CORNELL UNIVERSITY LIBRARY 3 1924 078 696 337 Cornell IF LIBRARY Martin P. Catherwood Library School of Industrial and Labor Relations Cornell University Library The original of tiiis book is in tine Cornell University Library. There are no known copyright restrictions in the United States on the use of the text. http://www.archive.org/details/cu31924078696337 STANDARD SPECIFICATIONS FOR PERSONAL SERVICE PREPARED BY The Bureau of Standards FOR THE - Board of Estimate and Apportionment of the City of New York June, 1916 TABLE OF CONTENTS Introductory Statement Principles Governing Compensation General Rules Governing Advancement Within Grade. PAGE 9 25 28 Definition of Executive Service . GROUP Executive Council Commissioner Deputy Commissioner . '. Executive Secretary Executive County Officer symbol X xc XK XD XS XO 29 30 31 38 41 47 Definition of Legislative Sssvice: L Definition of Judicial Service J 53 55 Definition of Professional Service O 57 "■ t group • ... Accountant • O A 5& Architect .....-; ...■.•.■.•....•.•....-. • OR 66 Bacteriologist -....•..■.■.■....•.■..•...•.■. • • • • OB 74 Chaplain O C 80 Chemist and Physicist . . .- OK 82 Dentist .- OD 90 Dietitian ■ O T 96 Engineer O E 102 Forester • • ■ • ••'.'.*.' O O 116 Lawyer ........■.■.'.' O L 118 Nurse ■.'.';.....■. > ON 126 4 SYMBOL PAGE Pathologist O G 136 Pharmacist OF 142 Physician OP 148 Veterinarian O V 168 Definition of Sub-Professional Service. B 173 GROUP Apprentice Pharmacist B F 174 Arboriculturist B A 176 Draftsman B D 178 Instrumentman B I 184 Laboratory Assistant B B 188 Law Clerk B L 190 Pupil Nurse B N 200 Title Examiner B X 202 Miscellaneous Sub-Professional Worker B Z 208 Definition of Investigational Service V 211 GROUP Attendance Officer V A 212 Civil Service Examiner V E 220 Civil Service Investigator V C 232 Claim Investigator . . " V K 236 Deputy Tax Commissioner V T 240 Fire Investigator , V F 248 Municipal Examiner V M 256 Probation Officer V P 268 Social Investigator V V 276 Statistician V S 284 Miscellaneous Investigator V Z 292 Definition of Educational Service E 301 group Industrial Instructor El 303 Recreation Instructor E r 308 Miscellaneous Instructor E Z 318 5 SYMBOL PAGE Definition of Clerical Service. C 321 GROUP Bookkeeper C B 322 Cashier CR 328 Clerk C C 336 Court Clerk C K 352 Departmental Librarian C L 360 Interpreter CI 365 Messenger CM 368 Private Secretary C P 370 Purchasing Agent C A 376 Stenographer C S 380 Telephone Operator CO 390 Typist CT 392 Miscellaneous Clerk C Z 398 Definition of Inspectional Service. I 401 group Inspector of Buildings IB 402 Inspector of Combustibles and Blasting I C 416 Inspector of Electricity and Lighting IE 423 Inspector^ Health I H 431 Inspector of Licenses I L 442 Inspector of Meters IT 448 Inspector of Public Works I W 455 Inspector of Repairs and Supplies I R 462 Inspector of Weights and Measures I M 468 Miscellaneous Inspector I Z 473 Definition of Custodial Service K 477 group Animal Keeper K A 478 Bridgetender KB 484 Caretaker K C 488 Court and Legislative Attendant K K 498 Dockmaster K D 502 Elevator Operator K E 506 6 SYMBOL PAGE Storekeeper K S 512 Watchman KW 520 Miscellaneous Custodian K Z 522 Definition of Institutional Service N 527 group Artisan N A 528 Culinary Worker N Q 532 Helper N H 540 Hospital Attendant and Orderly ; . NT 548 Institutional Clerk N C 554 Institutional Supervisor N S 557 Laundryman N L 570 Prison Keeper N P 574 Miscellaneous Institutional Worker N Z 583 Definition of Police Service P 589 ' Definition of Fire Service F 59I Definition of Street Cleaning Service S 593 group Recruit S R 594 Street Cleaner S C 596 Refuse Collector S K 603 Motor Refuse Collector S M 610 Refuse Disposer S D 614 Supervisor S S 620 Definition of Skilled Trades Service T 637 GROUP Bookbinder ' T D 638 Builder T B 640 Diver TV 644 Electrical Worker T E 650 Engineman T G 658 Fire Telegraph Despatcher T H 668 SYMBOL PAGE Leather Worker -p L 674 Marine Engineman T ]\j (^-jj Marine Officer -p O 686 Mechanic 'p j^ ggg Metal Worker -p jyj 702 Motor Driver -p X 709 Painter -p ^ 7^9 Photographer -p p 724 Plumber and Steamfitter T P 727 Printer -p I 730 ROCKWORKER X R 732 Upholsterer ■; T U 734 Woodworker T W 737 Miscellaneous Skilled Worker T Z 742 Definition of Unskilled and Miscellaneous Supervisory Service U 745 group Cleaner U C 746 Hostler and Driver U H 749 Journeyman's Helper U J 758 Laborer , .' U L 761 Park Worker UP 774 Miscellaneous Laborer U Z 786 Index of Titles and Symbols 789 Digest of Specifications with Corresponding Present Titles Arranged According to Civil Service Classes 803 Positions Recently Established Subsequent to the Completion of the Standard Specifications 927 Proposed Standard Form of Report on Changes in the Standard Specifications for Personal Service to Be Submitted by the Com- mittee on Salaries and Grades to the Board of Estimate and Apportionment 928 Illustration of Report on Changes in the Standard Specifications FOR Personal Service to Be Submitted by the Committee on Salaries and Grades to the Board of Estimate and Apportion- ment 929 Proposed Resolution of the Board of Estimate and Apportionment Providing for Approval of Titles by the Municipal Civil Service Commission 931 This restricted edition of the proposed standard specifications covering duties, titles, compensation and qualifications of employes is published by the Committee on Salaries and Grades as a final draft embodying such changes as have been indicated by more than a year of current practical application. The Board of Estimate and Apportionment will hold public hearings on the specifications. These hearings will be duly advertised in the City Record. WILLIAM A. PRENDERGAST,, Chairman, Comptroller. JOHN PURROY MITCHEL, Mayor. LEWIS POUNDS, President, Borough of Brooklyn. INTRODUCTORY STATEMENT The standard specifications for personal service aim to furnish a simple and logical classification of all employments in the city government, with general descriptions of duties, appropriate titles and rates of compensation, and conditions governing initial appointment, advancement and promotion as a basis for appropriation and current fiscal and civil service control and for information to present and prospective employes and the public. 1. BASIS OF CLASSIFICATION— The general classification proposed is in the form of grand divisions called Services, divisions of Services called Groups, and Grades within Groups. The following are the definitions of these terms: Service — The term " Service " is used to designate the broadest convenient division of related offices and employments determined irrespective of the legal class to which they belong, such as Professional Service, Inspectional Service, Clerical Service. All employments have been divided into the following services : Executive Legislative Judicial Professional Sub-Professional Investigational Educational Clerical Inspectional Custodial Institutional Police Fire Street Cleaning Skilled Trades Unskilled and Miscellaneous Supervisory Group — The term " Group " is used to designate a subdivision of a service estab- lished for the purpose of distinguishing the work or duties generally per- formed in the same profession, vocation, trade or calling, such as : Physician Group Bookkeeper Group Prison Keeper Group 10 Grade— The term " Grade " is used to designate a subdivision of a group distin- guishing the specific quahty of work or duties to be performed' by individual officers or employes and an appropriate range of salary, the distinctions be- tween grades being based upon clearly discernible diflferences in the impor- tance, difficulty, responsibility and value of the work. Discussion and Explatiation of Services — The services which have been adopted do not represent the only possible divisions of employments, but they seem to be those which are best suited to the needs of New York City. It will be seen that although the theory of stand- ardization is that the divisions are along functional rather than departmental lines, it was not possible to maintain this distinction in all cases. The Executive Service includes only the functions of the executive heads of departments, in all cases elective or appointive officers. It is, however, recom- mended that the secretaries of departments who are at present exempt officers should in future be classified as competitive in order to provide for a high per- manent officer in each department, who will not be afiEected by change of adminis- tration. The Legislative Service includes the functions of the board of aldermen, and the Judicial Service those of the judges and magistrates. Up to the pres- ent time no recommendation as to salary has been made for these services. They are included more for the purpose of providing a complete classification of all employments than with any immediate prospect of adjusting the. present salaries. These services may be completed at any time in the future. The Professional Service includes only the recognized professional em- ployments requiring such high qualifications of professional training and expe- rience as clearly differentiate them from employments in the sub-professional service. The Sub-Professional Service includes positions as assistants to mem- bers of the professions, such as draftsmen, laboratory assistants, law clerks, etc., who should have an opportunity to graduate into the professional ranks, but . should not be classified or paid on a professional basis. The Investigational Service includes the higher type of- examining and investigational work in central staff agencies and in public charitable and social work. The Edu.cational Service as presented includes only positions as industrial instructors, recreation instructors and other miscellaneous instructors. The main body of teachers is at present under the control of the Board of Education and their salaries are fixed by law. At some time in the future it may be thought advisable to bring the salaries of these teachers under the control of the Board of Estimate and Apportionment. The reasons for creating the Clerical Service are obvious. The word " clerical " is a very comprehensive term and under it are included all kinds of office work not requiring particular training and skill of the kinds set forth in the other services. 11 The Inspectional Service includes health, trade, building, public works, safety and other inspections involving observation and inquiry of a more routine and stereotyped nature than that included in the investigational service. The Custodial Service includes work closely related to laboring work, but of a character involving the custody of public property, such as the work of care- takers, janitors, watchmen, storekeepers, bridgetenders, animal keepers, etc. The Institutional Service is another service which is not entirely func- tional and does not include all employes in the city performing a certain kind of work. It includes in general all positions in institutions other than those involv- ing professional work, from helpers and artisans up to and including lay adminis- trators. A helper in an institution who receives maintenance may be doing work very similar to that of a laborer or skilled laborer in other departments, but the conditions of employment and salary are so different from those of employes in other departments as to constitute for purposes of classification a separate and distinct kind of employment. The Police, Fire and Street Cleaning Services consist of the largest spe- cialized uniformed forces of the city. It is true that the duties of the rank and file of the street cleaning department are very similar to those of laborers and that the duties of the police are similar to those of inspectors, investigators and watchmen, but these forces have peculiar identities and duties of their own, and no purpose could be served by classifying them otherwise than separately. The police and fire services are not yet ready for final printing and are not included in this volume. The Skilled Trades Service includes the recognized skilled trades, mostly unionized trades, and, in addition, a few classes of technical employes, such as fire telegraph despatchers and employes on city boats, who have been placed in this service because the work is more closely related to the skilled trades than to any other class of employment in the city service. There is a great advantage in keeping the skilled trades, particularly the 'unionized trades, together, since the problem of determining prevailing rates or of setting up annual salaries for these employes should be dealt with as a whole. The Unskilled and Miscellaneous Supervisory Service includes posi- tions as laborers, park workers, drivers, hostlers, stablemen, cleaners and miscel- laneous supervisors of laborers not included in the skilled trades service or the custodial service, in general, employments requiring manual strength or the ability to supervise manual workers. Provision was originally made for a managerial service to include adminis- trative offices other than those of the highest executives, such as superintendents of bureaus of public buildmgs and offices, ferries and parks, the chief of the fire prevention bureau, etc., with the idea that these positions, although associated with particular groups in other services (for example, the heads of the bureaus of buildings with the inspectors of buildings in the inspectional service, the chief of the fire prevention bureau with the inspectors of fire prevention, the head of the bureau of public buildings and offices with the caretakers and janitors of th&se buildings) are not in the line of promotion in these other services, but are 12 positions for which general administrative ability and experience constitute the primary qualifications, rather than experience along any particular specialized lines. However, after considerable discussion it was decided to abandon this service because it was found impossible to limit the number of positions included- in it and because it complicated the classification. It was also found that a con- siderable number of these administrative positions, although now appointive, might at some time in the future be filled by promotion from positions of lower but corresponding character. Moreover, in fixing salaries these positions could not be considered as isolated administrative positions, but had to be considered in relation to the groups of employes under supervision. It was, therefore, finally decided to place these positions at the head of the groups with which they are most closely associated. For example, the caretaker group in the custodial service includes positions all the way from that of caretaker or janitor to that of superin- tendent of public buildings and offices, even though the superintendent of public buildings and offices is at present an exempt officer appointed not because he has had experience in the lower grades, but because in the opinion of the appointing officer he has sufficient administrative ability to take charge of the maintenance of public buildings. 3. BASIS OF DESCRIPTIONS OF DUTIES— The descriptions of duties have been drafted as the result of exhaustive studies of work performed and required in existing positions throughout the various departments and offices of the city government. These studies have been supplemented by conferences with department heads and other employes. An attempt has been made to make the descriptions of duties as clear and concise as possible. It was not thought wise to introduce too much detail because the details of duties attached to a particular position are necessarily variable, because only a general description is required in order to identify and appraise a position and because space and time are saved by cutting down all descriptions to absolute essentials. However, in order that no differences of opinion may arise in appraising positions, specific examples of work performed have been given, where necessary, to amplify and illustrate the duties definitions. In addition, the notes opposite certain grades include references to the titles and location of exist- ing positions appraised in these grades. 3. BASIS OF DETERMINATION OF TITLES— The standard titles have been determined in accordance with the following principles and are approved by the Municipal Civil Service Commission : (a) Titles have been made descriptive of duties. Long titles have been avoided. Such qualifying words as "expert" have not been used. (b) Titles have been made generic wherever possible, such as Chief Clerk, Senior Clerk, Clerk, Assistant Clerk, Junior Clerk, or Chief Engineer Engmeer, Senior Assistant Engineer, Assistant Engineer, Junior Engineer Where specialized titles are required, they have been created by adding de- scriptive words after the generic title. For example, if a specialized position 13 requiring the services of an assistant engineer conversant with fire telegraph installation is to be created, the title should be Assistant Engineer (Fire Tele- graph) and not Fire Telegraph Expert or Fire Telegraph Engineer. In this way, in all but a few cases, the titles will immediately identify the rank and grade of an employe and the specialized field in which he is qualified will be indicated by a word or words in brackets. 4. BASIS OF RATES OF COMPENSATION— The rates of compensation which the Bureau of Standards recommends are based upon the following factors : (a) The Market Value of the Particular Kind of Work Performed. In determining this, inquiries were made of leading corporations, such as the insurance companies and public utility corporations, department stores, large contractors, charitable organizations, business and banking houses in the City of New York and in other places where work and living conditions were thought to be comparable. Inquiries were also made to determine the rates of compensation in the national government and in the larger American city and state governments, especially where scientific methods have been employed to determine salaries. It has been found unwise to use rates paid in other government units without careful consideration of differences in local conditions and methods adopted in fixing rates. The rates paid in private corporations in the City of New York have been of greater value. Studies have also been made of rates and conditions governing advancement in European cities.* There are, however, numerous positions in the city service not found in private employment, or differing from positions with the same or related titles in private employment in so many essentials that comparisons in salary - are often of apparent rather than real value. For example, although Fire Telegraph Despatchers are performing work similar in some respects to the work of ordinary telegraph despatchers and train despatchers, a large part of their duties is peculiar to a city fire alarm system. The fixation of their compensation by comparison with private employment without regard to their peculiar duties would be unfair and inaccurate. The difference is even more marked in the supervisory positions in the city fire alarm system. (b) Conditions Peculiar to Government Service in General. Excepting a relatively small number of positions, the city service is not at the present time attractive to the best talent in professional life, business, universities and schools. Advancement and promotion are slow, and it is gen- erally believed that they are not based solely upon merit. In the case of many positions private employers do not regard experience in the city gov- * For Salary Schedules in Frankfort-on-the-Main, Germany, see Appendix F of Report on Cost of Living for an Unskilled Laborer's Family in New York City, pub- lished by. the Bureau of Standards. Copies of this pamphlet are available for dis- tribution. 14 ernment as a good recommendation. Many persons, particularly ambitious young men, do not think that as good experience can be gamed m the city service under existing conditions of leadership and workmg standards as in private employment in which proper leadership and severe workmg stand- ards are an economic necessity. It is the prevailing opinion outside of the city government itself that the business of the city is not transacted as effi- ciently as ihe business of large private employers. Many persons refuse to enter the city service because they do not wish to submit to civil service examinations for initial appointment or promotion. In many branches pri- vate business offers far greater opportunities for conspicuous material suc- cess than governmental employment. Great improvements have undoubtedly been made in the city government in these respects, but the fact still remains that it is necessary to pay higher rates than those paid in the most progres- sive private employments if it is hoped to attract and retain equally competent employes. (c) Adverse Conditions Surrounding Certain Employments in the City Service. There are, in connection with certain positions, conditions of location, housing, long hours and surroundings which have had a direct bearing upon the rates of compensation finally recommended. This is especially true in the case of institutional employes. The remote location of institutions, the unpleasant character of inmates and patients, poorly prepared food, bad physical conditions, overcrowding, undesirable associates in dormitories and rooms have been some of the causes which have contributed to the refusal of properly qualified and respectable persons to enter and remain in the insti- tutional service.