Occupation
Standard Occupational Classification #19-1041 Epidemiologists
SOC Definition- Epidemiologists #19-1041 - Investigate and describe the determinants and distribution of disease, disability, and other health outcomes and develop the means for prevention and control.
Epidemiology studies the causes, and effects of disease in defined populations to identify trends that can improve public health by identifying the risks of disease. Epidemiologists work in the field to discover the causes of disease or injury, who is at risk, and how to lower or end the incidence of known dangers and diseases. They monitor demographic and social trends and account for a variety of hereditary, behavioral, environmental and health care variables that require interdisciplinary work in statistics, biology including biochemistry and molecular biology and clinical research practices.
Epidemiologists are classified as life science occupations in the Bureau of Labor Statistics classifications with the majority working in the state and local government. For Epidemiologists 54 percent work in government, 17.8 percent in health care, mostly at hospitals, 11.8 percent in scientific research and management consulting, 9 percent in colleges and universities doing teaching and research and almost five percent in the pharmaceutical industry as part of manufacturing.
National employment as Epidemiologists was 5,420 in 2014. Jobs are up since 2000 when jobs were 2,480. The average annual job increase equals 214 per year since 2000 at a growth rate of 5.74 percent. The Bureau of Labor Statistics is forecasting job growth for Epidemiologists at 50 per year through 2022 with a growth rate of 1.12 percent a year.
Job openings make a better measure of new hiring than job growth. Job openings are job growth and the number of net replacements. Net replacements are people who permanently leave an occupation for another occupation or retirement and must be replaced before there can be job growth. Job openings for Epidemiologists are forecast to be 160 a year through 2022.
The recently updated BLS Education and Training Classification assignments lists MA degree skills as necessary for entry into jobs as Epidemiologists. However, percentages from survey data are published for Epidemiologists showing an educational distribution where 5.8 percent have a BA degree, 92.9 percent have advanced degrees with 64 percent holding doctorates, only .6 percent have some college, but no degree, and .4 percent have an associate’s degree. Less than one percent have high school skills only. Previous experience is considered unnecessary, but moderate on-the-job training is expected to be necessary for new hires.
The National Center for Education Statistics reports degree data for America’s colleges and universities that can be compared with job growth and openings. There was 1 BA degrees granted in 1 program in June 2012, the last year of complete degree data. There were also 881 MA degrees granted in 1 program in Biology and Biomedical Sciences and 268 PhD degrees. However, many work in epidemiology with doctorates in public health, clinical practice or with MD degrees. Degrees are up in 2012 from previous years. The ratio of relevant BA degree to openings equals 7.18, or 1,149/160, assuring 7 qualified candidates to fill each job opening.
The basic wage data from the BLS occupational employment survey includes a wage distribution. Averages are not used much in wage data. A few high wages pull up the average and make it unrepresentative. Instead a distribution range of wages is published with the 10th, 25th, median, 75th, and 90th percentiles of wages. A 10th percentile wage means 10 percent working in this job have wages equal to or less than the 10th percentile wage and so on. Annual wages are converted to hourly wages by dividing annual wages by 2080
The entry wage for the national market in the 10th percentile for Epidemiologists is reported as $43,530 in 2014. The 25th percentile wage equals $53,070. The median wage is $067,420, the 75th percentile wage equals $000 and the 90th percentile wage is $112,360.
The wages of epidemiologists have kept up with inflation for the last decade. For example, to have the buying power of the 2006 median wage of $56,670 in 2014, the epidemiologist’s wage would need to be $66,546.67. Instead it was $67,420, a 1.31 percent increase in the real wage for those eight years.
Friday, October 30, 2015
Saturday, October 24, 2015
UAW Members Accept Revised Fiat Chrysler Contract
UAW Members Accept Revised Fiat Chrysler Contract with 77 percent majority
The rank and file of the United Auto Workers union voted down the contract with Fiat-Chrysler, the elected leadership confirmed October 1, 2015. The No votes were 65 percent; the first contract voted down in thirty years. UAW president Dennis Williams tried to put a good face on the rejection. He said “We don’t consider this a setback; we consider the membership vote a part of the process we respect.”
The press accounts clarify the most important problem with the contract for the rank and file: a dual wage system. Back on October 29, 2007, the UAW agreed to have newly hired assembly workers be paid at a lower wage than established workers. A dual wage system gives the incentive to replace high wage workers with low wage workers. It is also cynical and anti-union for labor leaders to divide the membership and disrupt solidarity.
