekly and annual hours for detailed occupations of full-time private industry workers in establishments with fewer than 100 workers and for those in establishments with 100 workers or more, respectively.
Union and nonunion workers. Union workers are workers whose wages are determined through collective bargaining. Table 17 provides mean hourly earnings of union and nonunion workers in the civilian sector as a whole, State and local government, and private industry, by major occupational group. (For more information on union workers, see Appendix A.)
Time and incentive workers. Time workers are workers whose wages are based solely on an hourly rate or salary. Incentive workers are workers whose wages are based at least partially on productivity payments, such as piece rates, commissions, and production bonuses. Table 18 provides hourly earnings estimates for workers in the civilian and private sectors who are paid based on time or an incentive basis.
Private industry sector. Table 19 shows estimates of mean hourly earnings for workers, by industry sector, for major occupational groups that meet publication criteria.
Hospitals. Included in the hospitals category are general medical and surgical hospitals, psychiatric and substance abuse hospitals, and specialty (except psychiatric and substance abuse) hospitals. Table 20 shows mean and median hourly, weekly, and annual earnings and mean weekly and annual hours for full-time civilian workers in hospitals, by detailed occupation and level.
Supervisory occupations. Table 21 includes estimates of mean and median weekly and annual earnings and mean weekly and annual hours for workers with supervisory responsibility, in the civilian sector.
Multiple table selection. Wages tables 1-10, 11-21, and all wage tables are presented here in a single document for ease of printing.
Multiple RSE table selection. All of the RSE tables are presented here in a single document for ease of printing.
This section provides basic information on survey procedures and concepts. For a more complete description, see the BLS Handbook of Methods, Chapter 8, "National Compensation Measures," on the Internet at www.bls.gov/opub/hom/ncs/.
The NCS defines civilian workers as those who are employed in private industry or in State and local government. Workers employed in the Federal Government, the military, agriculture, and private households and those who are self-employed are excluded from the scope of the survey. For purposes of the survey, an establishment is an economic unit that produces goods or services, a central administrative office, or an auxiliary unit providing support services to a company. For private industries in the survey, the establishment usually operates out of a single physical location. For State and local governments, an establishment is defined as an agency or entity such as a school district, hospital, or administrative body.
The list of establishments from which the survey sample is selected (the sampling frame) is developed from State unemployment insurance reports. The most recent month of reference available at the time the sample is selected is used to develop sampling frames. Approximately one-fifth of the private industry sample is reselected each year. The sampling frame for State and local government establishments is revised every 10 years.
Field economists collect the data by contacting each establishment in the survey through a variety of methods, including personal visit, telephone, and secured email.
The NCS sample is classified by the 2007 North American Industry Classification System (NAICS). For more detail on NAICS, see www.bls.gov/bls/naics.htm.
The NCS uses the 2000 Standard Occupational Classification (SOC) system, as do all Federal statistical agencies. See the entire list of SOC occupational categories at www.bls.gov/soc/. Note that the NCS excludes major group 55 (55-0000), military-specific occupations.
Identification of the occupations for which wage data are to be collected is a multistep process:
Union workers. The NCS defines a union worker as any employee in an occupation when all of the following conditions are met: a labor organization is recognized as the bargaining agent for all workers in the occupation; wage and salary rates are determined through collective bargaining or negotiations; and settlement terms, which must include earnings provisions and may include benefit provisions, are embodied in a signed, mutually binding collective bargaining agreement. A nonunion worker is an employee in an occupation not meeting the conditions for union coverage.
Supervisory occupations. Supervisors usually assign and review the work of subordinates. Typically, supervisors have the authority to hire, transfer, lay off, promote, reward, and discipline other employees. By NCS definitions, first-line supervisors direct their staff through face-to-face meetings and are responsible for conducting the employees' performance appraisals. Second-line supervisors typically direct the actions of their staffs through first-line supervisors.
Work levels. Work levels are a ranking of the duties and responsibilities within an occupation, and these levels permit comparisons of wages across occupations. Work levels are determined by the total number of points given for specific aspects, or factors, of the work. For a complete description of point factor leveling, refer to the publication “National Compensation Survey: Guide for Evaluating Your Firm's Jobs and Pay,” online at www.bls.gov/ocs/publications/pdf/national-compensation-survey-special-wage-studies-ncbr0004.pdf. This bulletin includes earnings estimates by work level. It also includes a table that simplifies the presentation of work levels by combining them into four broad groups. The groups are determined by combinations of knowledge, job controls and complexity, contacts, physical environment, and supervisory duties and are meant to be comparable across different occupations.