* While some of these conditions have been improved, and will no doubt continue to improve, there are others, such as remote location and the char- acter of inmates and patients, which will remain. As a result, the rates for some of the domestics and helpers in city institutions must be higher than those in private hospitals and institutions. On the other hand, there are employes in institutions, such as male helpers and artisans, who will render satisfactory service at rates considerably lower than those received by per- sons performing similar work in private employment and even in other branches of the city service For example, there are persons who have some skill and experience in carpentry, plumbing and other skilled trades, but who, on account of age, lack of ambition and other causes, are willing to accept employment at low salaries in institutions where they will receive main- tenance. These persons in many cases render satisfactory service in the current upkeep and repair of the physical plant. In fixing the salaries for almost all the lower class of help in institutions, provision has been made for an additional allowance of $240 annually, in lieu of maintenance, so that as many employes as possible may live outside *See a Brief Report on the Institutional Helper Problem, published with the specifications for the Institutional Service by the Bureau of Standards. Copies of this pamphlet are available for distribution. IS the institutions. In many cases a more desirable class of help can be secured where residence is not required and a satisfactory allowance is made in lieu of maintenance. The reduction of the number of persons maintained in institutions obviates overcrowding, lightens the administrative burden of the heads of institutions, and effects considerable economy for the city. (d) Peculiarly Favorable Conditions Surrounding Certain Employments in the City Service. In a large number of employments in the city service, hours of work, physical surroundings and provisions for vacations and sick leave are more favorable than those found in private employment. There are certain em- ployments, particularly in the skilled trades, in which the city is an unneces- sarily generous employer. The city is employing a large number of skilled workmen from 278 to 365 days a year and paying them the prevailing rate for each day. Some of these employes are kept at work of minor impor- tance when there is not a full day's work in their particular trade. A number of employes who nominally work every day in the year, such as Stationary Engineers and Firemen, are, in fact, relieved three or four days a month. The rate which the city pays is based upon Section 3 of Article 2 of the New York State Labor Law, commonly called the prevailing rates of wages law. In the absence of any recognized definite procedure governing the determination of the prevailing rate and in the absence of regular investiga- tions by city examiners, the city has in many cases paid a rate which is not the prevailing rate but the union rate. Moreover, the prevailing rate of wages law did not contemplate regular annual employment. It is obvious that the prevailing rate in the skilled trades is high, largely because the work is seasonal, resulting in long periods of idleness and unemployment. In the case of city employment, however, a great many skilled laborers are not subject to any trade fluctuations, but are employed constantly. The Bureau of Standards has made a detailed study of this wage and salary problem in the skilled trades. The following are the conclusions reached by the Bureau of Standards as to the fixation of rates for the Skilled Trades and Unskilled and Miscellaneous Supervisory Services : (1) The prevailing rate is the rate paid to the majority, expressed in terms as a rate per hour, per day or per month, according to the custom of the trade. If no one rate is received by a majority, the prevailing rate is the rate received by the largest number, provided that this number is con- siderably larger than the number receiving any other rate. However, in the case of several different rates with almost equal numbers receiving each rate, the most reasonable solution would appear to be to take the average of all the rates. The State Labor Law requires that the wages paid by the city government be based upon a daily rate. This law would appear, however, to have no bearing on an annual salary. (2) The union rate is a rate set up by the union, which may or may not be a prevailing rate. In a large number of cases it is not a prevailing rate, but simply a rate which the union attempts to enforce. The fact that the union establishes a certain rate is in itself no proof that this is the prevailing 16 rate. Investigation has disclosed the fact that in several cases unions are able to enforce higher rates upon small employers and upon isolated indi- viduals who require services on small jobs, which the large employers do not recognize and do not pay. On the other hand, there is a considerable number of cases in which the union rate appears to be the prevailing rate. Pending a complete investigation, the Bureau of Standards has for the time being in the majority of cases recommended the union rates for seasonal work and for temporary employment. (3) Laborers, workmen and mechanics may legally be employed at a fixed annual salary, in which case the provisions of the labor law as to the prevailing rate of wages do not apply. It is a question of policy for the Board of Estimate and Apportionment to decide, whether an annual or a per diem rate shall be paid in the skilled trades. These annual salaries are to be fixed in the usual way under Section 56 of the Charter. The city may set up a range of annual compensation with advancement based upon length of satisfactory service. In fixing this range of annual compensation, the same effort should be made as in the case of other annual employments to discover the annual rates being paid by private employers. The maximum rate in this scale should be somewhat lower than the prevailing rate multiplied by the number of days of work, consideration being given to continuity of employ- ment, vacations, sick leave and the possibility of pension. (4) The city should make inquiry at least once every two years to dis- cover what is the prevailing rate. This information can be obtained most readily by co-operating with the State Industrial Commission in sending questionnaires to employers. Co-operation with the state department will insure from employers compliance with this request for information. No municipal body, however, is authorized to make the final and conclusive de- termination as to the rates of wages. An employe may at any time question the correctness of the rate as provisionally fixed and may take the matter to the courts for decision. However, an employe who accepts the rate as provisionally fixed without protest waives his right to any greater sum. Whenever a claim is made, supported by evidence that there has been a con- siderable change in the rate, the city should endeavor to revise this provisional rate in conformity with the facts developed by a special investigation. (e) The Assumption That New York City Wishes, as Far as It Is Finan- cially Able, to Be a Model Employer. In those employments in which private corporations are paying inade- quate salaries or taking advantage of unemployment and other market condi- tions, the Bureau of Standards has recommended salaries considerably higher than private corporations pay. For example, the almost uniform rate of $2.50 a day which has been paid by the City of New York to its unskilled laborers for some years was never based upon the rate prevailing in private employment in and in the neighborhood of the city. Moreover even this prevailing rate in private employment has been invariably determined bv market conditions, that is, by the lowest rate for which satisfactory labor service can be purchased at any given time. It has not been based in any way 17 upon minimum wage principles or upon studies of the cost of living, although these elements have entered indirectly into the willingness of the laborer to accept the prevailing rate. Upon the theory that the City of New York wishes to pay its employes salaries or wages which bear a proper relation to the salaries or wages prevailing among representative private employers, and at the same time wishes itself to be a model employer, the Bureau of Standards, at the suggestion of the Bureau of Municipal Research, decided that it was essential to make a study of the cost of living for unskilled labor- ers in the City of New York. A separate report on this subject was made by the Bureau of Standards with the assistance of the Bureau of Municipal Research.* This report has gone into a second edition and has been in con- siderable demand in all parts of the country. The conclusions drawn in this report are that below $840 a year an unskilled laborer's family of five persons cannot maintain a standard of liv- ing consistent with American ideas. As a practical application of this con- clusion no maximum rate below $840 has been recommended for the rank and file of the Street Cleaning Department and the Bureaus of Street Clean- ing in Queens and Richmond, for unskilled laborers, stablemen, hostlers, drivers, and other unskilled manual workers. (f) The Theory That a Range of Salary Rather Than a Fixed Rate Should Be Established for All Grades in the City Service. The experience of the most progressive private corporations and gov- ernments in this and other countries indicates that even if it is possible to determine exactly the value of a particular position, it is nevertheless pre- ferable to establish a range of salary with a minimum compensation some- what below and a maximum somewhat above that exact value. This range of salary reflects the fact that in many cases an employe enters a position with relatively little experience and that through application and experience over a considerable period of time his usefulness increases to its maximum value. Advancement within this range of salary from the minimum to the maximum is held out as an incentive to efficient service. In the case of a classification of city employments in which a number of positions of similar but not identical value must necessarily be placed in the same grade, it is absolutely essential that there should be a range of salary fixed for the grade, the minimum of which should be a proper minimum for the least important position in the grade and the maximum of which should be a proper maximum for the most important position in the grade. In the lower grades, all positions are usually worth from the minimum to the maximum compensation, assuming that the quality and quantity of service rendered by the incumbents are up to standard. However, in the higher grades, where positions within the same grade frequently differ in importance and value irrespective of the efficiency of the incumbents, the maximum rate and, in some cases, the initial rate must be determined upon the basis of a specific appraisal of the value of the position ♦See Report on The Cost of Living for an Unskilled Laborer's Family in New York City. Copies of this pamphlet are available for distribution. 18 in question. The principle involved has long been recognized by implication in the grades established by the Municipal Civil Service Commission. ^ Under the rules of the Commission persons who are successful in passing the qualifying tests become eligible for salaries between a minimum and a maxi- inum. It should be added that the ranges of salary proposed as compensa- tion rates by the Bureau of Standards have been set up on parallel lines to the qualification requirements recognized by the Municipal Civil Service Commission. (g) The Establishment of a Proper Pension System. There are at the present time separate pension funds for several groups of employes and a general pension provision under the so-called Grady law covering all employes other than those provided for under the special fund. The Grady law provides for retirement on account of disability at the end of thirty years of service. A number of the separate pension funds are bank- rupt or actuarially unsound. The Commission on Pensions will ultimately prepare a plan which will undoubtedly confer greater benefits than now accrue to the average employe through the provisions of the Grady law. The present pension conditions and future pension plans of the city have been borne in mind in connection with the fixation of rates and conditions gov- erning advancement throughout the service. (h) The Simplification of Accounting and Payroll Audit. For this purpose all rates are exact multiples of twelve. This will sim- plify accounting and payroll methods in almost all cases. Where the account- ing and payroll system is based on an hourly rate, as in the Street Cleaning Department, the proposed rates are not ideal. In this case, however, it was decided that the adoption of a system of rates divisible by 313 days and 8 hours a day would involve difficulties and expenditures out of proportion to the accounting and payroll advantages. 5. BASIS OF CONDITIONS GOVERNING INITIAL APPOINTMENT AND PROMOTION— The qualifications required for original appointment and promotion have been discussed at numerous conferences with heads of departments and employes, and have been agreed to by the Municipal Civil Service Commission. The qualifi- cations for initial appointment as originally proposed by the Bureau of Stand- ards were more definite and stringent than those which now appear in the second edition. The change is due to the fact that the Municipal Civil Service Commis- sion has objected to those qualifications which were too specific and inelastic. For example, the Municipal Civil Service Commission has objected to qualifications for entrance which prescribe exactly the kind and length of study and experience required for positions not of a distinctly professional or highly technical character on the ground that many desirable persons might be excluded through such quali- fications. The intention of the Commission is not that entrance requirements should be lowered, but that sufficiently flexible rules should be established govern- ing these requirements to allow a final decision to be made as to minimum quali- fications before each examination is advertised. At least one of the objections to higher experience requirements in civil 19 service exartiinations has been removed by the establishment of proper ' salary rates. Up to the present time the Municipal Civil Service Commission. has been greatly handicapped in holding examinations for some positions by the low sala- ries offered. The proposed new salary rates should attract a very desirable class of candidates in all examinations. It now rests with the Municipal Civil Service Commission to establish such experience requirements and examination and rating standards for entrance and promotion, and to hold examinations at such intervals as will insure the appointment and promotion of persons qualified to receive the standard salary rates which the Board of Estimate and Apportion- ment is willing to pay. The history of the existing 1st Grade Clerk list affords an example of the necessity of higher standards in civil service examinations. In the examination held in May, 1913, the subjects and requirements were inadequate. The rating standards were low ; the age requirements were from 14 to 18. The result was that of 3731 who took the mental examination, 3121 candidates passed. The list was promulgated in December, 1913, and has therefore been in existence over two years. Candidates as low on the list as No. 1280 have been certified for ap- pointment. Some of these candidates who took the examination at the age of 17 or over are now 20 years old. The salary range of $300 to $540 recommended by the Bureau of Standards should attract a very high type of office boy. This range was not, however, established for an incumbent 20 years old who during the three years which have elapsed since he took the examination has made so little progress that he is willing to accept a position as office boy at a salary of $300. As soon as certain legal obstacles have been removed the present Civil Service Commissioners will hold a new examination for 1st Grade Clerk with proper age, educational and examination requirements and rating standards. It is intended to hold this examination at least once every two years. Under present pension conditions, age requirements should receive much greater emphasis than they have received in the past. Up to the present time, excepting positions for which there is a statutory limit of age at entrance into the service, age requirements have been set up with the sole idea of immediate fitness to perform the duties of the position. In the absence of provision for compulsory retirement, a large number of employes who enter the service late in life remain in the service after their mental and physical powers have become impaired. Pending the adoption by the Board of Estimate and Apportionment of a sound pension plan for the whole city, the question of proper age reqviirements for entrance into the city service should be discussed by representatives of the Board of Estimate and Apportionment, the Commission on Pensions and the Municipal Civil Service Commission. 6. BASIS OF CONDITIONS GOVERNING ADVANCEMENT, I. E., OF SALARY INCREASES WITHIN GRADE— The amount of increase, that is, the difference between one salary rate and the next salary rate, is based upon a table which has been applied, with some exceptions, "to all groups. This amount represents about 10 per cent, of the average of the salary range in question.* * See page 25. 20 There are several possible methods of granting increases in salary: (a) They may be entirely subject each year, as regards the mdividuals benefited and the amount of increase, to the recommendation of the head of each department based on whatever principle or method he and his advis- ers or superiors may choose to apply and to agreement with these recom- mendations by the appropriating bodies. This is the old method of granting increases which is still in use in the majority of the departments. (b) They may be mandatory as in the case of uniformed firemen whose salary increases are provided for by law. (c) They may be* automatic as in the case of patrolmen in the police department. In this case the amount of increase and minimum time of serv- ice are fixed in the Charter. Recently it has been the policy of the Commis- sioner and the appropriating bodies to give everyone who is eligible an increase. (d) They may be based upon service records, the amount of money available for increases being determined by accruals, the increases in the lower grades being more nearly automatic than in the higher grades and increases in the higher grades depending upon exceptional service and posi- tive achievanent rather than upon length of merely satisfactory service. The last method is undoubtedly the only sound and scientific one and is the method recommended by the Bureau of Standards. Under this plan the increases are not mandatory or automatic, that is, they do not depend merely upon length of service. They are in all cases predicated upon a workable system of service records, such as the one which is now being developed by the Municipal Civil Service Commission. It is recommended that increases be made only in the preparation of the annual tax budget to take efifect on January 1st, excepting the lower grades in the Institutional Service in which provision is made for increases to take efifect on July 1st as well as January 1st. Unless otherwise indicaited, the length of service required at one rate before advancement to the next rate is one year. In certain of the lower grades the length of service required before advancement has been fixed at two or three years instead of one year. These requirements are indicated at the foot of the page in each of these grades under the heading " Special Condition Governing Advancement." The fact that the city under present financial conditions cannot possibly grant increases every year, even to deserving employes, has necessitated this two and three years' requirement. Service for two years or more is required before advancement in positions where little previous training is required or where there are small opportunities for promotion and where employes become valuable mainly through long experience in the city service. On account of the important part which individual capacity must play in determining advancement from rate to rate in the higher grades, no attempt has been made to fix the length of service required for advancement in these grades, excepting that these increases are also governed by the general rule requiring at least one year of service. It should be distinctly understood that it is not recommended that every employe shall receive an increase in salary at the end of the periods established, 21 but only those giving evidence of meritorious service for the period required, the standard of meritorious service being progressively higher in each succeeding grade. ^ Because of the financial limitations wrhich must control the appropriations recommended by the Board of Estimate and Apportionment, the standard of service entitling an employe to an increase must be determined annually for each department in the preparation of the tax budget. Conversely, employes who render exceptional service are not prevented from getting increases in less time than that established in the grade or to a rate higher than the one immediately above. Such cases are covered by a special provision governing increases to higher rates than the one immediately above and within a shorter time than that stipulated for ordinary cases.