While there are other issues the rank and file wanted addressed, labor leaders failed to eliminate dual wages or include a proposal to cap low wage entry workers at 25 percent as some disgruntled members wanted. The new revised Memorandum of Understanding for employees hired after October 29, 2007 posted on the union website, uaw.org, sets up two headings under Non-Skilled wage scales for Team Member Rates. One heading is for those hired after October 29, 2007 until ratification of the newly negotiated contract and the second heading is for those hired after ratification of the contract. There is no percentage limit to lower wage new hires that I can find.
The section in the Memorandum of Understanding has a revised wage scale of Team Member Rates for those hired in one of the eight years beginning October 29, 2007. Those with less than a year of service have to wait eight years to reach the maximum wage for workers hired before October 29, 2007. Those with one year of service wait seven years and so on until those with eight years of service reach the maximum upon ratification of the new contract. The final maximum rate for non-axle operations comes to $29.94 an hour for assembly workers.
The next sub-section in the Memorandum of Understanding proposes a revised wage scale of Team Member Rates for those hired on or after the effective date of contract ratification. This second section identifies two sub sections in non-axle operations where new hires start at the same wage of $17.00 an hour, but fall behind in the out years and reach a lower cap than for those hired before ratification of the contract. The maximum for all non-MOPAR and non-axle operations is $22.50; for MOPAR operations the maximum is $25.00.
Team Assemblers
The Bureau of Labor Statistics maintains staffing percentages with wage and employment data for American industries including the auto industry. There are 1.2 million in an occupation defined as Team Assemblers working in all U.S. industries. A few Team Assemblers work in wholesale and retail trade, and a few more in publishing, but almost all work in manufacturing. More Team Assemblers work in the auto industry than any other industry, 245.9 thousand.
Team Assemblers work in three auto sub-industries. First, there is motor vehicle manufacturing where 96 thousand work as Team Assemblers and have 50.8 percent of the staffing with a median wage of $24.81. Second, in motor vehicle body and trailer manufacturing the 39.8 thousand that work as Team Assemblers hold 28.6 percent of the jobs with a median wage of $14.61. Third in motor vehicle parts manufacturing the 110.1 thousand that work as Team Assemblers hold 20.6 percent of the jobs with a median wage of $14.36.
Median hourly wages for Team Assemblers in the motor vehicle manufacturing industry contrasts with wages in other industries in several ways that suggests the compromises union leaders make in negotiations and perhaps when they get too friendly with management. First, the median hourly wage of $24.81 for Team assemblers in motor vehicle manufacturing is the highest median wage out of 122 industries that have jobs as Team Assemblers. Second the $24.81 median wage exceeds the mean wage, which is only $22.77. It is typical that high wages in a distribution of occupational wages will raise the mean above the median wage. Out of 122 industries using Team Assemblers only eight other industries have a median wage above the mean wage and except for one other industry the median exceeds the mean by only pennies.
To have the median wage more than $2.00 above the mean wage assures many below the median are far below it. Some team assemblers working in the auto industry work for over $25.00 an hour while others work for under $15.00. The difference suggests UAW negotiators will accept dividing their membership to get an agreement.
Continuing Dual Wages
Labor law grants union members a measure of democracy, which makes it risky for labor leaders that ignore a growing share of its membership earning low wages. The 65 percent no votes suggest a majority was unhappy paying union dues to a union that negotiates them into lower wages. Revolts do occur occasionally as happened at Boeing ten years ago.
In the present dispute UAW leaders made a revised proposal for motor vehicle manufacturing that closes the wage gap for those hired in the last eight years. The contract has benefits for those hired in the last eight years in a sliding scale based on their seniority up to eight years. However, new hires that come after ratification start at $17.00 an hour, but that will be less than everyone hired before them. In addition the published wage scales diverge in the out years with new hire wages capped at a lower wage after contract ratification. The combination assures new hires will earn less than more senior employees during the duration of the contract. Management can readily accept the contract because it continues to allow them to hire new people at lower wages than higher paid senior employees.