The NCS program collects data in metropolitan and micropolitan areas defined by the U.S. Office of Management and Budget (OMB) and a sample of counties located outside those defined areas. (For a list of all areas included in the 2010 New England Census Division earnings estimates, see Appendix C.)
Survey data were collected over a 13-month period for the 87 larger areas; for the 140 smaller areas, data were collected over a 4-month period. For each establishment in the survey, the data reflect the establishment’s most recent information at the time of collection. The data for the New England Census Division were compiled from locality data collected between December 2009 and January 2011. The average reference period is July 2010.
Earnings are defined as regular payments from the employer to the employee as compensation for straight-time hourly work or for any salaried work performed. The following components are included as part of earnings:
The following forms of payments are not considered straight-time earnings:
The following forms of payments are considered benefits and not part of straight-time earnings:
To calculate earnings for various periods (hourly, weekly, and annual), the NCS collects data on work schedules, including the hours worked per day and per week, and the number of weeks worked annually. For hourly workers, scheduled hours worked per day and per week, exclusive of overtime, are recorded. For salaried workers, field economists record the typical number of hours actually worked because those exempt from overtime provisions often work beyond the assigned work schedule.
The number of weeks worked annually is determined as well. Because salaried workers who are exempt from overtime provisions often work beyond the assigned work schedule, the typical number of hours they actually worked is collected.
The earnings estimates for aircraft pilots, flight engineers, and flight attendants include flight pay and flight hours only; these estimates may not reflect the total earnings and hours worked. For more information on work schedules, see https://www.bls.gov/opub/mlr/cwc/work-schedules-in-the-national-compensation-survey.pdf and Ranking of full-time civilian occupations by hourly and annual earnings, July 2009 https://www.bls.gov/opub/mlr/cwc/ranking-of-full-time-civilian-occupations-by-hourly-and-annual-earnings-july-2009.pdf.
The wage series in the tables are computed by combining the wages for each occupation sampled. Before being combined, individual wage rates are weighted by the number of workers; the sample weight, adjusted for nonresponding establishments and other factors; and the occupation's scheduled hours of work. The sample weight reflects the inverse of each unit's probability of selection at each sample selection stage and four weight adjustment factors: initial establishment nonresponse; initial occupational nonresponse; special situations (for example, a sample unit is one of two establishments owned by a given company and the company provides aggregate data for both locations instead of only the sampled unit); and benchmarking (poststratification) to ensure the data reflect the most recent industry-ownership employment counts in proportion to the private industry, State government, and local government sectors.
Imputation. Participation in the NCS is voluntary, so a company official may refuse to participate in the initial survey or may be unwilling or unable to update previously collected data for one or more occupations during a subsequent contact. For those situations in which previous wage data cannot be updated, information obtained from similar establishments and occupations is used to impute an estimate for the missing data.
Employment counts. Occupational structures differ among establishments; therefore the number of workers surveyed by the NCS, and the total number of workers represented by the survey that is given in appendix table 1, are not intended to convey an accurate employment count; rather, they indicate only the relative importance of the occupational groups studied in the survey.
Publication criteria. Not all calculated series meet the criteria for publication. Before any series is published, it is reviewed to make sure it meets specified statistical reliability and confidentiality criteria. This review prevents the publication of a series that could reveal information about a specific establishment or a series that has a large sampling error.
The data in this report are estimates from a scientifically selected probability sample and thus are subject to sampling error. The relative standard error (RSE) is the standard error divided by the estimate. For more information on data reliability see page 9 of the BLS Handbook of Methods, chapter 8, “National Compensation Measures,” on the Internet at www.bls.gov/opub/hom/ncs/.
The NCS uses Office of Management and Budget (OMB) area definitions in selecting areas for the survey. See www.census.gov/programs-surveys/metro-micro.html for a list of current and historical OMB definitions.
Appendix C lists the geographic areas surveyed under the National Compensation Survey. Data from areas within Connecticut, Maine, Massachusetts, New Hampshire, Rhode Island, and Vermont were used to compile the estimates for the New England census division. An asterisk (*) denotes metropolitan areas that cross census divisions. For these metropolitan areas, data are divided by county among the respective States and contribute to the estimates of the appropriate census division.
Last Modified Date: May 20, 2011