* In a large number of cases a minimum of one year of service is required at the lower rates within a grade and of two or three years of service at the higher rates. This is done because it is desirable to afford encouragement to employes just entering the service and spreading the increases over a number of years provides an additional stimulus to maintain a proper standard of satisfactory service. Moreover, since the intermediate rates within a grade correspond most closely to the rates paid in private employment, it is at those rates that employes may properly be expected to serve the longest time. ■When all increases in salaries are made to depend upon service ratings, em- ployes will make every effort to be rated fairly, and administrative officers will ultimately give much closer thought to their administrative and judicial functions as rating officers than they now give. The city is not without experience in the application of a proper system of increases. The present Street Cleaning Commissioner in applying the standard salary rates to the rank and file of his department has based his recommendations for salary increases entirely upon the relative service ratings of employed as determined by a new system of merits and demerits. f For example, in the case of Sweepers, the salary range is from $720 to $840. The increases of $24 each are given at the end of one, two, three, five and seven years of service. An employe whose rating is below the mark which has been fixed for meritorious work will not receive an increase at the end of the stated period. Increases in salary in the Health Department have also been based upon service records and seniority. During the last two years they have to a large extent been predicated upon the amount of salary accruals. The factor of seniority has been over- emphasized, but the system has worked well. With the introduction of the new service record system and the reduction of the weight given to seniority, the Health Department will provide an example for other city departments in this respect. The adoption of the principle of basing salary increases upon accruals through not filling vacant positions or eliminating unnecessary positions and through filling vacancies at the lowest rate in each grade will serve to encourage department heads to economize. It will also provide an adequate amount for increases in all excepting the smallest departments in which few positions can be eliminated and * See exceptions under General Rules Governing Advancement, page 28. t See Notice of Changes in Force in the Department of Street Cleaning, January 1, 1916. 22 in which there is little change in personnel. In the case of these departments, special provision must be made for increases, so that there may be no discrimina- tion against their employes. The question of the allocation of percentages of accruals to bureaus within departments and to groups of employes within bureaus must be carefully worked out with due reference to the necessity of providing reasonably regular increases for a reasonably large proportion of employes in the lower grades. 7. USE OF SPECIFICATIONS AS A BASIS FOR APPROPRIATION AND CURRENT FISCAL CONTROL— The proposed standard specifications and salary rates have been in practical operation in the City of New York since February 1, 1915. The immediate result of the policy adopted by the Board of Estimate and Apportionment at that time, in regard to filling positions becoming vacant, was to place a complete embargo upon the inflation of existing salaries and the fixation of salaries at unfairly high rates. Previously, the cost of employment by the city had been increasing at the rate of from t-vvo to two and one-half million dollars a year. From the time when standards were applied, there was not only a complete check on this growth in annual cost, but an actual and substantial diminution in cost, which has con- tinued up to the present time. During the remainder of the year 1915 the current application of standard rates and standard methods to the filling of vacancies resulted in a curtailment of the personal service schedules within the control of the Board of Estimate and Apportionment of more than $300,000. This saving is estimated without reference to the action taken by the Board of Estimate and Apportionment in preparing the budget for the year 1916, and did not involve any hardship to employes already in the service. The Tax Budget Committee, in preparing the Budget for the year 1916, decided that it would make use of the standard specifications and salary rates in measuring all existing employment. Appraisals were made and submitted by the Bureau of Standards showing the minimum and maximum values of the work being done in all positions. Upon these appraisals the Board of Estimate and Apportionment baised its official action regarding salaries. It was the feeling of the majority of the Board that a rigid application of standard rates to all salaries would bring too great hardship upon employes. The Board of Estimate and Ap- portionment therefore modified the appraisals to meet the particular conditions surrounding each case where the existing rate of compensation was higher than the apparent value of the work. At the same time it was decided that all employes in the departments under the control of the Board of Estimate and Apportion- ment who were receiving salaries lower than the minimum of the standard grade within which their positions were appraised, should be advanced to the minimum rate. New positions which were needed were provided and a large proportion of existing positions which were regarded as unnecessary were eliminated. Under the operation of this policy, approximately 5500 increases in salary were granted besides the mandatory or automatic increases for policemen, firemen and teach- ers. There were approximately 1100 decreases in salary, 2100 new positions added and 2800 unnecessary positions eliminated. The net saving in personal 23 service, excepting the salaries of policemen, firemen and teachers, was approxi- mately $625,000. During 1915, the application of standard rates of compensation to the filling of vacant positions had been made by the Board of Estimate and Apportionment without regard to the necessity for filling these positions. In other words, if a position became vacant and the head of the department wished to fill it, the Board of Estimate and Apportionment concerned itself only to the extent that it should be filled under the proper title and at the proper rate. In the Budget for 1916 the Board took a further step in applying standards to vacancies, by requiring a certificate from the Committee on Salaries and Grades that the position was necessary. This rule has been in force since January 1, 1916. Experience gained both in the current application of standards during the year 1915 and in the preparation of the budget for 1916 made it clear to the Board of Estimate and Apportionment that the greater part of the economies possible in its effort to place city employment on a proper business basis lay in the elimination of unnecessary positions rather than in the reduction of salaries. Under the close scrutiny given to the work being done by employes in the various departments, the fact was brought out more sharply than ever before that there were in almost all departments duplications of duties, indirect and cumbersome methods of work, and lack of definiteness in assignment, all of which contributed to the total expense of government. The Mayor, Comptroller and other mem- bers of the Board agreed that continuous studies should be made in the various departments under their control, with the purpose of evolving theoretically cor- rect methods of accomplishing the work of the departments and that as fast as improvements in method were agreed upon by the departments with the assistance of the agencies of the Board of Estimate and Apportionment, there should be a gradual adoption of these improved rnethods as vacancies occurred in the service. Under the direction of the Budget Committee and the Committee on Salaries and Grades this procedure is being carried out by the Bureau of Standards. The old plan of preparing budgets upon the basis of existing methods and salaries and of making only annual surface changes in these methods and salaries at budget time is being rapidly replaced by a synthetic plan based upon the actual work to be done. With an accurate knowledge of proposed work in each depart- ment, it has proved by no means difficult to determine the number and kinds of employes needed to accomplish it. The organization arrived at by this process furnishes theoretically correct schedules of personal service upon which the administrative authorities of the departments are gradually modelling their oper- ating schedules. 8. USE OF SPECIFICATIONS AS A BASIS FOR CIVIL SERVICE CONTROL— The present civil service classifications of positions is in need of careful revi- sion and simplification. New and undescriptive titles have found their way into the classification during the last few years. There are positions in the exempt class which should be classified as competitive. In the absence of accepted gen- eral definitions of duties to be performed under the various titles, of a current file of duties being performed by employes and of a system of inspection and 24 control by examiners, employes have in many cases been assigned to duties for which they never qualified by examination. The regulations and procedure in- volved in the present civil service classification have become so complicated that only a few persons understand them. A new civil service classification based upon the proposed standard services, groups, grades, titles, definitions of duties, qualifications and salary limits has been agreed to by the Municipal Civil Service Commission. The Commission is also prepared to use these specifications as the basis for establishing examination standards, advertising examinations, checking payrolls and investigating the performance of work under proper title. 9. USE OF SPECIFICATIONS AS A BASIS FOR INFORMATION TO PRESENT AND PROSPECTIVE EMPLOYES AND TO THE PUBLIC— Up to the present time there have been no definite printed regulations indi- cating to present and prospective employes duties, conditions of compensation and lines of advancement in the various classes of employment in the city service. The standard specifications clearly indicate duties, conditions of compensa- tion and lines of advancement in every group in the city service, and also indicate the lines of advancement from the less important to the more important groups. For example, the lines of advancement are indicated within the Bookkeeper Group of the Clerical Service and from the Bookkeeper Group of the Clerical Service to the Accountant Group of the Professional Service. Similarly, lines of advancement are indicated within the Draftsman, Instru- mentman and Law Clerk Groups of the Sub-Professional Service, and from these groups to the Engineer and Lawyer Groups of the Professional Service. This information, in addition to being published separately by the Board of Estimate and Apportionment, will be incorporated by the Municipal Civil Service Commis- sion in a general textbook or manual which will include all material on employ- ment in the city service of interest to present or prospective employes. CONCLUSION— It cannot be claimed that all the rates of compensation proposed are satisfac- tory to the present city employes. In the numerous conferences held by the Bureau of Standards, many employes expressed what appeared to the Bureau to be exaggerated estimates of the relative importance and value of the work they were doing. In most instances, however, both employes and superior offi- cers, after reviewing the data upon which the proposed rates were predicated and after experience in filling positions at the proposed rates, have agreed that these rates are reasonable. In presenting the specifications for personal service it is proper that acknowl- edgment should be made of the continuous and invaluable, co-operation of the M 'T.°. ^."";"P^1 R^.s^^^'^h. notably of Dr. Frederick A. Cleveland, Director, ^"imme^^t t"'' ^f f "* D^'"^^*"^' -"d of Mr. Robert Moses, who has been NeHork City ''"'' ''^""^^'^^'^'^-^ -"d civil service work in GEORGE L.TIRRELL, Director, Bureau of Standards. 25 PRINCIPLES GOVERNING COMPENSATION I. Regulations Governing Amount of Increases — The regulations governing amount of increases are embodied in the following table : Salaries up to $1,200 Advances of $24, $30, $36, $48 or $60 Salaries from $1,200 to $1,800. Advances of $120 Salaries from $1,800 to $2,400 Advances of $180 Salaries from $2,400 to $3,600 Advances of $240 Salaries from $3,600 to $4,800 Advances of $300 Salaries from $4,800 to $6,120 Advances of $420 Salary rates above $6,120 $6,600, $7,200, $7,800, $8,400, $9,000 No recommendation is made above $9000, excepting in the Com- missioner Group.* The following general principles determine the amount of increase, whether $24, $30, $36, $48 or $60, in salaries up to $1,200: 1. $24 increases are applied in the case of positions involving manual labor of the simplest character in the lowest grades of the Unskilled and Miscellaneous Supervisory, Skilled Trades, Institutional and Street Cleaning Services, such as Laborer, Cleaner, Deckhand, Hospital Helper and Sweeper. 2. $30 increases are applied in the majority of positions in the Institu- tional Service involving domestic or handicraft work in institutions of a more difficult or supervisory character, such as Senior-Artisan, Senior Helper, Cook and Graduate Hospital Attendant. 3. $36 increases are applied in the case of positions in the lowest grades of the Custodial Service involving work requiring ability and responsibility somewhat above that required in ordinary manual labor, but not ranking with the skilled trades in these respects, such as Bridgetender, Caretaker, Morgue Keeper, Elevator Operator, etc. 4. $48 increases are applied in the case of positions as Assistant Fore- man in the Street Cleaning and Unskilled and Miscellaneous Supervisory Services. 5. $60 increases are applied in the case of the following positions : o. Positions in the lower grades of the Professional, Sub-Profes- sional, Investigational, Educational, Clerical and Inspectional Services. b. Positions in the Skilled Trades Service involving work in recog- nized skilled trades and similar employments, such as Carpenter, Painter, Fire Telegraph Despatcher, Motor Driver, Photographer, Plumber, etc. c. Positions as Foreman in the Unskilled and Miscellaneous Supervisory and Street Cleaning Services. d. Positions in the Institutional Service involving the more dif- ficult forms of non-professional work in connection with institutions, such as Coffee Roaster, Laundryman, etc, * See exception on page 27. 26 II. Exceptions to Regulations Governing Amount of Increases — 1. It has been found necessary to make special regulations governing increases from certain rates. Where there is a rate of $1,140, $1,740, $2,340, $3,480, $3,540, $4,620, $4,680, $4,740, the increase appropriate to the range imme- diately above has been applied. Therefore, the next rate after $1,140 is $1,260, after $1,740 is $1,920, after $2,340 is $2,580, after $3,4§0 is $3,780, after $3,540 is $3,840, after $4,620 is $5,040, after $4,680 is $5,100, after $4,740 is $5,160. The next rate after $2,280 is $2,460, unless the increase involves promotion to a higher grade, in which case the next rate is $2,520. 2. In the case of a higher grade involving initially much greater responsi- bilities and much more important duties than any in the grade below, the mini- mum salary rate for the higher grade has been placed above the amount fixed by the general rule. For example, the maximum salary for a Head Dietitian in Grade 2 is $1,380, while the minimum salary for a Departmental Dietitian in Grade 3 is $1,800. 3. Below $1,200, $120 increases are applied in some cases, for example, where the city is employing professional men who can not be expected to remain long within a grade at a low salary rate. The first grade in the Engineer Group is an example of this kind of exception. Increases of $120 are also applied to rates below $1,200 in the Laboratory Assistant Group. This exception is made because of the fact that persons with almost professional qualifications are attracted into the city service as Labora- tory Assistants. They jcould not be expected to remain long enough to reach the maximum in a grade whose range is so wide, with an increase of only $60. Moreover, the Laboratory Assistant Group constitutes in the case of bacteriology and pathology the only avenue through which persons may be promoted into the responsible professional laboratory positions, because of the absence of an appren- tice grade in the laboratory groups of the Professional Service. $120 increases are also applied in some cases where a considerable period of apprenticeship is required before entrance into the grade; where, therefore, mature persons for whom a $60 increase would not be adequate, enter at a com- paratively low salary rate, and the maximum rate represents the proper salary at the end of two or three years' expei-ience in the city service, as in Grade 1 of the Bookkeeper Group and Grade 2 B of the Clerk Group. 4. Above $1,200, $60 increases are applied in some cases, for example, where it is expected that employes will remain within a grade for a long time and an increase of $120 is thought to be too large. The salary rates for Supervis- ing Field Nurse in Grade 2 of the Nurse Group are examples of this kind of exception. $60 increases are maintained in the first grade of all inspectional groups up to $1,500. 5. It is recommended that Internes in the city service be paid rates ranging from $120 to $480, and Pupil Nurses rates ranging from $96 to $180 according to the desirability of the training afforded in the institution in which they are serving. This is not in the nature of a salary; it is a stipend to provide for 27 personal needs beyond the bare maintenance which the majority receive at present. 6. In the Deputy Commissioner Group, the rates, recommended are as follows: $3600, $3900, $4200, $4500, $4800, $5100, $5400, $6000, $6600, $7500. In the Commissioner Group the rates recommended are as follows in Grade 1 : $3600, $4500, $5100, $6000; in Grade 2; $7500, $9000, $10,500, $12,000, $13,500, $15,000. III. Annual Salaries for Employes in the Skilled Trades and Unskilled and Miscellaneous Supervisory Services — The following table has been used in determining an annual salary which may be paid in place of the prevailing per diem rate:* Regular Service Regular Service Exclusive of Exclusive of Per Sundays or Sundays Sundays, Holidays Diem and Holidays and Saturday After- Rate. (303-313 Days). noons (278 Days). $6.00 $1,560-1,680 5.50 1,440-1,560 5.30 1,380-1,500 5.00 1,320-1,440 4.80 1,260-1,380 4.50 1,200-1,320 4.00 1,080-1,200 3.50 960-1,080 3.00 840- 960 $1,440- 1,320 1,260 1,200 1,140 1,080 960 840- 720- 1,560 1,440 1,380 ■1,320 1,260 1,200 1,080 960 840 No provision is made for an annual salary for regular service every day in the year, as it is not desirable that any employe should work so constantly. It is recommended that every employe be relieved from work not less than one day in seven. In cases where Sunday employment is necessary, relief should be pro- vided for another rest day in the same way in which it is jyovided for holidays. * See discussion of the desirability of annual salaries for employes in skilled trades on page IS of the introductory statement. 28 GENERAL RULES GOVERNING ADVANCEMENT, I. E., INCREASES IN SALARY WITHIN GRADE— Beginning with the lowest rate advancement from rate to rate within each grade shall be made in the preparation of the annual tzix budget upon the completion of the required term of meritorious service. The length oiM this required term of service shall be not less than one year excepting ini certain positions in the lower grades of the institutional service, for which' an additional increase is provided at the end of the first half year of service. In certain of the lower grades a term of service of more than one year is re- quired for advancement from rate to rate. Such requirements are indicated in these grades under the heading " Special Condition Governing Advance- ment." Proof of meritorious service shallbe established in the case of exempt, non-competitive, and labor positions by the recommendation of the head of the department made in accordance with the service record regulations of the Municipal Civil Service Commission, and in the case of competitive positions by the service records of the Municipal Civil Service Commission, in either case supplemented by investigation under the rules of the Board of Estimate and Apportionment. The standard of meritorious service which shall entitle an employe to an increase shall be determined annually for each department in the preparation of the tax budget and shall be progressively higher in each succeeding grade. Exceptions : 1. In cases of conspicuous service or achievement recognized by the Board of Estimate and Apportionment, advancement may be made after fewer years than the number prescribed or after the pre- scribed number of years to a rate higher than the one immediately above. In no case, however, excepting certain positions in the insti- tutional service, shall advancement be made before the lapse of one year. 2. In tlhose grades specifically designated, advancement shall be made only after an appraisal of the value of the work to be performed. In other grades specifically designated, the initial rate also shall be determined after an appraisal. These appraisals shall be made under the rules of the Board of Estimate and Apportionment. 3. Appointments to vacant positions made prior to February 1 or August 1 of each year will be regarded as dating from January 1 or July 1 respectively, when considering length of service in connec- tion with salary increases. 29 EXECUTIVE SERVICE. SYMBOL (X). The term Executive Service is applied to those offices or employments the duties of whose incumbents are to assume primary responsibility for the planning, direction, control and result of every action taken within their jurisdiction. 