Negotiators modified the explicit dual wage system, but did not remove it. In effect union leaders have worked out a disguised system where seniority gets rewarded with a pay step type of increase in a job everyone agrees can be learned by all in 90 days or less. It appears to be a calculated scheme to get enough benefit for those hired after October 29, 2007 to get them to change their vote and ratify the modified contract. That worked very well as the switch from 35 percent yes votes to 77 percent yes votes demonstrates. However, union officials had to keep their future membership divided to get an agreement with management and to get the votes they needed to ratify it. Remember though everyone has to pay union dues to support the union, which should help explain why some members of unions feel left out and hostile to organized labor. So much for solidarity.
The rank and file of the United Auto Workers union voted down the contract with Fiat-Chrysler, the elected leadership confirmed October 1, 2015. The No votes were 65 percent; the first contract voted down in thirty years. UAW president Dennis Williams tried to put a good face on the rejection. He said “We don’t consider this a setback; we consider the membership vote a part of the process we respect.”
The press accounts clarify the most important problem with the contract for the rank and file: a dual wage system. Back on October 29, 2007, the UAW agreed to have newly hired assembly workers be paid at a lower wage than established workers. A dual wage system gives the incentive to replace high wage workers with low wage workers. It is also cynical and anti-union for labor leaders to divide the membership and disrupt solidarity.
While there are other issues the rank and file wanted addressed, labor leaders failed to eliminate dual wages or include a proposal to cap low wage entry workers at 25 percent as some disgruntled members wanted. The new revised Memorandum of Understanding for employees hired after October 29, 2007 posted on the union website, uaw.org, sets up two headings under Non-Skilled wage scales for Team Member Rates. One heading is for those hired after October 29, 2007 until ratification of the newly negotiated contract and the second heading is for those hired after ratification of the contract. There is no percentage limit to lower wage new hires that I can find.
The section in the Memorandum of Understanding has a revised wage scale of Team Member Rates for those hired in one of the eight years beginning October 29, 2007. Those with less than a year of service have to wait eight years to reach the maximum wage for workers hired before October 29, 2007. Those with one year of service wait seven years and so on until those with eight years of service reach the maximum upon ratification of the new contract. The final maximum rate for non-axle operations comes to $29.94 an hour for assembly workers.
The next sub-section in the Memorandum of Understanding proposes a revised wage scale of Team Member Rates for those hired on or after the effective date of contract ratification. This second section identifies two sub sections in non-axle operations where new hires start at the same wage of $17.00 an hour, but fall behind in the out years and reach a lower cap than for those hired before ratification of the contract. The maximum for all non-MOPAR and non-axle operations is $22.50; for MOPAR operations the maximum is $25.00.
Team Assemblers
The Bureau of Labor Statistics maintains staffing percentages with wage and employment data for American industries including the auto industry. There are 1.2 million in an occupation defined as Team Assemblers working in all U.S. industries. A few Team Assemblers work in wholesale and retail trade, and a few more in publishing, but almost all work in manufacturing. More Team Assemblers work in the auto industry than any other industry, 245.9 thousand.
Team Assemblers work in three auto sub-industries. First, there is motor vehicle manufacturing where 96 thousand work as Team Assemblers and have 50.8 percent of the staffing with a median wage of $24.81. Second, in motor vehicle body and trailer manufacturing the 39.8 thousand that work as Team Assemblers hold 28.6 percent of the jobs with a median wage of $14.61. Third in motor vehicle parts manufacturing the 110.1 thousand that work as Team Assemblers hold 20.6 percent of the jobs with a median wage of $14.36.
Median hourly wages for Team Assemblers in the motor vehicle manufacturing industry contrasts with wages in other industries in several ways that suggests the compromises union leaders make in negotiations and perhaps when they get too friendly with management. First, the median hourly wage of $24.81 for Team assemblers in motor vehicle manufacturing is the highest median wage out of 122 industries that have jobs as Team Assemblers. Second the $24.81 median wage exceeds the mean wage, which is only $22.77. It is typical that high wages in a distribution of occupational wages will raise the mean above the median wage. Out of 122 industries using Team Assemblers only eight other industries have a median wage above the mean wage and except for one other industry the median exceeds the mean by only pennies.
To have the median wage more than $2.00 above the mean wage assures many below the median are far below it. Some team assemblers working in the auto industry work for over $25.00 an hour while others work for under $15.00. The difference suggests UAW negotiators will accept dividing their membership to get an agreement.