30 EXECUTIVE COUNCIL GROUP SYMBOL (XC) The term Executive Council Group is applied to those elective offices of the Executive Service in which incumbents are required to discharge the functions of members of the Board of Estimate and Apportionment, and such additional duties as Mayor, Comptroller; President of the Board of Aldermen and President of Borough as are outlined in the Charter of the City of New York. No specific recommendations are made as to the proper salary for members of the Executive Council of the city. 31 COMMISSIONER GROUP SYMBOL (XK) The term Commissioner Group is applied to those appointive offices of the Executive Service in which incumbents are required to be responsible for the administration of entire city departments or commissions, and of independent executive bureaus or boards ranking in importance with departments and commissions. GRADE 1 (X K 1) TITLES OF POSITIONS- COMMISSIONER DUTIES— The duties of incumbents of these positions are to act as heads of the smaller executive city departments or commissions, or of those executive city departments presenting the less complex administrative problems. QUALIFICATIONS— 1. Such qualifications as are outlined in the Charter of the City of New York. 2. Ability to discharge the duties of the position satisfactory to the appointing officer. COMPENSATION— Range of annual compensation— $3600 to $6000 inclusive. Salary rates— $3600, $4500, $5100, $6000. SPECIAL REGULATION GOVERNING COMPENSATION— Persons entering this grade need not necessarily be paid the lowest rate. Fixation of the rate to be paid is conditional upon appraisal under the rules of the Board of Estimate and Apportionment. 32 GRADE 2 (X K 2) TITLES OF POSITIONS- COMMISSIONER DUTIES— The duties of incumljents of these positions are to act as heads of the largest executive city departments or commissions, or of those executive city departments presenting the most complex administrative problems involving reorganization and planning of the most difficult order. QUALIFICATIONS— 1. Such qualifications as are outlined in the Charter of the City of New York. 2. Ability to discharge the duties of the position satisfactory to the appointing officer. , COMPENSATION— Range of annual compensation — $7500 to $15000 inclusive. Salary rates— $7500, $9000, $10500, $12000, $13500, $15000. 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T3 O g-. ■S. -w 3 «P b ^ »3 S S-a. . f O g t^ M O fr^ O H -4^0^ 'S's-s i.y^.s 3 S " M s^-'aTS 5 3 •* S J s ■" ff-S fl W o '43 S" fl 2 .S -° g a ^ p, «3 o o •p ^ P- (U to .trTJ -rt tt) ^1— (-+jW+a+3 0d Mh- 1 T3 g'^'f » al ■= !3 " 2 *" — ■so S ■'^ a S - 0) H to g.S -g'-'-^M a. 2 to t5 -TS -H -< ^ += .1= a s 53 > ^ w 5; S' flj j3 E? a > o "a m m bl) , Bc„ m a) „ -g =" ° S g.5 g " S & i h o F- 3) -- ^ > 60 03 = _ T3 m ■§ aj .a Ossflt"- S t;3 ii).9-S p.-*^'a tH 53 « ^^ o^-S a:S -fl a -IS M a aj ^ bo-»* t3 a "5 o f ■« „ 5 — a ffi, 08 a.Z, So' a 3 a "^ ?> S SP3 S g. ° «s 3 a o. B< 0) „-" 3 "H ,2 O J3 fro "^ o TS 4J -t^ a oQ eS at 3 3 n" rr T3 T3 in 03 ■n T1 a a 03 d as M a m m bO^ 3 a 03 CL, ■-3"!: t4 a i^l CO L' (A |l& ill's fl ^ " ■= o t- O, -lis d am g o a *3 ■ -" StJ.S S « '3 I fl 1^ H H O 6 3 o o o a 03 ^ a o 03 i ■a O 3 J e. I i • 1 to 37 o O o ciJ P4 IZi o ca CQ o o o Q iz; Ph o 03 a 6-^ & be u 03 CQ 03 0) o ggge "** .tj to & cl o . o ^ c8 m =5 0^ ■3 °^S On,," ■^ s 3.a o -^^ Jj on >> "> J3 11 g § '^ " ts ft ;^ m o 03 ^ ^^ s '^ fH f-t « a o oja OS -"■— -« m '^ >i'^ 3 a> C ° o.ti S3 0) 3 3 "a a ■O a" m o Ho ^^ ra (Li Qj t3 0) m-S S d-*-? Ch_c3 S o o 3tI,<1^ ::i-_iz. S !S w s 5. 5,2 - g I -3 03 -t; S >iS m;=;3 3 M " ■^.SlSo. : =e- g « ft m - si|l|i5-^j|- 3 go °=3|-S '^'Hl^ 1 |'§ SS-oWk^ S'flSo 2 CD Sis 5 -a a sorft-*"-25 «-am g a »;■■§ S SS SS a-o °.a ga 3 o ft S £: o --ay - ^f- ^ a 2^ t8^ s^ a ai S^13 ft . ft J- 3-^S 3 S ^ a a a> t- .&^3 =« " - ja is bo . m ft^ - ?■§ ■2P -iJ-^-S "C3 3 « -2 ie I » -I X a>; Efft as §•3 ^-".2 uirt 2" S 03 o3 '3 o t*- -a -*3 a-S^ftS^^:g^ ca IS a "•' „ - •" -t3 :S2.2t.^o-!S2a », .S iU a fl g!C-^ „ o 3 °^4^ a «-3o " " O uo 3 a 03 -3 ■ 3.3 c) " 03-S 2 »> M a " « a -t^ rt « .2 > o «.g £ 3 s s Sm-S.SJft-SiS a 6 i 3 s ■< o o a a o O a a o a Q ■a a 03 to o Id ja i " 5 ll S 38 DEPUTY COMMISSIONER GROUP SYMBOL (XD) The term Deputy Comtkissioner Group is applied to those appointive offices of the Executive Service in which incumbents are required to act as deputies to heads of city departments or commissions. GRADE 1 (X D 1) TITLES OF POSITIONS- DEPUTY COMMISSIONER DUTIES— The duties of incumbents of these positions are to act as deputies to heads of city departments or commissions. QUALIFICATIONS— 1. Such qualifications as are outlined in the Charter of the City of New York. ' I 2. Ability to discharge the duties of the position satisfactory to the appointing officer. 1 COMPENSATION— Range of annual compensation — $3600 to $7500 inclusive. Salary rates— $3600, $3900, $4200; $4500, $4800, $5100, $5400, $6000, $6600, $7500. SPECIAL REGULATION GOVERNING COMPENSATION— Persons entering this grade need not necessarily be paid the lowest rate. Fixa- tion of the rate to be paid is conditional upon appraisal under the rules of the Board of Estimate and Apportionment. 39 > a W .2 « IS u « a to < -o O « s is o -o M c M CO iz; ^ -s O pj M K O S M f^ ^ I-" Hy 2 SZ « S C .2 o Sc a ? « -o w °S «gl o < 5 6 < < S o g £ ^'s ^^ .« u ^ < M 3 CO la 2| ft) O O t) S ^~ OK n Q}pLf W)*- — -a •c 03 1^^ Q ° « -I I :■! 4^ sm '7: 3 O S " a) a ■So" o s-a 03 ^ 3 d Q> S Cm o ■H 3 5%'^ 0) a> O IB oS'-' 2S J i o"3oa 03 o o 0) CO IS" |s a §J !2 a -° o s E _W U OJ 03 H ■c ■d a 03 03 S a oj 03 »a sj a s l>>3 &0 "C 3 03 o "ea'-S - c S i M6 S >> K> OS , 3-S S £•■1=3 ■c oil a=lr° OQ « o 3 :3 „ p« (2'3 IB a'S o-^-T} QJS 4 > 2+3-S J a « -5 JS J3 di? c a S '53 ^rA ■30.3 S P. > ■SO s » i « ■ ■11 "Si " J2 O ■§ Bo rt S-o " S'O "•otc "2 »* _£» CO flj 3:S a " 9 gig 00000 00000 0^10 p^ 0^0^ ■3'ag :^ SSbSB ^ ^ ^ ,^ .^ 3 -J E3 PJ E3 CL Pt &4 P4 Pi O 0} C} V u OPOQO H ^ fan a 1 5 W p. 3 CO 3 41 EXECUTIVE SECRETARY GROUP SYMBOL (XS) The term Executive Secretary Group is applied to those offices or employments of the Executive Service in which incumbents are required to perform such duties as secretaries of city departments or commissions as involve not merely departmental correspondence and central clerical work, but responsibility for detailed administrative work, for knowledge of administrative work in all units, and for making effective the orders and policies outlined by executives. Note 1. — It is recommended that the position of executive secretary of a department or board be placed in the competitive class. Positions as secretaries of departments are at present exempted under the state civil service law. The position of secretary should be that of the highest permanent official of a department who is not affected by a change in administration, whose duties are not policy determining, but administrative and interpreta- tive. The secretary of a department should be thoroughly familiar with the functions, activities and personnel of the department. He should be prepared to inform the heads of departments on all matters of detail and should be able to carry out the details of such policies as are outlined by these executives. It is of great importance that in a department such as the Department of Public Charities there should be a permanent secretary, able to coordinate the various activities of the bureaus of the department and to inform a new commissioner and his deputies on all details of departmental administration. A complete change in the executive personnel of the department, including the department secretary, would place upon a new administration the burden of becoming acquainted with the depart- mental machinery through a number of independent subordinate officials. The establishment of the principle of a permanent secretary or under secretary between the changing executives and the permanent rank and file has been successfully established in Great Britain, Germany, France and other continental nations, and has often been recommended in American state governments and in the national government. It is not to be expected that in all depart- ments the position of secretary can be established at .once on the plan above suggested. The functions of executive secretaries at the present time extend all the way from merely clerical work to administrative and executive work. Note 2. — No provision is made in these specifications for a position as assistant executive secretary. The existing assistant secretaryships of departments are either unnecessary, as in the Fire and Dock Departments and in the Department of Taj^es and Assessments, or else the duties performed by incumbents are those of fourth or fifth grade clerks, as in the Municipal Civil Service Commission and the Board of Estimate and Apportionment. The present positions as secretaries of boards, where the functions are clerical and involve no administration of departments, are also included in the fourth, fifth and sixth grades of the Clerk Group. For example, the present position of secretary of the Board of Estimate and Apportionment is properly that of sixth grade clerk and should be known as Recording Secretary of the Board. 42 GRADE 1 (X S 1) TITLES OF POSITIONS- EXECUTIVE SECRETARY DUTIES— The duties of incumbents of these positions are to be responsible for depart- mental correspondence, for issuing orders and notices from heads of departments to employes, for the preparation of calendars and reports of executive meetings and for special investigations and plans, to notify all employes of appointment, promotion or transfer, to make requisitions on and notify the Municipal Civil Service Commission in civil service matters and to perform such other general executive or administrative work as may be assigned bv the head of the department. QUALIFICATIONS— 1. Such qualifications as are outlined in the Charter of the City of New York. 2. Ability to disxharge the duties of the position satisfactory to the appointing officer. 3. Such qualifications as may be required by the Municipal Civil Service Com- mission. If the position is classified as exempt, the minimum qualifications shall consist of 1 and 2. If the position is classified as competitive in accordance with the recommendations of the Bureau of Standards, the minimum qualifications shall consist of 1 and 3. COMPENSATION— Range of annual compensation — $3000 to $5100 inclusive. Salary rates— $3000, $3240, $3480, $3780, $4080, $4380, $4680, $5100. SPECIAL REGULATION GOVERNING COMPENSATION— Persons entering this grade need not necessarily be paid the lowest rate. Fixa- tion of the rate to be paid is conditional upon appraisal under the rules of the Board of Estimate and Apportionment. 43 Pi & O Pi Pi < pq P4 o > Eh & O I 02 HH <1 iz; pq 5 3 .2 -a . ■y fl to g "■ -43 ■s- § to 7^ § §■§ 3 2 ■♦^ o -S "C 6, P. ^ "" ^ " :5 ■* s « ° I g I « ■■s 's .S s| « p. g a 2 « ° ^ s a o ^ s .g 2 0) o bn a d' M X M -*-• ^ ^ ^ T3 a) 3 > O ■^ a .2 1 «J •jj Eg m 03 a V cQ ^ S ^ S t P. 03 _w 01 is >- 3 o a « § a ? « s 5 e€ O IB ai 03 S _o » ■« D O >> •s s a 3 3 a J ^ a S ■ 03 3; 03 -fs ^ 03 ■t' .a a ■*' S a _g - ^ E ■« OS a o g s u -ta ^ 5 (U a (D a J3 g .a +^ -^ ^ •" S a a to ^ > 9 §•§ g-J § M o I !D "3 S o § 00 Q, •& 9 ■43 ^ -g a 2 S C3 0} cS .•S 0) „ a aj cS 03 « "3 .- "2 «-. S ■S ■§ ° g ^ g S s -^ o g X .9 -^ J "S M^ § sa 5 -2 o . -J3 «*H -»S ED o3 S § .2 §^ E-' -S ^ & oj o cS >. S^ b & " 3 IS -S 2 man •s g i ^ & a a I ^ ■§"3 2 ■S * 5 3 ^ a "Sag 00 -4^ ee iX) us II g «i a s s >- O 09 .9 S-S 2 9 ■■s 9 I -g ° oT a a o.ts 2 o.g;a u c< &< .^ " S . "'3 5J ':3 a OT3 o o S >> ^5 oTO 03^ S » a a " a o S* OQ ca fl J2 « o «>.&& *43 (^ " S •f4 u m C ^ aS:S h a: S g H S X 5S m -° S s ^ & ^ P3 CD •- g o o o o ■^ rtl A A ■* ■* o. g (-1 O o lO co" 0& TS .a o> SI M 0) a £.2 OJ r^ a ■ h >-_» a ■o o ^ 0? m Hi S" T3 *J S"© . ra oj ^ Sg ■* ■^ S'P ■^9.1 - a C a o 0) •2|0 ■3t3 ° :S a ft ^ ^ g o a u «-ao ^ 9J4 01 ^ O o p. o. a pa 44 o o Pi 55 >^ P4 H-l O I <1 CO 14 n Eh <1 !zi EH a 1"S ■^ oa §^ I ■« g -u o ° o fe 03 >, O -»s Id Oh d -*^ S U c3 S o m K U 03 •*- "I .2 g ». -*^ 2 '^ "S -go o o p. o o m xco >? - fc. is " 2 "" a "3 :S S J .s -^ -5 >.:2 5.,g-i i-sa^iss 1 a 2 ""' " 9 *= "rS >i 03 Pi's ■* .0 i 1 1 ° J^^ s a| -S"^ £?| « ° S a<<^ o III bill &og| ii^a: 03 2 d e^Ct§^-s-§gss •s-s °-J^ ill's § ST39SS>.S..'3"fl -d'S wir5 a>0 ^ o, " 2 "So so 03 J -^ 03 +3 CO t4 §•1 CD dJ O 03 >-o it ^ o "« p. s g go 03O O CM a °S 03 ^Ora '3 a •sa ^ la cS ^^ ■s H ■4^ -tS 03 *^ •43 -43 a. .^ M 9 S " So "-a .3°§§ a >• 5' 6 5a-s'a .3 03 g;n 03 ^-H ««_, ^ S 03 . oT fl.-g S -g "^ -*^ pfi '-C 0/ 03 'a 53 rgit. « m -li to JJ -g 03 jg (S Q ^ S 03 0. & atC feS d g -a -^ M 1^ g M 03 >>^ ft o -^ J :g ^.2"S£0 K a o § S S IS •C 0! P.02 QQ t-i in ■< g a ,^ S 5 S o CQ tn CO a ft ft,? 3 o P4 ell *< s ^ a Hi f ^ H 1^ >< °° « OQ S O ^ O " h S (Sod " H o o a o s tE 03 ■n s? sa n a S 3 W oa 45 •rH o I o cS l>^ Pi < Eh Pi O > i-i H t3 X I 02 < l-H 3 Ph Ph h-i EH ^ «4-. ai ^ ^ ta .s° 3 a I S.S.S ^ p.fe S H o O p K - Pi Ph O <} o O fefL, i-lo CM p*^ aw H h S QQ o ^ b S ooooo 00 CO GO 00 CO CO CQ I> 1-- -^ 23m CO CO CO CO 00 O mil M ^ ^ CO CO CO Is s 'P. iliii CO iij CO '^ ^ CO P< a B a o O o B 3 a OS 'J ■a T3 p • O be bD td) bo bto 3 3 3 3 3 OOOOO t4 M t4 >H tri ooooo «4-t **H »*- **? MH ooooo 4» .** .*3 p p p « V V •0T3-0 P B p.j&4a.CL|(b 46 •iH a o o (14 & o pi; < Eh O 02 > i-i t> O X I 03 l-H EH a. T) . Si's S g >. s -g ^5s . T) d s _rt o3 m R K Jd c! *-■ '^ .tt ^ i !■§ §^ a o ■a £;> a^ ^?, o-Q "3 d d « 3 ^ 2 ^ a.s m u -e a •g-g _ aj s g " Jg f,^ a-a l^H _§ argj=4^ a g a 0) m _ sa ■ o H 3 S » a " .95 ^-S ■ o a-SJ g •a.g-S soa g g ■ot^JJ.S gja g ^ a a>?S "-a oj a^ a a &a^-|^"l oS iS . B3 CQ rt^ 3 ^'^ 9 a O m oa; S m B i>< o -< o fc Plh tJ r 1 « o qU Ph |4 ■< Ph p 5 S « as 2 ai PL, S H 5 n 1 a 47 EXECUTIVE COUNTY OFFICER GROUP SYMBOL (X O) The term Executive County Officer Group is applied to those elective or appointive offices of the 'Executive Service in which incumbents are required to perform the functions of heads of county offices. 48 §2 §; O *43 T) (N p. m m fc^ m «td J, ca S « ° g § <= s i-^ S S 3 S „ OS isRl-i-o ■*^ia oj 0) i gSPn 0.2 o 03 45 u _+=■>= S fe: Eh V .S n =3 ni la >< S w-g CD d^ ■1h ^ 'S ^ -^ g g, !»^ ■- i^-S a o 5 S S fe -S si ai O t-t o S s»a'C « S S - 0. '" ':; a 13 h "q o; ^ tr bJ3 eM _S* 03 w .s S O O jai2i^l--l "=.3 « 3 't 3 t 3 =03 99-a -^3 -S -S -9 & ^ & § A >. .S. O J! o 13 sa •c I ^ CO I .1 a ^b d => J N 1© ■s S3 g ■a 3 > e p. i >i 3 ■a ', a .0 ■*s ■a p. 3 0. q^ ^ I ^ Eh iz; {3 o o > EH & X O Eh X Q P4 " b o to o ^ ■S S d 00 >> ia •=5 p •a' - •" ■■*^ .^ S^2 o3 OQ bo 03 J3 o,T3 d Ed £?K a-"a g g - ■°'^^§ si -S » .5 S ^ ;^ ._ „ a d 'srS 1^ « S § 1 i a •§ jj P.+3 o53 o" rt S o a o, ■a.2 P< C3 -fA c3 ^ -»3 d 03 . a (U o -^ a •a- g ft 03 "^ 2 M >> OJO "■u-S 3 S g a a s « 2- s " *^ a s "S 0) 0) o 03 <1 S3 ooo ooo 00.-I ooooo ooooo ooo ooo ooo (NCvTo" o ooooo ooooo o_o_o o o_ >oe> S.9 2 -a b3X" a! 2 •SS 2 I S a O d J3 jg 4S2i| d . o - . - X B !>. tsO 03 a^ ^MCPQPS so •iH a o & O o O h-l g o Eh !Zi & O o > I— I Eh & O O Eh X I— I Q !z; Pi fa 1 1 3 9 is § «> a g 1° o u IS o a -I -.til S-S mO ffS 3 v > 5 ud a> a OT3 H o53 iiti ^ la bi ra^ s g g 5 1 § ta .fcJ . S ® &i _§ &§ IS o 3 S 'iUi'l fe ■3 "S » ^ " "? a E? C 0) a ^ 2 g c3 Oi a ca^ta o o a-g O .Si 03 o g S ^^. Pi to a.a o +» >> o m p.g 2 fe- 11) ill. 13 O .d BSoS 00000 00000 0^0 »oo^^ in-"o»o t-1 t-i 1—1 9» o o' o 000 o o_ a3 CO C<3 05 MCONN'H 00000 00000 o 00 o o "5'»000'0"U3 o o o 10 §0000 0000 ^oooio CDCO'co'cDrH' o g O fa o >> i>. >> >^ >> O 0) V d) V aaaae O O O O Q -f^ .4^ -4^ 4^ -M -*a ^A 4^ 4^ 43 u u o o o ■n "S -c 'c -c -g 4J -|3 +3 4^ □Q DQ S9 DQ QQ qqSqS (P lU 0) W W P5 E S ss s c s s s a a 1-5 1-5 1-5 1-» l-S V« «_) : " •-in ^ 3 fe t^ ^ ■a a I" P a X a 51 I s o O A4 O (4 CiJ P4 o l-H o Eh iz; o o > 1-4 H {3 IX O Eh X l-H Q !zi <1 b T3 II O fs Q> O 2§ 1 go § o 5 (3 oO "« 83^ X o ii §1 §5 1 1 c3 03 - o » s D U CQ 2^ 0.2 d t< ZB o < < ill @ K P 5 — J2 o S < DO P! 1 f^ P X OO o 3 OO o o n^ <:^. 'Oc- J W-* m , '^ 1 h n: 1 oiOi-T-*^ P4 .-1 PL. EJQ as !z; o ^ 1:4 ^ ti ^ 00000 .(^ .fs -fj .4J1 -«3 QQ gj i3 03 03 i« o ^■^■^■i-§ 1 ^ b d d d g EJ o 1 si's 'a 1 'O'd-ats-o Computing, posting or compiling data in connection with functional and unit cost accounting, budget accounting or budget estimates. Making out vouchers or statements of accounts. Preparing financial data or peiriodical reports on prepared forms. Verifying payrolls and recapitulations. QUALIFICATIONS— 1. Such qualifications ' as may be required by the Municipal Civil Service Commission. COMPENSATION— Range of annual compensation — $840 to $1200 inclusive. Salary rates— $840, $960, $1080, $1200. 323 NOTES ON GRADE 1 Not Submitted for Adoption as Part of the Standard Specifications 324 GRADE 3 (CBS) TITLES OF POSITIONS- BOOKKEEPER DUTIES— The duties of incumbents of these positions, which may or may not include supervision of the work of one or more bookkeepers in Grade 1 or of other subordi- nates, are to keep general ledgers and controlling accounts of subsidiary records and to prepare balance sheets and special reports. Examples: Making general journal entries and posting to controlling accounts. Taking trial balances of general ledgers. Comparing and reconciling subsidiary ledger balances with controlling accounts. Determining accounts to which orders and vouchers are to be charged. Preparing special financial statements or reports for department or bureau heads. Devising or installing minor forms and methods of departmental book- keeping. QUALIFICATIONS— 1. The minimum qualifications prescribed for Grade 1. / 2. If appointed by promotion, not less than two years of experience in Grade 'i 1, or if appointed as the result of an open competitive examination, experience in work of the character and standard of Grade 1. 3. Such additional qualifications as may be required by the Municipal Civil Service Commission. COMPENSATION— Range of annual compensation — $1320 to $1800* inclusive. Salary rates— $1320, $1440, $1560, $1680, $1800. SPECIAL REGULATION GOVERNING COMPENSATION— Beginning with the lowest rate, advancement within this grade is conditional upon appraisal under the rules of the Board of Estimate and Apportionment, indicating that the rate requested does not exceed the value of the work to be performed. SPECIAL CONDITION GOVERNING ADVANCEMENT— The following table indicates the minimum number of years of meritorious service required at each rate before advancement to the next rate. See also page 28. $1320 1 year 1440 1 " 1560 2 years 1680 2 " * The $1800 rate shall be paid only to bookkeepers who supervise a number of subordinates or who in addition to bookkeeping duties perform the most difficult work assigned to senior clerks. 325 NOTES ON GRADE 2 Not Submitted for Adoption as Part of the Standard Specifications 326 GRADE 3 (CBS) TITLES OF POSITIONS- SENIOR BOOKKEEPER DUTIES— The duties of incumbents of these positions, which require expert knowledge of bookkeeping and accounting procedure in the city service, involve the keeping of intricate financial records or the direct supervision of important bookkeeping groups. QUALIFICATIONS— 1. The minimum qualifications prescribed for Grade 2. 2. If appointed by promotion, not less than two years of experience in Grade 2, or if appointed as the result of an open competitive examination, experience in work of the character and standard of Grade 2. 3. Such additional qualifications as may be required by the Municipal Civil Service Commission. COMPENSATION— Range of annual compensation — ^$1980 to $2820 inclusive. Salary rates— $1980, $2160, $2340, $2580, $2820. SPECIAL REGULATION GOVERNING COMPENSATION— Beginning with the lowest rate, advancement within this grade is conditional upon appraisal under the rules, of the Board of Estimate and Apportionment, indicating that the rate requested does not exceed the value of the work to be performed. SPECIAL CONDITION GOVERNING ADVANCEMENT— The following table indicates the minimum number of years of meritorious service required at each rate before advancement to the next rate. See also page 28. $1980 1 year 2160 2 years 2340 2 " 2580 2 " 327 NOTES ON GRADE 3 Not Submitted for Adoption as Part of the Standard Specifications The following positions are among those appraised by the Bureau of Standards in this grade on the basis of duties performed by present incumbents : Senior Bookkeepei: in charge of the bookkeeping division of the Finance Department. Acting Chief Bookkeeper in the Department of Street Cleaning. Positions as chiefs of the largest bookkeeping divisions where accounting knowledge and experience is required will be found in grades 3 and 4 of the Accountant group of the Professional Service. 328 CASHIER GROUP SYMBOL (CR) The term Cashier Group is applied to those offices or employments of the Clerical Service in which incumbents are required to collect, receive, or disburse money and to per- form clerical work directly incident thereto, or to administer offices whose principal function is the collection or disbursemeint of money. GRADE 1 (C R 1) TITLES OF POSITIONS- CASHIER DUTIES— The duties of incumbents of these positions are to collect, receive, or disburse and to account for moneys due to or from the city, and to perform other assigned clerical work. QUALIFICATIONS— 1. The minimum qualifications prescribed for Grade 2 of the Clerk Group. 2. If appointed by promotion, not less than three years of experience in Grade 2 of the Clerk Group, or if appointed as the result of an open competitive examina- tion, experience in work of the character and standard of Grade 2. 3. Such additional qualifications as may be required by the Municipal Civil Service Commission. COMPENSATION— Range of annual compensation — $1320 to $1800 inclusive. Salary rates— $1320, $1440, $1560, $1680, $1800. SPECIAL REGULATION GOVERNING COMPENSATION— Persons entering this grade need not necessarily begin at the lowest rate. Fixation of the initial salary rate and advancement within this grade are conditional upon appraisal under the rules of the Board of Estimate and Apportionment, indicating that the rate requested does not exceed the value of the work to be performed. SPECIAL CONDITION GOVERNING ADVANCEMENT— The following table indicates the minimum number of years of meritorious service required at each rate before advancement to the next rate. See also page 28. $1320 1 year 1440 1 " 1S60 2 years 1680 2 " 329 NOTES ON GRADE 1 Not Submitted for Adoption as Part of the Standard Specifications The following positions are among those appraised by the Bureau of Standards in this grade on the basis of duties performed by present incumbents : Cashier in the office of the Receiver of Taxes. Cashier in the Water Register's Office, Queens. 330 GRADE 3 (CR2) TITLES OF POSITIONS- SENIOR CASHIER DUTIES— The duties of incumbents of these positions are to collect, receive, or disburse and to account for moneys amounting to large sums in the aggregate in positions involving complete independent responsibility. QUALIFICATIONS— 1. The minimum qualifications prescribed for Grade 1. 2. If appointed by promotion, not less than two years of experience in Grade 1, or if appointed as the result of an open competitive examination, experience in work of the character and standard of Grade 1. 3. Such additional qualifications as may be required by the Municipal Civil Service Commission. COMPENSATION— Range of annual compensation — $1980 to $2160 inclusive. Salary rates— $1980, $2160. SPECIAL REGULATION GOVERNING COMPENSATION— Persons entering this grade need not necessarily begin at the lowest rate. Fixation of the initial salary rate and advancement within this grade are conditional upon appraisal under the rules of the Board of Estimate and Apportionment, indicating that the rate requested does not exceed the value of the work to be performed. 331 NOTES ON GRADE 2 Not Submitted for Adoption as Part of the Standard Specifications The following positions are among those appraised by the Bureau of Standards in this grade on the basis of duties performed by present incumbents: Deputy City Paymaster in the Department of Finance. Cashier in the Water Register's Office, Manhattan. Senior Cashier in the ofFice of the Receiver of Taxes. 332 GRADE 3 (C R 3) TITLES OF POSITIONS- ASSISTANT RECEIVER OF REVENUE DUTIES— The duties of incumbents of these positions are to exercise administrative control over the major divisions of the largest revenue receiving bureaus or offices, or over small revenue receiving bureaus or offices. QUALIFICATIONS— 1. The minimum qualifications prescribed for Grade 2. 2. If appointed by promotion, not less than two years of experience in Grade 2, or if appointed as the result of an open competitive examination, experience in work of the character and standard of Grade 2. 3. Such additional qualifications as may be required by the Municipal Civil Service Commission. COMPENSATION— Range of annual compensation — $2340 to $4140 inclusive. Salary rates— $2340, $2580, $2820, $30^0, $3300, $3540, $3840, $4140. SPECIAL REGULATION GOVERNING COMPENSATION— Persons entering this grade need not necessarily begin at the lovirest rate. Fixation of the initial salary rate and advancement within this grade are conditional upon appraisal under the rules of the Board of Estimate and Apportionment, indicating that the rate requested does not exceed the value of the work to be performed. 333 NOTES ON GRADE 3 Not Submitted for Adoption as Part of the Standard Specifications The following positions are among those appraised by the Bureau of Standards in this grade on the basis of duties performed by present incumbents: Acting Chief Cashier in the office of the Receiver of Taxes. TITLES OF POSITIONS— The present titles of positions in this grade, as provided in the Charter, are Deputy Receiver of Taxes, Deputy Collector of Assessments and Arrears, Collector of City Revenue and Superintendent of Markets. These titles must of course continue in use for the present, pending revision of the Charter. 334 GRADE 4 (C R 4) TITLES OF POSITIONS- RECEIVER OF REVENUE CITY PAYMASTER DUTIES— The duties of incumbents of these positions are to exercise administrative control over the largest revenue receiving or disbursing bureaus or offices. Q U ALIFIC ATI ONiS— 1. The minimum qualifications prescribed for Grade 3. 2. If appointed by promotion, not less than two years of experience in Grade 3, or if appointed as the result of an open competitive examination, experience in work of the character and standard of Grade 3. 3. Such additional qualifications as may be required by the Municipal Civil Service Commission. COMPENSATION— Range of annual compensation — $4440 to $5160 inclusive. Salary rates— $4440, $4740, $5160. SPECIAL REGULATION GOVERNING COMPENSATION— Persons entering this grade need not necessarily begin at the lowest rate. Fixation of the initial salary rate and advancement within this grade are conditional upon appraisal under the rules of the Board of Estimate and Apportionment, indicating that the rate requested does not exceed the value of the work to be performed. 335 NOTES ON GRADE 4 Not Submitted for Adoption as Part of the Standard Specifications TITLES OF POSITIONS— The present titles of positions in this grade, as provided in the Charter, are Receiver of Taxes, Collector of Assessments and Arrears, City Paymaster. These titles must of course continue in use for the present, pending revision of the Charter. The position of City Paymaster should be eliminated. 336 CLERK GROUP SYMBOL (CC) The term Clerk Group is applied to those offices or employments of the Clerical Service in which incumbents are required to perform routine or specialized clerical work not included in the other groups of the Clerical Service. GRADE 1 (C C 1) TITLES OF POSITIONS- JUNIOR CLERK DUTIES— The duties of incumbents of these positions are to perform under supervision the simplest kinds of office work. Examples: Addressing. Mailing. Letter-press copying. Indexing. Ordinary filing. Keeping office in order. Running errands. Receiving visitors. Distributing mail. Operating small office telephone switchboards. QUALIFICATIONS— 1. Such qualifications as may be required by the Municipal Civil Service Cominission. COMiPENSATION— Range of annual compensation — $300 to $540 inclusive. Salary rates— $300, $360, $420, $480, $540. 337 NOTES ON GRADE 1 Not Submitted for Adoption as Part of the Standard Specifications 338 GRADE 2 A (C C 3 A)* TITLES OF POSITIONS- ASSISTANT CLERK A DUTIES— The duties of incumbents of these positions are to perform under supervision prescribed routine clerical work of minor consequence. Examples: Plain longhand copying. Keeping ordinary card indices. Receiving and distributing routine reports and applications. Making out and tabulating daily, weekly and monthly reports, simple charts and statistics. Registering and verifying extensions and additions on orders and invoices. Writing, registering and scheduling vouchers. Simple filing of correspondence, tracings, maps, reports, etc. Operating tabulating machines, adding and scheduling machines and addressographs. Performing simple or apprentice work on Hollerith or multigraph machines. Verifying time sheets and payrolls. Writing notices and permits on prepared forms. Acting as information clerk for a department in outer office. QUALIFICATIONS— 1. The minimum qualifications prescribed for Grade 1. 2. Not less than one year of experience in Grade L 3. Such additional qualifications as may be required by the Municipal Civil Service Commission. COMPENSATION— Range of annual compensation — $600 to $720 inclusive. Salary rates— $600, $660, $720. *For purposes of appraisal and appropriation, Grade 2 is divided into two parts, Grade 2 A and Grade 2 B. The unspecialized titles are Assistant Clerk A and Assistant Clerk B. For civil service purposes, this grade will be known simply as Grade 2, the unspecialized title being simply Assistant Clerk. 339 NOTES ON GRADE 2 A Not Submitted for Adoption as Part of the Standard Specifications The following positions are among those appraised by the Bureau of Standards in this grade on the basis of duties performed by present incumbents : Bill Clerks in the Bureau of Assessments and Arrears in the Department of Finance. Tickler Clerks in the Tenement House Department. 341 GRADE 2B (CC2B)* TITLES OF POSITIONS- ASSISTANT CLERK B ASSISTANT CLERK (HOLLERITH OPERATOR) ASSISTANT CLERK (MULTIGRAPH OPERATOR) DUTIES— Assistant Clerk 6: The duties of Assistant Clerks B, which may involve limited supervision, are to perform clerical work incident to preparing, compiling, entering or verifying routine office information, reports, records and forms, and to dealing with the public on routine departmental matters. Examples: Keeping important official records.' Reviewing inspectors' reports. Copying and compiling cost account records under supervision. Calculating and scheduling penalties and arrears. Filing and keeping in custody important papers and records. Selling tickets. Receiving for custody and returning property in small property divisions. Receiving and referring complaints and giving out information. Issuing permits and notices according to prescribed regulations. Making up and verifying payrolls. Filing and indexing medical records. ■' Searching wills and corporation records. Indexing mortgages and other legal documents. Comparing and certifying genuineness of signatures on legal papers. Explaining building plans to applicants. Receiving applications and issuing certificates for commissioners of deeds. Keeping cost record of mechanics' work. Assistant Clerk (Hollerith Operator): The specialized duties of Assistant Clerks (Hollerith Operator) are to operate complicated Hollerith systems in the performance of work requiring great expert- ness in punching, sorting, tabulating and checking, and involving considerable responsible clerical work. Assistant Clerk (Multigraph Operator) : The specialized duties of Assistant Clerks (Multigraph Operator) are to operate multigraph machines in the performance of work requiring great expert- ness and involving considerable responsible clerical work. QUALIFICATIONS— Assistant Clerk B: 1. Not less than one year of experience in Grade 2 A. Assistant Clerk (Hollerith Operator), Assistant Clerk (Multigraph Operator) s 1. Such qualifications as may be required by the Municipal Civil Service Com- mission. *For purposes of appraisal and appropriation, Grade 2 is divided into two parts, Grade 2 A and Grade 2 B. The unspecialized titles are Assistant Clerk A and Assistant Clerk B. For civil service purposes, this grade will be known simply as Grade 2, the unspecialized title being simply Assistant Clerk. 342 COMPENSATION— Assistant Clerk B: Range of annual compensation — $840 to $1200 inclusive. Salary rates— $840, $960, $1080, $1200. Assistant Clerk (Hollerith Operator), Assistant Clerk (Multigraph Operator): Range of annual compensation — $720 to $960 inclusive. Salary rates— $720, $840, $960. SPECIAL REGULATION GOVERNING COMPENSATION— • Beginning with the lowest rate, advancement within this grade is conditional upon appraisal under the rules of the Board of Estimate and Apportionment, indi- cating that the rate requested does not exceed the value of the work to be performed. 343 NOTES ON GRADE 2 B Not Submitted for Adoption as Part of the Standard Specifications The following positions are among those appraised by the Bureau of Standards in this grade on the basis of duties performed by present incumbents: Window Clerks in the Department of Licenses. Correspondence Clerks in the Tenement House Department. 345 GRADE 3 (C C 3) TITLES OF POSITIONS- CLERK CLERK (BERTILLON) CLERK (FINGER PRINT) CLERK (COMPUTER) DUTIES— Clerk: The duties of Clerks, which may include taking Charge of the clerical force in divisions and in minor departments, are to exercise continuing judgment and respon- sibility either in independent work or in the supervision of other employes. Examples: • Preparing specifications, requisitions, orders of advice of awards. Acting as contract clerk in the largest departments. Receiving and finally disposing of routine complaints. Summarizing reports. Making difficult computations of financial or cost statistics, estimates, etc. Collecting and computing important data for budget estimates. Supervising employes charged with renovations, disinfections, inventories, stores and expense accounting. Issuing and keeping record of electric sign licenses. Sealing and keeping record of corporate stock, etc. Preparing contracts according to prescribed specifications. Supervising a division in the ' searching of deeds, mortgages, and tax records.* Installing, revising and supervising other employes in the current adminis- tration of complex filing systems. Collecting rentals at city markets. Taking charge of a large stenographic bureau. Clerk (Bertillon): The specialized duties of Clerks (Bertillon) are to take and develop photographs of prisoners, to take, record and file Bertillon measurements, and to identify prison- ers from measurements and photographs on file. Clerk (Finger Print): The specialized duties of Clerks (Finger Print) are to take, classify and identify finger prints. Clerk (Computer): The specialized duties of Clerks (Computer) are to make computations incident to the fixing of awards and assessments for benefit in park and street opening proceedings or incident to the fixing of assessments for highway and sewer work and other public improvements. * See also the Title Examiner Group of the Sub-professional Service. 346 QUALIFICATIONS— Clerk, Clerk (Bertillon), Clerk (Finger Print): 1. The minimum qualifications prescribed for Grade 2. 2. If appointed by promotion, not less than three years of experience in Grade 2, or if appointed as the result of an open competitive examination to the position of Clerk (Bertillon) or Clerk (Finger Print), such experience as may be required by the Municipal Civil Service Commission. 3. Such additional qualifications as may be required by the Municipal Civil Service Commission. Clerk (Computer) : 1. Experience in sub-professional engineering work, such as work, in Grade 1 of the Instrumentman or Draftsman Group, or in clerical work involving the use of mathematics, or in other work recogni?ed by the Municipal Civil Service Com- mission as qualifying. 2. Such additional qualifications as may be required by the Municipal Civil Service Commission. COMPENSATION— Clerk, Clerk (Bertillon), Clerk (Finger Print): Range of annual compensation — $1320 to $1800 inclusive. Salary rates— $1320, $1440, $1560, $1680, $1800. Clerk (Computer) : Range of annual compensation — $1200 to $1800 inclusive. Salary rates— $1200, $1320, $1440, $1560, $1680, $1800. SPECIAL REGULATION GOVERNING COMPENSATION— Beginning with the lowest rate, advancement within this grade is conditional upon appraisal under the rules of the Board of Estimate and Apportionment, indi- cating that the rate requested does not exceed the value of the work to be performed. SPECIAL CONDITION GOVERNING ADVANCEMENT— The following table indicates the minimum number of years of meritorious service required at each rate before advancement to the next rate; See also page 28. Clerk, Clerks (Bertillon), Clerks (Finger Print): $1320 1 year 1440 1 " 1560 2 years \ 1680 2 " Clerk (Computer) : $1200 1 year 1320 1 " 1440 1 " 1560 2 years 1680 2 " 347 NOTES ON GRADE 3 Not Submitted for Adoption as Part of the Standard Specifications The following positions are among those appraised by the Bureau of Standards in this grade on the basis of duties performed by present incumbents: Clerk in charge of the central property division of the Police Department. Acting Chief Clerk in the Commissioner of Accounts office. Computer of Assessments in the Law Department or in the Board of Assessors. 348 GRADE 4: (C C 4) TITLES OF POSITIONS- SENIOR CLERK SENIOR CLERK (FINGER PRINT) SENIOR CLERK (COMPUTER) DUTIES— Senior Clerk: The duties of Senior Clerks, which require a high degree of clerical knowledge and administrative ability, are to assume complete responsibility for the clerical work of entire bureaus or departments other than those mentioned in Grades 3 and 5. Senior Clerk (Finger Print) : The specialized duties of Senior Clerks (Finger Print), which require a high degree of technical knowledge and ability, are to supervise the routine work of taking, classifying and identifying finger prints, and to perform exceptionally diifi- cult finger print work requiring special skill.'- Senior Clerk (Computer): The specialized duties of Senior Clerks (Computer) are to supervise the work of Clerks (Computer) in Grade 3 or perform independently and be responsible for the accuracy of all the most important calculations made in connection with fixing awards and assessments incident to condemnation proceedings. QUALIFICATIONS— Senior Clerk, Senior Clerk (Finger Print) : 1. The minimum qualifications prescribed for Grade 3. 2. If appointed by promotion, not less than two years of experience in Grade 3, or if appointed as the result of an open competitive examination to the position of Senior Clerk (Finger Print), such experience as may be required by the Municipal Civil Service Commission. 3. Such additional qualifications as may be required by the Municipal Civil Service Commission. Senior Clerk (Computer): 1. The minimum qualifications prescribed for Clerk (Computer) in Grade 3. 2. If appointed by promotion, not less than two years of experience as Qerk (Computer) in Grade 3, or if appointed as the result of an open competitive examination, experience in work of the character and standard of Clerk (Computer) in. Grade 3. 3. Such additional qualifications as may be required by the Municipal Civil Service Commission. COMPENSATION— Senior Clerk, Senior Clerk (Finger Print): Range of annual compensation — $1980 to $2580 inclusive., Salary rates— $1980, $2160, $2340, $2580. Senior Clerk (Computer): Range of annual compensation — $1980 to $2340 inclusive. Salary rates— $1980, $2160, $2340. SPECIAL REGULATION GOVERNING COMPENSATION— Beginning with the lowest rate, advancement within this grade is conditional upon appraisal under the rules of the Board of Estimate and Apportionment, indi- cating that the rate requested does not exceed the value of the work to be performed SPECIAL CONDITION GOVERNING ADVANCEMENT— The following table indicates the minimum number of years of meritorious service required at each rate before advancement to the next rate. See also page 28. $1980 1 year 2160 2 years 2340 2 " •/ 349 NOTES ON GRADE 4 Not Submitted for Adoption as Part of the Standard Specifications The following positions are among those appraised by the Bureau of Standards in this grade on the basis of duties performed by present incumbents : Chief Clerk in the City Paymaster's office. Senior Assessment Clerk in the Board of Assessors. 350 GRADE 5 (CCS) TITLES OF POSITIONS- CHIEF CLERK RECORDING SECRETARY DUTIES— The duties of incumbents of these positions, which require the highest degree of clerical knowledge, administrative ability and experience, are to assume complete responsibility for the clerical work of departments composed of a number of impor- tant clerical units under the direction of clerks in Grades 3 and 4, or to perform independently the most difficult and responsible technical clerical work. QUALIFICATIONS— 1. The minimum qualifications prescribed for Grade 4. 2. If appointed by promotion, not less than two years of experience in Grade 4, or if appointed as the result of an open competitive examination, such experience as may be required by the Municipal Civil Service Commission. 3. Such additional qualifications as may be required by the Municipal Civil Service Commission. COMPENSATION— Range of annual compensation — $2820 to $3540 inclusive. Salary rates— $2820, $3060, $3300, $3540. SPECIAL REGULATION GOVERNING COMPENSATION— Beginning with the lowest rate, advancement within this grade is conditional upon appraisal under the rules of the Board of Estimate and Apportionment, indicating that the rate requested does not exceed the value of the work to be performed. 351 NOTES ON GRADE 5 Not Submitted for Adoption as Part of the Standard Specifications The following positions are among those appraised by the Bureau of Standards in this grade on the basis of duties performed by present incumbents: Chief Clerk in the Department of Health. City Warrant Clerk in the office of the City Chamberlain. Chief Clerk in the Central Payroll Division of the Department of Finance. Chief Clerk in the Stock and Bond Division of the Department of Finance. Secretary to the Board of Estimate and Apportionment. 352 COURT CLERK GROUP SYMBOL (CK) The term Court Clerk Group is applied to those offices or employments of the Clerical Service in which incumbents are required to perform in courts responsible clerical work involving a knowledge of court procedure other than minor clerical work included in Grades 1, 2, 3 and 4 of the Clerk Group. GRADE 1 (C K 1) TITLES OF POSITIONS- ASSISTANT COURT CLERK DUTIES— The duties of incumbents of these positions are to act as assistants to the clerk of a large and important part of a court, or to perform specialized clerical work requiring knowledge of court procedure under the general supervision of such clerk, or to take charge of and be responsible for the entire clerical work of smaller and less important parts of courts. QUALIFICATIONS— 1. Experience as clerk in a court or law office, or as attendant or interpreter in a court, or other experience or education recognized by the Municipal Civil Service Commission as qualifying. 2. In the case of exempt positions or positions not classified by the Municipal Civil Service Commission, evidence of ability to perform the duties of the position satisfactory to the appointing officer. 