Continuing Dual Wages
Labor law grants union members a measure of democracy, which makes it risky for labor leaders that ignore a growing share of its membership earning low wages. The 65 percent no votes suggest a majority was unhappy paying union dues to a union that negotiates them into lower wages. Revolts do occur occasionally as happened at Boeing ten years ago.
In the present dispute UAW leaders made a revised proposal for motor vehicle manufacturing that closes the wage gap for those hired in the last eight years. The contract has benefits for those hired in the last eight years in a sliding scale based on their seniority up to eight years. However, new hires that come after ratification start at $17.00 an hour, but that will be less than everyone hired before them. In addition the published wage scales diverge in the out years with new hire wages capped at a lower wage after contract ratification. The combination assures new hires will earn less than more senior employees during the duration of the contract. Management can readily accept the contract because it continues to allow them to hire new people at lower wages than higher paid senior employees.
Negotiators modified the explicit dual wage system, but did not remove it. In effect union leaders have worked out a disguised system where seniority gets rewarded with a pay step type of increase in a job everyone agrees can be learned by all in 90 days or less. It appears to be a calculated scheme to get enough benefit for those hired after October 29, 2007 to get them to change their vote and ratify the modified contract. That worked very well as the switch from 35 percent yes votes to 77 percent yes votes demonstrates. However, union officials had to keep their future membership divided to get an agreement with management and to get the votes they needed to ratify it. Remember though everyone has to pay union dues to support the union, which should help explain why some members of unions feel left out and hostile to organized labor. So much for solidarity.
Thursday, October 1, 2015
Jobs for Chemists
Chemists
Standard Occupational Classification #19-2031 Chemist
SOC definition Chemist #19-2031 - Conduct qualitative and quantitative chemical analyses or chemical experiments in laboratories for quality or process control or to develop new products or knowledge. Chemists are also known as inorganic chemists or chemical analyst. A Chemist is a separate occupation from other occupations that use chemistry skills such as Chemical engineer, #17-2041 and biochemists, #19-1021.
Chemists are classified as physical science occupations with the largest share working in the manufacturing industry. Almost all manufacturing firms hire a few chemists and 37.9 percent of those employed as chemists work in manufacturing. The Chemical manufacturing industry employs the highest share of chemists, at 31.7 percent, leaving only 6.2 percent of chemists working in other manufacturing industries. Over half of chemists working in chemical manufacturing work for pharmaceutical firms or firms manufacturing medicine, 18.1 percent actually.
Just over 12.6 percent of chemists work for engineering firms, mostly in testing labs and another 18.9 percent are employed in scientific research and development. About 5 percent teach, mostly at colleges and universities. The federal, state, and local government employs 13.4 percent. The remainder are quite scattered with nearly one percent working in waste management and remediation.
National employment as chemists was 85,970 in 2014. Jobs are up since 2000 when 82,320 worked as chemists. The annual average job increase equals 231 per year since 2000 at a growth rate of .31 percent. The Bureau of Labor Statistics is forecasting job growth for chemists at 560 per year through 2022 at a growth rate of .55 percent a year.
Job openings make a better measure of new hiring than job growth. Job openings are job growth and the number of net replacements. Net replacements are people who permanently leave an occupation for another occupation or retirement and must be replaced before there can be job growth. Job openings for chemists are forecast to be 2,780 a year through 2022.
The recently updated Bureau of Labor Statistics Education and Training Classification assignments lists BA degree skills as necessary for entry into jobs as Chemists. However, percentages from survey data are published for chemists showing an educational distribution where 52.5 percent have a BA degree, 40 percent have advanced degrees, 4.2 percent some college, but no degree. Almost 3 percent have an associate’s degree. High school skills were sufficient for .1 percent that work here and .1 percent have less than a high school degree. Previous experience and on-the-job training are considered unnecessary for entry.
The National Center for Education Statistics reports degree data for America’s colleges and universities that can be compared with job growth and openings. There were 13,416 BA degrees granted in 7 programs in June 2012, the last year of complete degree data. There were also 2,434 MA degrees granted in 7 programs in chemistry and 2,532 Ph.D. degrees granted in Chemistry. BA degrees are up by 790 from the previous year. The ratio of relevant BA degrees to openings equals 4.82, or 13,416/2,780, assuring plenty of qualified candidates to fill job openings.