3. Such additional qualifications as may be required by the Municipal Civil Service Commission. The minimum qualifications shall consist of 1 and 3, or 2 and 3. COMPENSATION— Range of annual compensation — $1800 to $2340 inclusive. Salary rates— $1800, $1980, $2160, $2340. In addition to this compensation an annual compensation of $120 may be paid to Assistant Court Oerks who act as Interpreters in one or more foreign languages and who perform in this capacity work which would otherwise require the service of a Court Interpreter. Such additional compensation shall not be paid until the presiding judge of the court in which he is employed shall have certified to the use- fulness of such foreign language or languages in the court and until the Assistant Court Clerk shall have been examined by the Municipal Civil Service Commission and shall have received a certificate of his ability to speak and write fluently such lan- guage or languages and his ability to translate speech and writing from such lan- guage or languages into English, and vice versa. SPECIAL REGULATION GOVERNING COMPENSATION— Beginning with the lowest rate, advancement within this grade is conditional upon appraisal under the rules of the Board of Estimate and Apportionment, indicat- ing that the rate requested does not exceed the value of the work to be performed. SPECIAL CONDITION GOVERNING ADVANCEMENT— The following table indicates the minimum number of years of meritorious service required at each rate before advancement to the next rate. See also page 28. $1800 1 year 1980 2 years 2160 2 " 353 NOTES ON GRADE 1 Not Submitted for Adoption as Part of the Standard Specifications The following positions are among those appraised by the Bureau of Standards in this grade on the basis of duties performed by present incumbents : Complaint Clerk in the Magistrates' Courts. Deputy Clerk of the Court of Special Sessions and the Children's Court. Assistant Clerk in the City Court. Clerk in the Court of Special Sessions, the Children's Court and the Magistrate's Court in the Boroughs of The Bronx, Queens and Richmond. Clerk in the Municipal Court in outlying districts where the volume of work is small. The majority of the Assistant Court Clerks in the Municipal Courts are appraised in Grades 3 and 4 of the Qerk Group of the Clerical Service. Only a limited number are performing the duties of Assistant Court Clerk. 3S4 GRADE 2 (C K 2) TITLES OF POSITIONS- COURT CLERK DUTIES— The duties of incumbents of these positions are to take charge of and be responsible to the justices and to the Chief Clerk for the clerical work in a large and important part of a court. QUALIFICATIONS— 1. The minimum qualifications prescribed for Grade 1. - 2. If appointed by promotion, not less than two years of experience in Grade 1, or if appointed as the result of an open competitive examination, experience in work of the character and standard of Grade 1. 3. In the case of exempt positions or positions not classified by the Municipal Civil Service Commission, evidence of ability to perform the duties of the position satisfactory to the appointing offider. 4. Such additional qualifications as may be required by the Municipal Civil Service Commission. The minimum qualifications shall consist of 1, 2 and 4, or 3 and 4. COMPENSATION— Range of annual compensation — $2340 to $3300 inclusive. Salary rates— $2340, $2580, $2820, $3060, $3300. In addition to this compensation an annual compensation of $120 may be paid to Court Clerks who act as Interpreters in one or more foreign languages and who perform in this capacity work which would otherwise require the service of a Court Interpreter. Such additional compensation shall not be paid until the presiding judge of the court in which he is employed shall have certified to the usefulness of such foreign language or languages in the court and until the Court Clerk shall have been examined by the Municipal Civil Service Commission and shall have received a certificate of his ability to speak and write fluently such language or languages, and his ability to translate speech and writing from such language or languages into English, and vice versa. SPECIAL REGULATION GOVERNING COMPENSATION— Beginning with the lowest rate, advancement within this grade is conditional upon appraisal under the rules of the Board of Estimate and Apportionment, indicat- ing that the rate requested does not exceed the value of the work to be performed. 355 NOTES ON GRADE 2 Not Submitted for Adoption as Part of the Standard Specifications The following positions are among those appraised by the Bureau of Standards in this grade on the basis of duties performed by present incumbents : Clerk of the Court in the Magistrates' Courts, Court of Special Sessions, Municipal Court and Children's Court. 356 GRADE 3 (CK3) TITLES OF POSITIONS- DEPUTY CHIEF COURT CLERK DUTIES— The duties of incumbents of this position are to act as deputy atid assistant to the Chief Court Clerk. QUALIFICATIONS— 1. The minimum qualifications prescribed for Grade 2. . - 2. If appointed by promotion, not less than two years of experience in Grade 2, or if appointed as the result of an open competitive examination, experience in work of the character and standard of Grade Z. 3. In the case of exempt positions or positions not classified by the Municipal Civil Service Commission, evidence of ability to perform the duties of the position satisfactory to the appointing officer. 4. Such additional qualifications as may be required by the Municipal Civil Service Commission. The minimum qualifications shall consist of 1, 2 and 4, or 3 and 4. COMPENSATION— Deputy Chief Court Clerk in Magistrates' Court: Range of annual compensation — $3540 to $4140 inclusive. Salary rates— $3540, $3840, $4140. Deputy Chief Court Clerk in the Children's Court: Range of annual compensation — $3540 to $3840 inclusive. Salary rates— $3540, $3840. 357 NOTES ON GRADE 3 Not Submitted for Adoption as Part of the Standard Specifications The following positions are among those appraised by the Bureau of Standards in this grade on the basis of duties performed by present incumbents : Deputy Chief Court Clerk in the Brooklyn, Queens and Richmond parts of the Magistrates' Courts and in the Children's Court. 358 GRADE 4 (C K 4) TITLES OF POSITIONS- CHIEF COURT CLERK DUTIES— The duties of incumbents of these positions are to take charge of and be responsible for all clerical work, including the supervision of employes, in an entire court, and to act as intermediary on all clerical matters between the judges and the employes of the court. QUALIFICATIONS— Chief Court Clerk in the Magistrates' Courts and the Children's Court: 1. The minimum qualifications prescribed for Grade 3. 2. If appointed by promotion, not less than one year of experience in Grade 3, or if appointed as the result of an open competitive examination, experience in work of the character and standard of Grade 3. 3. In the case of exempt positions or positions not classified by the Municipal Civil Service Commission, evidence of ability to perform the duties of the position satisfactory to the appointing officer. 4. Such additional qualifications as. may be required by the Municipal Civil Service Commission. The minimum qualifications shall consist of 1, 2 and 4, or 3 and 4. Chief Court Clerk in the Court of Special Sessions, the Municipal Court and City Court: 1. The minimum qualifications prescribed for Grade 2. 2. If appointed by promotion, not less than three years of experience in Grade 2 or, if appointed as the result of an open competitive examination, experience in work of the character and standard of Grade 2. 3. In the case of exempt positions or positions not classified by the Municipal Civil Service Commission, evidence of ability to perform the duties of the position satisfactory to the appointing officer. 4. Such additional qualifications as may be required by the Municipal Civil Service Commission. The minimum qualifications shall consist of 1, 2 and 4, or 3 and 4. COMPENSATION— Range of annual compensation — $4140 to $5160 inclusive. Salary rates— $4140, $4440, $4740, $5160. SPECIAL REGULATION GOVERNING COMPENSATION— Persons entering this grade need not necessarily begin at the lowest rate. Fixa- tion of the initial salary rate and advancement within this grade are conditional upon appraisal under the rules of the Board of Estimate and Apportionment, indi- cating that the rate requested does not exceed the value of the work to be performed. 359 NOTES ON GRADE 4 Not Submitted for Adoption as Part of the Standard Specifications The following positions are among those appraised by the Bureau of Standards in this grade on the basis of duties performed by present incumbents : Chief Court Clerk in the Magistrates' Court, Court of Special Sessions, Children's Court and the City Court. 360 DEPARTMENTAL LIBRARIAN GROUP SYMBOL (CL) The term Departmental Librarian Group is applied to those offices or employments of the Clerical Service in which incumbents are required to classify, index and loan books, documents, periodicals, maps, plans or other library material used by a department or bureau, and to perform such other library services as may be required by the department or bureau. GRADE 1 (CLl) TITLES OF POSITIONS- DEPARTMENTAL LIBRARIAN DUTIES— The duties of incumbents of these positions, which require a technical knowl- edge of the activities and terminology of a department or bureau, are to classify, index and loan books, documents, periodicals, reprints and clippings, or to file and catalog maps, computation sheets, photographs, public service plans, blue prints, or other materials required by the department or bureau, and to perform such other general library services as may be assigned. QUALIFICATIONS— 1. Such training as is evidenced by a certificate granted on the completion of a standard course of library training, not less than one year in lengrth, or other training or experience recognized by the Municipal Civil Service Commission as qualifyiiig. 2. Such additional qualifications as may be required by the Municipal Civil Service Commission. COMPENSATION— Range of annual compensation — $900 to $1500 inclusive. Salary rates— $900, $1020, $1140, $1260, $1380, $1500. SPECIAL REGULATION GOVERNING COMPENSATION— Persons entering this grade need not necessarily begin at the lowest rate. Fixation of the initial salary rate and advancement within this grade are conditional upon appraisal under the rules of the Board of Estimate and Apportionment, indicating that the rate requested does not exceed the value of the work to be performed. SPECIAL CONDITION GOVERNING ADVANCEMENT— The following table indicates the minimum number of years of meritorious service required at each rate before advancement to the next rate. See also page 28. $900 1 year 1020 1 " 1140 1 " 1260 2 years 1380 2 " 361 NOTES ON GRADE 1 Not Submitted for Adoption as Part of the Standard Specifications The following positions are among those appraised by the Bureau of Standards in this grade on the basis of duties performed by present incumbents : Librarian in the Research Laboratory of the Department of Health. Librarian in the Bureau of Design and Survey, Office of the President of the Bor- ough of Manhattan. 362 GRADE 3 (C L 3) TITLES OF POSITIONS- LAW LIBRARIAN COURT LIBRARIAN ' DUTIES— Law Librarian: The duties of the Law Librarian, which require familiarity with legal procedure, are to select for purchase books required by the Law Department, to prepare cases and points for binding, to index and digest judicial decisions, to annotate reports and statutes and to perform such other related duties as may be assigned. Court Librarian: The duties of Court Librarians, which require a considerable amount of legal knowledge, are to brief propositions of law, to maintain a system of annotations and card indices devised to show all details of library text and reports, the existing condition of all statutes and ordinances, and the titles, history and subject matter of all current cases, to advise as to additions to the library, and to perform such other related duties as may be required by the justices of the court. QUALIFICATIONS— 1. The minimum qualifications prescribed for Grade 1. 2. Experience as librarian in a law library of recognized standing, or other training or experience recognized by the Municipal Civil Service Commission as qualifying. 3. Such additional qualifications as may be required by the Municipal Civil Service Commission. COMPENSATION— Range of annual compensation — ^$1800 to $2820 inclusive. Salary rates— $1800, $1980, $2160, $2340, $2580, $2820. SPECIAL REGULATION GOVERNING COMPENSATION— Persons entering this grade need not necessarily begin at the lowest rate. Fixation of the initial salary rate and advancement within this grade are conditional upon appraisal under the rules of the Board of Estimate and Apportionment, indicating that the rate requested does not exceed the value of the work to be performed. SPECIAL CONDITION GOVERNING ADVANCEMENT— The following table indicates the minimum number of years of meritorious service required at each rate before advancement to the next rate. See also page 28. $1800 1 year 1980 2 years 2160 2 " 2340 2 " 2580 2 " 363 NOTES ON GRADE 2 Not Submitted for Adoption as Part of the Standard Specifications The following positions are among those appraised by the Bureau of Standards in this grade on the basis of duties performed by present incumbents: Librarian in the Law Department. Librarian in the City Court of the City of New York. 365 INTERPRETER GROUP SYMBOL (CI) The term Interpreter Group is applied to those offices or employments of the Clerical Service in which incumbents are required to write and speak English and one or more foreign languages fluently and to translate with clearness and accuracy speech and writing in those foreign languages into English and vice versa. GRADE 1 (C 1 1) TITLES OF POSITIONS- INTERPRETER COURT INTERPRETER DUTIES— The duties of incumbents of these positions, which are performed in connection with the official routine work of hospitals, courts or other city departments, are to converse and write fluently in foreign languages and to translate with clearness and accuracy speech and writing in these languages into English and vice versa. QUALIFICATIONS— 1. Such qualifications as may be required by the Municipal Civil Service Com- mission. COMPENSATION— Interpreter : Range of annual compensation — $1080 to $1260 inclusive. Salary rates— $1080, $1140, $1200, $1260. Court Interpreter in City Magistrates' Courts, Municipal Courts or Court of Special Sessions: Range of annual compensation — ^$1380 to $2100 inclusive. Salary rates— $1380, $1500, $1620, $1740, $1920, $2100. Court Interpreter in City Court: Range of annual compensation — $1500 to $2280 inclusive. Salary rates— $1500, $1620, $1740, $1920, $2100, $2280. In addition to this compensation an annual compensation of $120 may be paid to interpreters for each useful foreign language acquired, not exceeding two. A dialect of any language in which a candidate is qualified shall not be considered as an additional foreign language. Such additional compensation shall not be paid to any candidate until the head of the department in which he is employed shall have certified to the usefulness of such foreign language or languages in the depart- ment, and until the interpreter shall have been examined by the Municipal Civil Service Commission and shall have received a certificate of his ability to spe^k and write fluently such language or languages and his ability to translate speech and writing in such language or languages into English and vice versa. SPECIAL REGULATION GOVERNING COMPENSATION— Court Interpreter: Beginning with the lowest rate, advancement within this grade is conditional upon appraisal under the rules of the Board of Estimate and Apportionment, indicat- ing that the rate requested does not exceed the value of the work to be performed. 366- SPECIAL CONDITION GOVERNING ADVANCEMENT— The following table indicates the minimum number of years of meritorious service required at each rate before advancement to the next grade. See also page 28. Interpreter : $1080 1 year 1140 1 " 1200 2 years Court Interpreter in City Magistrates' Courts, Municipal Courts or Court o6 Special Sessions: $1380 1 year ISOO , 1 " 1620 1 " 1740 2 years 1920 2 " Court Interpreter in City Court: $1500 1 year 1620 1 " 1740 1 " 1920 2 years 2100 2 " 367 NOTES ON GRADE 1 Not Submitted for Adoption as Part of the Standard Specifications The following positions are among those appraised by the Bureau of Standards in this grade on the' basis of duties performed by present incumbents: Interpreter in Bellevue Hospital. Interpreter in the Bureau of Marriage Licenses in the City Clerk's office. Interpreter in the Department of Licenses. Interpreter in the City Magistrates' Courts, Municipal Courts or Court of Special Sessions. QUALIFICATIONS— It is .recommended that the Municipal Civil Service Commission hold a combined exami- nation for the positions of Interpreter and Court Interpreter in this grade. The first part of the examination should consist of questions of less difficulty pertaining ,to general work as an Interpreter, while the second part should comprise questions of greater difficulty pertaining to the duties of Court Interpreter. Candidates desiring appointment to positions outside of the courts should be required to take only the first part of the examination, but candidates desiring appointments to positions as Court Interpreter should take both parts of the examination. As a result of this examination, two lists would be promulgated, one for Interpreter and one for Court Interpreter. 368 MESSENGER GROUP SYMBOL (CM) The term Messenger Group is applied to those offices or employments of the Clerical Service in which incumbents are required to serve legal notices, to receive and deliver papers, messages and valuable documents, to deposit moneys, to wait upon high city officials, and to receive and direct visitors to various bureaus or, offices. GRADE 1 (CMl) TITLES OF POSITIONS— MESSiENGER* PROCESS SERVER DUTIES— Messenger: The duties of Messengers, which require responsibility, trustworthiness and tact, are to receive and deliver moneys, valuable documents, papers and confi- dential messages for city departments and city officials, to meet and direct visitors to various bureaus or offices, and to perform such incidental clerical work as may be assigned by a superior.* Process Server: The duties of Process Servers, which require the highest degree of responsi- bility, trustworthiness and tact and a knowledge of the law as to the service of papers, are to serve legal papers and to perform such incidental clerical work as may be assigned by a superior. QUALIFICATIONS— Messenger: 1. If appointed by promotion, not less than two years of experience in Grade 2 of the Clerk Group of the Clerical Service, or three years of experience in positions in the Labor Class, or if appointed as the result of an open competitive examination, such experience as may be required by the Municipal Civil Service Commission. 2. Such additional qualifications as may be required by the Municipal Civil Service Commission. Process Server: 1. Experience in a law office or other experience recognized by the Municipal Civil Service Commission as qualifying. 2. Such additional qualifications as may be required by the Municipal Civil Service Commission. COMPENSATION— Range of annual compensation — $840 to $1200 inclusive. Salary rates— $840, $900, $960, $1020, $1080, $1140, $1200. Persons temporarily employed as Process Servers shall be paid $1.15 for each paper actually served. An additional sum not to exceed $300 may be paid for service as Messenger to members of the Board of Estimate and Apportionment. SPECIAL REGULATION GOVERNING COMPENSATION— Beginning with the lowest rate, advancement within this grade is conditional upon appraisal under the rules of the Board of Estimate and Apportionment, indicat- ing that the rate requested does not exceed the value of the work to be performed. * These positions may also be filled by superannuated employes, such as Assist- ant Foremen, Caretakers, Clerks, or Inspectors, if their work has fitted them to be Messengers and if they are capable of rendering service in these positions. '369 NOTES ON GRADE 1 Not Submitted for Adoption as Part of the Standard Specifications TITLES OF POSITIONS— The title of Attendant to members of the Board of Estimate and Apportionment is replaced in the standard specifications by the title Messenger. The titles . of Play- ground Attendant, Gymnasium Attendant and Attendant other than Messenger Attendants are replaced by the titles Recreation Instructor, Recreation Instructor (Athletics) and Caretaker respectively. 370 PRIVATE SECRETARY GROUP SYMBOL (C P) The term Private Secretary Group is applied to those offices or employments of the Clerical Service in which incumbents are required to act as personal assistants to executive, or administrative officials and as intermediaries between such officials and the public* GRADE 1 (C P 1) TITLES OF POSITIONS- PRIVATE SECRETARY DUTIES— The duties of incumbents of these positions are to act as secretaries to heads of bureaus, less important commissions, or small departments, or to deputy com- missioners in any department, and as intermediaries between them and the public, which duties involve the meeting and interviewing of visitors, the making of special investigations relating to departmental matters, and the performance of other services which relieve superiors of the details of office work. COMPENSATION— ■ Range of annual compensation — $1800 to $2160 inclusive. Salary rates— $1800, $1980, $2160. SPECIAL REGULATION GOVERNING COMPENSATION— ~^ Persons entering this grade need not necessarily begin at the lowest rate. Fix- ation of the initial salary rate and advancement within this grade are conditional upon appraisal under the rules of the Board of Estimate and. Apportionment, indi- cating that the rate requested does not exceed the value of the work to be performed. * No exempt position as Private Secretary shall be created where the work can be performed equally well and satisfactorily by a Stenographer in Grade 2 or a Senior Stenographer in Grade 3 of the Stenographer Group. 371 NOTES ON GRADE 1 Not Submitted for Adoption as Part of the Standard Specifications TITLES OF POSITIONS— Positions as Executive Secretaries of departments, boards, etc., will be found in the Executive Secretary Group of the Executive Service. The following positions are among those appraised by the Bureau of Standards in this grade on the basis of duties performed by present incumbents : Secretaries to the Deputy Police Commissioners. Secretary to the City Chamberlain. Secretary to the Superintendent of Buildings in the Borough of Queens or the Borough of Richmond. 372 GRADE 2 (CP3) TITLES OF POSITIONS- SENIOR PRIVATE SECRETARY DUTIES— The duties of incumbents of these positions are to act as secretaries to heads of large city departments or commissions, and as intermediaries between them and the public, which duties involve the meeting and interviewing of visitors, the making of special investigations relating to departmental matters, and the performance of other services which relieve superiors of the details of office work. COMPENSATION— Range of annual compensation — $2340 to $3540 inclusive. Salary rates— $2340, $2580, $2820, $3060, $3300, $3540. SPECIAL REGULATION GOVERNING COMPENSATION— Persons entering this grade need not necessarily begin at the lowest rate. Fixation of the initial salary rate and advancement within this grade are conditional upon appraisal under the rules of the Board of Estimate and Apportionment, indi- cating that the rate requested . does not exceed the value of the work to be per- formed. 373 NOTES ON GRADE 2 Not Submitted for Adoption as Part of the Standard Specifications The following positions are among those appraised by the Bureau of Standards in this grade on the basis of duties performed by present incumbents : Secretary to the Commissioner of the Police Department. Secretary to the Commissioner of the Department of Docks and Ferries. Secretary to the Commissioner of the Department of Health. Secretary to the Corporation Counsel. Secretary to the Commissioners of the Departments of Public Works in the various boroughs. Secretary to the Superintendent of Buildings in the Borough of Manhattan, Brook- lyn, or The Bronx. 374 GRADE 3 (CP3) TITLES OF POSITIONS- EXECUTIVE PRIVATE SECRETARY DUTIES— The duties of incumbents of these positions are to act as secretaries to members of the Board of Estimate and Apportionment or to the Mayor, and as intermediaries between them and the public, which duties involve the meeting and interviewing of visitors, the making of special investigations, and the performance of other services which relieve superiors o£ the details of office work. COMPENSATION— Range of annual compensation — $3600 and up. SPECIAL REGULATION GOVERNING COMPENSATION— Persons entering this grade need not necessarily begin at the lowest rate. Fixation of the initial salary rate and advancement within this grade are conditional upon appraisal under the rules of the Board of Estimate and Apportionment, indi- cating that the rate requested does not exceed the value of the work to be per- formed. 37S NOTES ON GRADE 3 Not Submitted for Adoption as Part of the Standard Specifications 375 PURCHASING AGENT GROUP. SYMBOL (CA) The term Purchasing Agent Group is applied to those offices or employments of the Clerical Service in which incumbents are required to purchase supplies, materials and equip- ment in accordance with specifications, in such quantities and at such times as to meet the needs of the service and at the lowest market prices obtainable under existing conditions. GRADE 1 (C A 1) TITLES OF POSITIONS—* PURCHASING AGENT PURCHASING AGENT AND ASSISTANT SUPERVISOR (CITY RECORD) PURCHASING AGENT AND ASSISTA3JT SUPERINTENDENT OF SCHOOL SUPPLIES (DEPARTMENT OF EDUCATION) DUTIES— Purchasing Agent: The duties of Purchasing Agents are to' carry on in departments pur- chasing large quantities of supplies, material and equipment, excepting the Department of Education and Board of City Record, or in a central purchasing agency, the details of the work of obtaining, opening and examining bids; the preparation of contracts and ordering of supplies, materials and equipment under contract or in the open market; the supervision of deliveries to the extent of ascer- taining that deliveries are made promptly and within the time limits agreed upon; the examination and approval of invoices as to agreement with the requirements of orders; and the keeping of such records and files as to provide all information connected with specifications, contractors, prices, routes, methods and rates of transportation. Purchasing Agent and Assistant Supervisor (City Record) : The duties of the Purchasing Agent and Assistant Supervisor (City Record) are to assist the Chief Purchasing Agent and Supervisor (City Record) in the supervision of the preparation and publication of the' City Record and of all contracts for printing and stationery supplies for the city. Purchasing Agent and Assistant Superintendent of School Supplies (Depart- ment of Education) : The duties of the Purchasing Agent and Assistant Superintendent of School Supplies (Department of Education) are to assist the Chief Purchasing Agent and Superintendent of School SuppUes (Department of Education) in the supervision and direction of the purchasing, storage and distribution of all sup- plies, matepial and equipment for the Department of Education. QUALIFICATIONS— 1. The minimum qualifications prescribed for Grade 3 of the Clerk Group of the Clerical Service. 2. If appointed by promotion, not less than three years of experience in Grade 3 of the Clerk Group of the Clerical Service. 3. Experience as purchasing agent or assistant purchasing agent for a large concern. 4. Such additional qualifications as may be required by the Municipal Civil Service Commission. The minimum qualifications shall consist of 1, 2 and 4, or 3 and 4. COMPENSATION— Range of annual compensation— $2100 to $3960. Salary rates— $2100, $2280, $2460, $2700, $2940, $3180, $3420, •$366i()L' $3960. SPECIAL REGULATION GOVERNING COMPENSATION— ' Persons entering this grade need not necessarily begin at the lowest rate. Fixation of the initial salary rate and advancement within this grade are condi- tional upon appraisal under the rules of the Board of Estimate and Apportionment, indicating that the rate requested does not exceed the value of the work to be performed. *The assistant of a purchasing agent in this grade, if such an assistant is required, should receive the title and compensation provided for in Grade 3 of the Clerk Group of the Clerical Service. ill NOTES ON GRADE 1 Not Submitted for Adoption as Part of the Standard Specifications DUTIES— The establishment of a central purchasing agency for the City of New York will result in a considerable modification of the duties of purchasing agents in the several departments. Presumably some of the present purchasing agents will become assistants to the Director of Central Purchase as specialists on the purchase of a particular line of supplies, materials or equipment. In addition, the Director of Central Purchase will probably have on his staff municipal examiners or inspectors of purchase and supplies. The following positions are among those appraised by the Bureau of Standards in this grade on the basis of duties performed by present incumbents : Purchasing Agent in the office of the President of the Borough of Manhattan or Brooklyn. Purchasing Agent for the Department of Correction, Department of Public Charities, Bellevue and Allied Hospitals, Department of Street Cleaning, Department of Docks and Ferries or the Department of Health. Assistant to the Purchasing Agent and Supervisor of the City Record. Assistant to the Superintendent of School Supplies, Department of Education. 378 GRADE 2 (CA3) TITLES OF POSITIONS- CHIEF PURCHASING AGENT AND SUPERVISOR (CITY RECORD) CHIEF PURCHASING AGENT AND SUPERINTENDENT OF SCHOOL SUPPLIES (DEPARTMENT OF EDUCATION) DIRECTOR OF CENTRAL PURCHASE DUTIES— Chief Purchasing Agent and Supervisor (City Record): The duties of the Chief Purchasing agent and Supervisor (City Record) are to supervise the preparation and publication of the City Record and all contracts for printing and stationery supplies for the city. Chief Purchasing Agent and Superintendent of School Supplies (Department of Education) : The duties of the Chief Purchasing Agent and Superintendent of School Sup- plies (Department of Education) are to supervise and be responsible for the pur- chasing, storage and distribution of all supplies, material and equipment for the Department of Education. Director of Central Purchase: The duties of the Director of Central Purchase, which involve supervision of Purchasing Agents in Grade 1 and of other employes, and which require a high degree of executive ability and specialized knowledge regarding the purchase of supplies, are to devise, install, organize and supervise the operation of a system of central purchase of all supplies purchased by the city. QUALIFICATIONS— 1. The minimum qualifications prescribed for Grade 1. 2. If appointed by promotion, not less than three years of experience in the appropriate position in Grade 1, or if appointed as the result of an open competitive examination, experience in work of the character and standard of Grade 1. 3. Such additional qualifications as may be required by the Municipal Civil Service Commission. COMPENSATION— Chief Purchasing Agent and Supervisor (City Record) : Range of annual compensation — $4500 to $5220 inclusive. Salary rates— $4500, $4800, $5220. Chief Purchasing Agent and Superintendent of School Supplies (Department of Education) : Range of annual compensation— $6000 to $7200 inclusive. Salary rates— $6000, $6600, $7200. •' Director of Central Purchase: Range of annual compensation — $6000 and up. Salary rates— $6000, $6600, $7200.* SPECIAL REGULATION GOVERNING COMPENSATION— Persons entering this grade need not necessarily begin at the lowest rate. Fixation of the initial salary rate and advancement within this grade are conditional upon appraisal under the rules of the Board of Estimate and Apportionment, indi- cating that the rate requested does not exceed the value of the work to be per- formed. *No recommendation is made above $7200. 379 NOTES 0N GRADE 3 Not Submitted for Adoption as Part of the Standard Specifications 380 STENOGRAPHER GROUP SYMBOL (CS) The term Stenographer Group is applied to those offices or employments of the Clerical Service in which incurnbents are required to record in handwriting or on machines and to read symbolic notes of oral dictation and to typewrite these notes and such additional matter and forms as may be required. GRADE 1 (C S 1) TITLES OF POSITIONS- JUNIOR STENOGRAPHER ' JUNIOR STENOTYPIST DUTIES— The duties of incumbents of these positions are to take symbolic notes of and to. typewrite work which ordinarily does not include technical matter. Examples: Taking and transcribing routine correspondence, reports, notices and office memoranda. Writing stereotyped communications and office forms. QUALIFICATIONS— 1. Such qualifications as may be required by the Municipal Civil Service Com- mission. COMPENSATION— Women: ^ Range of annual compensation — $720 to $900 inclusive. Salary rates— $720, $780, $840, $900. Men: Range of annual compensation — $780 to $900 inclusive. Salary rates— $780. $840, $900. 381 NOTES ON GRADE 1 Not Submitted for Adoption as Part of the" Standard Specifications 382 GRADE 2 (C S 3) TITLES OF POSITIONS^ STENOGRAPHER STEN.OTYPIST DUTIES— The duties of incumbents of these positions, which may or may not involve supervision of small groups of stenographers and typists, are to perform general stenographic and typewriting work requiring ability to take and transcribe technical, scientific, legal or other matter recognized as difficult dictation, and to perform incidental clerical work. Examples : Disposing of important correspondence, reports and memoranda. Taking notes of and transcribing legal briefs, opinions, agreements and statements, engineering specifications and technical communications, reports and papers. QUALIFICATIONS— 1. The minimum qualifications prescribed for Grade 1. 2. If appointed by promotion, not less than one year of experience in Grade 1, or if appointed as the result of an open competitive examination, such qualifications as may be required by the Municipal Civil Service Commission.* 3. Such additional qualifications as may be required by the Municipal Civil Service Commission. COMPENSATION— Range of annual compensation — $960 to $1200 inclusive. Salary rates— $960, $1020, $1080, $1140, $1200. *In open competitive examinations for positions in this grade, experience will be tested by examinations of greater difficulty than those set for Grade 1. 383 NOTES ON GRADE 2 Not Submitted for Adoption as Part of the Standard Specifications 385 K GRADE 3 (CSS) TITLES OF POSITIONS- SENIOR STENOGRAPHER SENIOR STENOTYPIST DUTIES— The duties of incumbents of these positions, which require a thorough acquaint- ance with the organization and work of the department in which they occur and a high degree of stenographic skill, accuracy and dependability, are to supervise a large stenographic bureau, to act as secretary and stenographer to the highest officials, to report and transcribe testimony at important public hearings and quasi- judicial trials, or to perform other- exceptionally difficult stenographic work requir- ing peculiar skill and dependability not ordinarily found in Grade 2. Examples: Supervising the general stenographic force of a department or large bureau. Disposing of correspondence for executives. Meeting and interviewing visitors and performing other secretarial services. Reporting testimony at trials of policemen and firemen by Commissioners and Deputy Commissioners. Reporting and transcribing minutes of meetings of the Board of Estimate and Apportionment, Board of Aldermen and Board of Assessors. Reporting public hearings before various committees of the Board of Esti- mate and Apportionment, such as the Committee on Franchises, City Plan, Assessments, etc. QUALIFICATIONS— 1. The minimum qualifications prescribed for Grade 2. 2. If appointed by promotion, not less than two years of experience in Grade 2, or if appointed as the result of an open competitive examination, experience in work of the character and standard of Grade 2. 3. Such additional qualifications as may be required by the Municipal Civil Service Commission. COMPENSATION— Senior Stenographer or Senior Stenotypist supervising stenographic bureau or doing important reporting work: Range of annual compensation — $1320 to $1980 inclusive. Salary rates— $1320, $1440, $1560, $1680, $1800, $1980. Other Senior Stenographers or Senior Stenotypists : Range of annual compensation — $1320 to $1680 inclusive. Salary rates— $1320, $1440, $1560, $1680. SPECIAL REGULATION GOVERNING COMPENSATION— ■ Senior Stenographer or Senior Stenotypist supervising stenographic bureau: Persons entering this grade need not necessarily begin at the lowest rate. Fixa- tion of the initial salary rate and advancement within this grade are conditional upon appraisal under the rules of the Board of Estimate and Apportionment, indi- cating that the rate requested does not exceed the value of the work to be performed. Other Senior Stenographers or Senior Stenotypists: . Beginning with the lowest rate, advancement within this grade is conditional, upon appraisal under the rules of the Board of Estimate and Apportionment, indi- cating that the rate requested does not exceed the value of the work to be performed. 386 SPECIAL CONDITION GOVERNING ADVANCEMENT— The following table indicates the minimum number of years of meritorious service required at each rate before advancement to the next rate. See also page 28. Senior Stenographer or Senior Stenotypist supervising stenographic bureau or doing important reporting work: $1320 1 year 1440 1 " y 1560 2 years • 1680 2 1800 2 Other Senior Stenographers or Senior Stenotypists : ' • $1320 1 year 1440 2 years 1560 2 " 387 NOTES ON GRADE 3 Not Submitted for Adoption as Part of the Standard Specifications 388 GRADE 4 4.00 " " Wood Sawyer 4.00 " " Wheelwright 4.00 ♦Persons working under these titles may be paid 'the prevailing rate only when employed on the duties prescribed above. 739 NOTES ON GRADE 1 Not Submitted £or Adoption as Part of the Standard Specification. 740 GRADE 2 (TW2) TITLES OF POSITIONS- FOREMAN CARPENTER FOREMAN DOCK BUILDER FOREMAN SHIP CARPENTER DUTIES— The duties of incumbents of these positions are to supervise and be responsible for the work of employes in Grade 1 and of helpers in their own or related trades, including the planning and estimating of the cost of work, the requisition of and accounting for materials used, and the care of machinery, tools and equipment, and to perform the work of journeymen when required. QUALIFICATIONS— 1. The minimum qualifications prescribed for Grade 1. 2. If appointed by promotion, not less than three years of experience in Grade 1, or if appointed as the result of an open competitive examination, experience in work of the character and standard of Grade 1. 3. Such additional qualifications as may be required by the Municipal Civil Service Commission. COMPENSATION— Foreman Carpenter (Manhattan) : Range of annual compensation — $1560 to $1680 inclusive. Salary rates— $1560, $1680. Foreman Carpenter (Brooklyn, The Bronx, Queens) : Range of annual compensation — $1440 to $1560 inclusive. Salary rates— $1440, $1560. Foreman Carpenter (Richmond), Foreman Dock Builder, Foreman Ship Carpenter: Range of annual compensation — $1320 to $1440 inclusive. Salary rates— $1320, $1440. SPECIAL REGULATION GOVERNING COMPENSATION— Beginning with the lowest rate, advancement within this grade is conditional upon appraisal under the rules of the Board of Estimate and Apportionment, indi- cating that the rate requested does not exceed the value of the work to be per- formed. 741 NOTES ON GRADE 2 Not Submitted for Adoption as Part of the Standard Specifications 742 MISCELLANEOUS SKILLED WORKER GROUP SYMBOL (T Z) . The term Miscellaneous Skilled Worker Group is applied to those offices or employments of the Skilled Trades service in which incumbents are required to perform work in the skilled trades of an exceptional nature not included in the other groups of the Skilled Trades Service, or general work requiring knowledge of several trades. GRADE 1 (T Z 1) TITLES OF POSITIONS- GENERAL MECHANIC DUTIES— General Mechanic: The duties of General Mechanics, which may or may not involve supervision of artisans, helpers or inmates in institutions, are to perform general mechanical repair work about buildings and grounds, involving knowledge of and experience in several trades. Examples: Making power plant, plumbing, steamfitting, pairiting, locksmithing, elec- trical and other repairs. QUALIFICATIONS— General Mechanic: 1. Experience in the skilled trades and in the upkeep of buildings and grounds. 2. Such additional qualifications as may be required by the Municipal Civil Service Commission. COMPENSATION— General Mechanic: Range of annual compersation without maintenance — $1200>to $1440 inclusive. Salary rates— $1200, $1260, $1320, $1380, $1440. Range of annual compensation with maintenance — $900 to $1140 inclusive. Salary rates— $900, $960, $1020, $1080, $1140. SPECIAL REGULATION GOVERNING COMPENSATION— General Mechanic: Beginning with the lowest rate, advancement within this grade is conditional upon appraisal under the rules of the Board of Estimate and Apportionment, indi- cating that the rate requested does not exceed the value of the work to be performed. SPECIAL CONDITION GOVERNING ADVANCEMENT— The following table indicates the minimum number of years of meritorious service required at each rate before advancement to the next rate. See also page 28. $1200 $900 1 year 1260 960 1 " 1320 1020 2 years 1380 1080 2 " 743 NOTES ON GRADE 1 Not Submitted for Adoption as Part of the Standard Specifications The following positions are among those appraised by the Bureau of Standards in this grade on the basis of duties performed by present incumbents : General Mechanic in Kings County Hospital or in the hospitals of the Department of Health. 745 UNSKILLED AND MISCELLANEOUS SUPERVISORY SERVICE SYMBOL (U) The term Unskilled and Miscellaneous Supervisory Service is applied to those offices or employments the duties of whose incumbents are to perform manual work outside of institutions not requiring skill in a recognized trade, or to perform duties requiring general administrative ability in the supervision of unskilled laborers, workers in the skilled trades and mechanical and engi- neering forces engaged in maintenance work. • 746 CLEANER GROUP SYMBOL (UC) The term Cleaner Group is applied to those employments of the Unskilled and Mis- cellaneous, Supervisory Service in which incumbents are required to perform such services in the maintenance of cleanliness in public buildings as may be assigned by superiors. GRADE 1 (U C 1) TITLES OF POSITIONS- CLEANER CLEANER (WINDOWS) DUTIES— Cleaner: The duties of Cleaners are to clean, sweep, dust, scrub and polish and to perform such other services in the maintenance of cleanliness in public buildings as may be assigned by superiors. Cleaner (Windows): The duties of Qeaners (Windows) are to clean and polish windows and to per- form such other incidental work as may be assigned by superiors. QUALIFICATIONS— 1. Such qualifications as may be required by the Municipal Civil Service Commission. COMPENSATION— Cleaner : Men: Range of annual compensation for full-time service averaging not less than 7 hours a day— $672 to $840 inclusive. Salary rates— $672, $696, $720, $744, $768, $792, $816, $840. Part-time service — 30c. per hour. Women : Range of annual compensation for full-time service averaging not less than 7 hours a day — ^$600 to $768 inclusive. Salary rates— $600, $624, $648, $672, $696, $720, $744, $768. Part-time service — 2Sc. per hour. Cleaner (Windows): Range of annual compensation — $720 to $864 -inclusive. Salary rates— $720, $744, $768, $792, $816, $840, $864. 747 NOTES ON GRADE 1 Not Submitted for Adoption as Part of the Standard Specifications The following positions are among those appraised by the Bureau of Standards in this grade on the basis of duties performed by present incumbents : Cleaner in the Municipal Building. Window Cleaner in the Municipal Building. 