The basic wage data from the BLS occupational employment survey includes a wage distribution. Averages are not used much in wage data. A few high wages pull up the average and make it unrepresentative. Instead a distribution range of wages is published with the 10th, 25th, median, 75th, and 90th percentiles of wages. A 10th percentile wage means 10 percent working in this occupation have wages equal to or less than the 10th percentile wage and so on. Annual wages are converted to hourly wages by dividing annual wages by 2080
The entry wage for the national market in the 10th percentile for chemists is reported as $41,560 in 2014. The 25th percentile wage equals $53,420. The median wage is $73,480, the 75th percentile wage equals $99,360 and the 90th percentile wage is $126,220.
The wages of chemists have kept up with inflation for the last decade. For example, to have the buying power of the 2006 median wage of $59,870 in 2014, the chemist wage would need to be $70,304.49. In stead it was $73,480, a 4.52 percent increase in the real wage for those eight years.
Standard Occupational Classification #19-2031 Chemist
SOC definition Chemist #19-2031 - Conduct qualitative and quantitative chemical analyses or chemical experiments in laboratories for quality or process control or to develop new products or knowledge. Chemists are also known as inorganic chemists or chemical analyst. A Chemist is a separate occupation from other occupations that use chemistry skills such as Chemical engineer, #17-2041 and biochemists, #19-1021.
Chemists are classified as physical science occupations with the largest share working in the manufacturing industry. Almost all manufacturing firms hire a few chemists and 37.9 percent of those employed as chemists work in manufacturing. The Chemical manufacturing industry employs the highest share of chemists, at 31.7 percent, leaving only 6.2 percent of chemists working in other manufacturing industries. Over half of chemists working in chemical manufacturing work for pharmaceutical firms or firms manufacturing medicine, 18.1 percent actually.
Just over 12.6 percent of chemists work for engineering firms, mostly in testing labs and another 18.9 percent are employed in scientific research and development. About 5 percent teach, mostly at colleges and universities. The federal, state, and local government employs 13.4 percent. The remainder are quite scattered with nearly one percent working in waste management and remediation.
National employment as chemists was 85,970 in 2014. Jobs are up since 2000 when 82,320 worked as chemists. The annual average job increase equals 231 per year since 2000 at a growth rate of .31 percent. The Bureau of Labor Statistics is forecasting job growth for chemists at 560 per year through 2022 at a growth rate of .55 percent a year.
Job openings make a better measure of new hiring than job growth. Job openings are job growth and the number of net replacements. Net replacements are people who permanently leave an occupation for another occupation or retirement and must be replaced before there can be job growth. Job openings for chemists are forecast to be 2,780 a year through 2022.
The recently updated Bureau of Labor Statistics Education and Training Classification assignments lists BA degree skills as necessary for entry into jobs as Chemists. However, percentages from survey data are published for chemists showing an educational distribution where 52.5 percent have a BA degree, 40 percent have advanced degrees, 4.2 percent some college, but no degree. Almost 3 percent have an associate’s degree. High school skills were sufficient for .1 percent that work here and .1 percent have less than a high school degree. Previous experience and on-the-job training are considered unnecessary for entry.
The National Center for Education Statistics reports degree data for America’s colleges and universities that can be compared with job growth and openings. There were 13,416 BA degrees granted in 7 programs in June 2012, the last year of complete degree data. There were also 2,434 MA degrees granted in 7 programs in chemistry and 2,532 Ph.D. degrees granted in Chemistry. BA degrees are up by 790 from the previous year. The ratio of relevant BA degrees to openings equals 4.82, or 13,416/2,780, assuring plenty of qualified candidates to fill job openings.
The basic wage data from the BLS occupational employment survey includes a wage distribution. Averages are not used much in wage data. A few high wages pull up the average and make it unrepresentative. Instead a distribution range of wages is published with the 10th, 25th, median, 75th, and 90th percentiles of wages. A 10th percentile wage means 10 percent working in this occupation have wages equal to or less than the 10th percentile wage and so on. Annual wages are converted to hourly wages by dividing annual wages by 2080
The entry wage for the national market in the 10th percentile for chemists is reported as $41,560 in 2014. The 25th percentile wage equals $53,420. The median wage is $73,480, the 75th percentile wage equals $99,360 and the 90th percentile wage is $126,220.
The wages of chemists have kept up with inflation for the last decade. For example, to have the buying power of the 2006 median wage of $59,870 in 2014, the chemist wage would need to be $70,304.49. In stead it was $73,480, a 4.52 percent increase in the real wage for those eight years.
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