749 HOSTLER AND DRIVER GROUP SYMBOL (UH) The term Hostler and Driver Group is applied to those employments of the Unskilled and Miscellaneous Supervisory Service in which incumbents are required to perform duties incident to the care and driving of horses and the maintenance and repair of stables and equipment, to supervise the performance of this work, or to direct and be responsible for an entire transportation system. GRADE 1 (U H 1) TITLES OF POSITIONS- STABLEMAN HOSTLER DRIVER DUTIES— Stableman: The duties of Stablemen are to clean stables and equipment and to perform such other unskilled manual work in stables as may be required. Hostler : The duties of' Hostlers are to care for, clean, feed and bed horses. Driver : The duties of Drivers are to drive and care for horses while outside of the stable. QUALIFICATIONS— 1. Such qualifications as may be required by the Municipal Civil Service Com- mission. COMPENSATION— Stableman : Range of annual compensation — $720 to $840 inclusive. Salary rates— $720, $744, $768, $792, $816, $840. Wage range per diem — $2.30 to $2.70 inclusive. Wage rates— $2.30, $2.40, $2.50, $2.60, $2.70. Hostler: Range of annual compensation— $744 to $864 inclusive. Salary rates— $744, $768, $792, $816, $840, $864. Wage range per diem — $2.40 to $2.70 inclusive. Wage rates— $2.40, $2.50, $2.60, $2.70. Driver: Range of annual compensation— $768 to $888 inclusive. Salary rates— $768, $792, $816, $840, $864, $888. Wage range per diem— $2.50 to $2.80 inclusive. Wage rates— $2.50, $2.60, $2.70, $2.80. SPECIAL CONDITION GOVERNING ADVANCEMENT— The following table indicates the minimum number of years of meritorious service required at each rate before advancement to the next rate. See also page 28. 750 Stableman : Employed at an annual rate : $720 1 year 744 1 " 768 1 " 792 2 years 816 2 " Hostler : Employed at an annual rate: $744 1 year 768 1 " .792 1 " 816 2 years 840 2 " Driver : Employed at an annual rate : $768 1 year 792 1 " 816 1 " 840 2 years 864 2 " Employed at a per diem rate: $2.30 1 year 2.40 2 years 2.S0 2 " 2.60 2 " Employed at a per diem rate: ^.40 2 years 2. SO 2 " 2.60 3 " 'Employed at a per diem rate: $2.50 2 years 2.60 2 " 2.70 3 " 751 NOTES ON GRADE 1 Not Submitted for Adoption as Part of the Standard Specifications 752 GRADE 2 (U H 3) TITLES OF POSITIONS- STABLE FOREMAN DUTIES— The duties of incumbents of these positions, which involve supervision of the work of employes in Grade 1, of laborers and other employes, are to be responsible for the maintenance and operation of a large stable or a group of small stables, including the care of horses, equipment and supplies and the keeping of necessary records. QUALIFICATIONS— 1. The minimum qualifications prescribed for Grade 1. 2. If appointed by promotion, not less than three years of experience in Grade 1, or if appointed as the result of an open competitive examination, experience in work of the character and standard of Grade 1. 3. Such additional qualifications as may be required by the Municipal Civil Service Commission. COMPENSATION— Range of annual compensation — $1080 to $1260 inclusive. Salary rates— $1080, $1140, $1200, $1260. Per diem rate — ^$4. SPECIAL REGULATION GOVERNING COMPENSATION— Persons entering this grade need not necessarily begin at the lowest rate. Fixation of the initial salary rate and advancement within this grade are conditional upon appraisal under the rules of the Board of Estimate and Apportionment,- indi- cating that the rate requested does not exceed the value of the work to be performed. SPECIAL CONDITION GOVERNING ADVANCEMENT— The following table indicates the minimum number of years of meritorious service required at each rate before advancement to the next rate. See also page 28. $1080 1 year 1140 2 years 1200 2 " 753 NOTES ON GRADE 2 Not Submitted for Adoption as Part of the Standard Specificatipns 754 GRADE 3 (U H 3) TITLES OF POSITIONS- GENERAL FOREMAN OF STABLES (CORRECTION) DUTIES— The duties of the incumbent of this position, which involve supervision of the work of employes in Grades 1 and 2, of laborers and other employes, are to direct and be responsible for the entire transportation system of the Department of Cor- rection, involving responsibility for the maintenance and operation of stables, the care of horses, equipment and supplies, the keeping of necessary records and the safe transportation of prisoners in prison vans and of department supplies and materials. QUALIFICATIONS— 1. The minimiim qualifications prescribed for Grade 2. 2. If appointed by promotion, not less than one year of experience in Grade 2, or if appointed as the result of an open competitive examination, experience in work of the character and standard of Grade 2. 3. Such additional qualifications as may be required by the Municipal Civil Service Commission. COMPENSATION— Range of annual compensation — $1380 to $1740 inclusive. Salary rates— $1380, $1500, $1620, $1740. SPECIAL CONDITION GOVERNING ADVANCEMENT— The following table indicates the minimum number of years of meritorious service required at each rate before advancement to the next rate. See also page 28. $1380 1 year 1500 2 years 1620 2 "' 755 NOTES ON GRADE 3 Not Submitted for Adoption as Part of the Standard Specifications. 756 GRADE 4t (U H 4) TITLES OF POSITIONS- SUPERINTENDENT OF STABLES (POLICE) DUTIES— The duties of the incumbent of this position, which involves supervision of em- ployes in Grades 1 and 2, and of motor drivers, mechanics, laborers and other em- ployes, are to direct and be responsible for the entire transportation system of the Police Department, including the maintenance and operation of stables, the purchas- ing and care of horses, equipment and supplies, the care of automobiles, motor- cycles and bicycles, the keeping of necessary records, the inspection of stables and investigation of complaints. QUALIFICATIONS— 1. Experience in a supervisory capacity in transportation work. 2. Such additional qualifications as may be required by the Municipal Civil Service Commission. COMPENSATION— Range of annual compensation — $2100 to $2700 inclusive. Salary rates— $2100, $2280, $2460, $2700. • SPECIAL REGULATION GOVERNING COMPENSATION— Persons entering this grade need not necessarily begin at the lowest rate. Fixation of the initial salary rate and advancement within this grade are condi- tional upon appraisal under the rules of the Board of Estimate and Apportion- ment, indicating that the rate requested does not exceed the value of the work to be performed. SPECIAL CONDITION GOVERNING ADVANCEMENT— The following table indicates the minimum number of years of meritorious service required at each rate before advancement to the next rate. See also page 28. $2100 1 year 2280 .' 2 years 2460 2 " 757 NOTES ON GRADE 4 Not Submitted for Adoption as Part of the Standard Specifications 758 JOURNEYMAN'S HELPER GROUP SYMBOL (UJ) The term Journeyman's Helper Group is applied to those offices or employments of the Unskilled and Miscellaneous Supervisory Service in which incumbents are required to render such assistance to journeymen in skilled trades and to perform such independent work in the trades as may properly be performed by helpers. GRADE 1 (U J 1) TITLES OF POSITIONS- BLACKSMITH'S HELPER ELECTRICIAN'S HELPER ELEVATOR MECHANIC'S HELPER MACHINIST'S HELPER MARBLE-SETTER'S HELPER MASON'S HELPER MECHANIC'S HELPER PLUMBER'S HELPER STEAMFITTER'S HELPER DUTIES— The duties of incumbents of these positions are to assist journeymen in their respective trades and to perform such independent work in the trade as may properly be performed by helpers. QUALIFICATIONS— 1. Such qualifications as may be required by the Municipal Civil Service Commission. COMPENSATION— Range of per diem compensation — $2.80 to $3 inclusive. Wage rates— $2.80, $2.90, $3. SPECIAL REGULATION GOVERNING COMPENSATION— Persons entering this grade need not necessarily begin at the lowest rate. Fixation of the initial salary rate and advancement within this grade are conditional upon appraisal under the rules of the Board of Estimate and Apportionment, indi- cating that the rate requested does not exceed the value of the work to be performed. 759 NOTES ON GRADE 1 Not Submitted for Adoption as Part of the Standard Specifications No provision is made in these specifications for apprentices, on the theory that no apprentices are required in the city service and that the city departments are not equipped as training schools for apprentices. 761 LABORER GROUP SYMBOL (UL) The term Laborer Group is applied to those offices or employments of the Unskilled and Miscellaneous Supervisory Service in which incumbents are required to perform manual work requiring little skill or training and for which physical strength is an essential qualifi- catiofi, or to perform duties requiring general administrative ability in the supervision of unskilled laborers, workers in the skilled trades and mechanical and engineering forces en- gaged in maintenance work. GRADE 1 (U L 1) TITLES OF POSITIONS- LABORER LABORER (MARINE SOUNDER) LABORER (COAL SAMPLER) DUTIES— Laborer : The duties of Laborers are to perform under supervision manual work in the construction or maintenance of public works or other work requiring little skill or training and for which physical strength is an essential qualification. Laborer (Marine Sounder): The duties of Laborers (Marine Sounder) are to determine, by means of rods, chains, or discs, the nature of the river bottom and the position and depth under water of wrecks, derelicts, or other obstructions, and to perform such incidental related work as may be required. Laborer (Coal Sampler) : The duties of Laborers (Coal Sampler) are to obtain samples of coal and also of cement, stone, hose and other commodities for the purpose of laboratory tests, and to keep such records and make such reports as may be required. QUALIFICATIONS— 1. Such qualifications as may be required by the Municipal Civil Service Commission. COMPENSATION— Laborers Employed in New York City on Ordinary Unskilled Manual Work: Range of annual compensation — $720 to $840 inclusive. Salary rates— $720, $744, $768, $792, $816, $840. Wage range per diem* — $2.30 to $2.70 inclusive. Wage rates— $2.30, $2.40, $2.50, $2.60, $2.70. Laborers Employed Outside of New York City on Ordinary Unskilled Manual Work: Wage range per diem* — $1.60 and up. Wage rates— $1.60, $1.70, $1.80, $1.90, $2.** Laborer (Marine Sounder), Laborer (Coal Sampler) and Other Laborers Em- ployed in New York City on Difficult Manual Work Requiring Some Skill and Dependability, Such as Cleaning Spans of Bridges or Sewers, Cutting, Mixing, Raking and Tamping Asphalt, Sawing and Placing Timber for Shoring: Range of annual compensation— $864 to $936 inclusive. Salary rates— $864, $888, $912, $936. Wage range per diem* — $2.80 to $3 inclusive. Wage rates— $2.80, $2.90, $3. ♦Advancement from rate to rate shall be granted only to Laborers having served a minimum of ISO days during the preceding year. ** No recommendation is made above $2. 762 Laborers Employed Outside of New York City on Difficult Manual Work Requiring Some Skill and Dependability: Wage range per diem* — $2 and up. Wage rates— $2, $2.10, $2.20, $2.30, $2.40.** Superannuated Laborers assigned to light laboring or watchman work.*** Annual . compensation — $600. SPECIAL REGULATION GOVERNING COMPENSATION— Laborers Employed in New York City: Beginning with the lowest rate, advancement within this grade is conditional upon appraisal under the rules of the Board of Estimate and Apportionment, indi- cating that the rate requested does not exceed the value of the work to be performed. Laborers Employed Outside of New York City: Persons entering this grade need not necessarily begin at the lowest rate. Fixation of the initial salary rate and advancement within this grade are conditional upon appraisal under the rules of the Board of Estimate and Apportionment, indi- cating that the rate requested does not exceed the value of the work to be performd. SPECIAL CONDITION GOVERNING ADVANCEMENT— The following table indicates the minimum number of years of meritorious service required at each rate before advancement to the next rate. See also page 28. Laborers Employed in New York City on Ordinary Unskilled Manual Work: Employed at an annual rate: Employed at a per diem rate: $720 1 year $2.30 1 year 744 1 " 2.40 2 years 768 1 " 2.50 2 " 792 2 years 2.60 2 " 816 2 " Laborer (Marine Sounder), Laborer (Coal Sampler) and Other Laborers Em- ployed in New York City on Difficult Manual Work Requiring Some Skill and Dependability as Indicated Above: Employed at an annual rate : . Employed at a per diem rate : $864 1 year $2.80 2 years 888 2 years 2.90 3 " 912 2 " * Advancement from rate to rate shall be granted only to Laborers having served a minimum of ISO days during the preceding year. ** No recommendation is made above $2.40. *** Superannuated Laborers who are unable to perform more arduous work and are assigned to light laboring work or watchman work of minor consequence, such as watching highway repair jobs or street openings or in sewer and highway yards at night, may receive an annual compensation of $600. 763 NOTES ON GRADE 1 Not Submitted for Adoption as Part of the Standard Specifications 764 grade's (UL2) TITLES OF POSITIONS- ASSISTANT FOREMAN DUTIES— The duties of incumbents of these positions are to assist Foremen in the super- vision of gangs of Laborers, or to supervise and assume entire responsibility for small gangs of Laborers where no Foreman is required, and to make such reports of location, time and quantity of and men and materials used on work as may be required. QUALIFICATIONS— 1. The minimum qualifications prescribed for Grade 1. 2. If appointed by promotion, not less than three years of experience in Grade 1, or if appointed as the result of an open competitive examination, experience in work of the character and standard of Grade 1. 3. Such additional qualifications as may be required by the Municipal Civil Service Commission. COMPENSATION*— Assistant Foremen Employed in New York City: Range of annual compensation — ^$900 to $1044 inclusive. Salary rates— $900, $948, $996, $1044. Per diem rate — $3.25. Assistant Foremen Employed Outside of New York City: Range of annual compensation — $780 and «up. Salary rates— $780, $828, $876, $924.t An additional compensation of $180 may be paid to Assistant Foreman employed 36S days in the year in or outside of New York City. SPECIAL REGULATION GOVERNING COMPENSATION— Assistant Foremen Employed in New York City: Beginning with the lowest rate, advancement within this grade is conditional upon appraisal under the rules of the Board of Estimate and Apportionment, indi- cating that the rate requested does not exceed the value of the work to be per- formed. Assistant Foremen Employed Outside of New York City: Persons entering this grade need not necessarily begin at the lowest rate. Fixa- tion of the initial salary rate and advancement within this grade are conditional upon appraisal under the rules of the Board of Estimate and Apportionment, indicat- ing that the rate requested does not exceed the value of the work to be- performed. SPECIAL CONDITION GOVERNING ADVANCEMENT— The following table indicates the minimum number of years of meritorious service required at each rate before advancement to the next rate. See also page 28. Assistant Foremen Employed in New York City: $900 1 year 948 1 " 996 2 years Assistant Foremen Employed Outside of New York City: $780 1 year 828 1 " 876 2 years * Appropriate deductions from salary will be made in the case of Assistant Fore- men receiving part or full maintenance. t No recommendation is made above $924. 765 NOTES ON GRADE 2 Not Submitted for Adoption as Part of the Standard Specifications The following positions are among those appraised by the Bureau of Standards in this grade on the basis of duties performed by present incumbents: Foremen in charge of small gangs or assisting foremen in charge of large gangs in the care and operation of bridges in the Department of Bridges. Foremen in charge of small monument gangs in the Bureaus of Highways in the various boroughs. 767 GRADE 3 (U L 3) TITLES OF POSITIONS- FOREMAN FOREMAN ASPHALT WORKER DUTIES— Foreman: The duties of Foremen are to supervise and be responsible for large gangs of Laborers, including other employes in the lowest grades of the Unskilled and Miscel- laneous Supervisory Service, and to make such reports of location, time and quantity of and men and materials used on work as may be required. Foreman Asphalt Worker: The duties of Foremen Asphalt Workers are to take charge of street gangs including skilled asphalt workers in asphalt repair work. QUALIFICATIONS— 1. The minimum qualifications prescribed for Grade 1 or Grade 2. 2. If appointed by promotion, not less than three years of experience in Grade 1 or one year of experience in Grade 2, or if appointed as the result of an open com- petitive examination, experience in work of the character and standard of Grade 1 or Grade 2. 3. Such additional qualifications as may be required by the Municipal Civil Service Commission. COMPENSATION*— Foremen Employed in New York City: Range of annual compensation — $1080 to $1260 inclusive. Salary rates— $1080, $1140, $1200, $1260. Per diem rate— $4. Foremen Employed Outside of New York City: Range of annual compensation — ^$960 to $1080 inclusive. Salary rates— $960, $1020, $1080. Foreman Asphalt Worker: Range of- annual compensation — $1200 to $1440 inclusive. Salary rates— $1200, $1320, $1440. SPECIAL REGULATION GOVERNING COMPENSATION— Persons entering this grade need not necessarily begin at the lowest rate. Fixa- tion of the initial salary rate and advancement within this grade are conditional upon appraisal under the rules of the Board of Estimate and Apportionment, indicat- ing that the rate requested does not exceed the value of the work to be performed. SPECIAL CONDITION GOVERNING ADVANCEMENT— The following table indicates the minimum number of years of meritorious service required at each rate before advancement to the next rate. See also page 28. Foremen Employed in New York City: $1080 1 year 1140 2 years 1200 2 " ♦Appropriate deductions from salary will be made in the case of Foremen receiving part or full maintenance. 768 Foremen Employed Outside of New York City: $960 1 year 1020 < 2 years Foremen Asphalt Worker: $1200 1 year 1320 2 years 769 NOTES ON GRADE 3 Not Submitted for Adoption as Part of the Standard Specifications The following positions are among those appraised by the Bureau of Standards in this grade on the basis of duties performed by present incumbents: Foremen in charge of repair gangs in the Bureaus of Highways in the various boroughs. 770 GRADE 4 (U L 4) TITLES OF POSITIONS- GENERAL FOREMAN GENERAL FOREMAN (SHOPS) DUTIES— General Foreman: The duties of General Foremen are to direct and be responsible for the work of a number of gangs of Laborers under the supervision of Foremen and Assistant Foremen, including other employes in the lowest grades of the Slcilled Trades and Unskilled and Miscellaneous Supervisory Services. General Foreman (Shops) : The duties of General Foremen (Shops) are to direct and be responsible for the work of the entire mechanical force and of other employes in the repair shops of a department and to make such reports as may be required. QUALIFICATIONS— 1. The minimum qualifications prescribed for Grade 3.- 2. If appointed by promotion, not less than one year of experience in Grade 3, or if appointed as the result of an open competitive examination, experience in work of the character and standard of Grade 3. 3. Such additional qualifications as may be required by the Municipal Civil Service Commission. COMPENSATION— General Foremen Employed in New York City, General Foreman (Shops) : Range of annual compensation — $1380 to $1920 inclusive. Salary rates— $1380, $1500, $1620, $1740, $1920. General Foremen Employed Outside of New York City: Range of annual compensation — $1200 to $1440 inclusive. Salary rates— $1200, $1320, $1440. SPECIAL REGULATION GOVERNING COMPENSATION— Persons entering this grade need not necessarily begin at the lowest rate. Fixa- tion of the initial salary rate and advancement within this grade are conditional upon appraisal under the rules of the Board of Estimate and Apportionment, indicat- ing that the rate requested does not exceed the value of the work to be performed. SPECIAL CONDITION GOVERNING ADVANCEMENT— The following table indicates the minimum number of years of meritorious service required at each rate before advancement to the next rate. See also page 28. General Foremen Employed in New York City, General Foreman (Shops): $1380 1 year ISOO 1 " 1620 2 years 1740 2 " General Foremen Employed Outside of New York City: $1200 1 year 1320 2 years 771 NOTES ON GRADE 4 Not Submitted for Adoption as Part of the Standard Specifications The following positions are among those appraised by the Bureau of Standards in this grade on the basis of duties performed by present incumbents: General Foreman in charge of bridge tenders, enginemen, machinists, stokers, oilers and laborers comprising the operating forces on movable bridges in the Depart- ment of Bridges. General Foreman in charge of the administration building of the Department of Health, Borough of Manhattan, involving supervision of laborers, watchmen, cleaners, etc., making minor repairs to heating apparatus and plumbing, building furniture, receiving and shipping goods to hospitals, laboratories and clinics. General Foreman in charge of a mosquito prevention gang. General Foreman in charge of gangs engaged in the repair work in a large district or ward in the Bureaus of Highways in the various boroughs. General Foreman in charge of sewer and sewer basin cleaning gangs in the Bureaus of Sewers in the various boroughs. General Foreman in charge of stables and yards in the Bureau of Sewers in the Borough of The Bronx. General Foreman (Shops) in the Department of Parks, Manhattan and Richmond. 772 GRADE 5 (U L 5) TITLES OF POSITIONS- SUPERINTENDENT OF MAINTENANCE DUTIES— The duties of incumbents of these positions are to direct and be responsible for large gangs of Laborers under General Foremen and Foremen engaged in the maintenance and repair of an entire watei: distribution or electrical subway system or in other maintenance work of similar character and magnitude. QUALIFICATIONS— 1. The minimum qualifications prescribed for Grade 4. 2. If appointed by promotion, not less than one year of experience in Grade 4, or if appointed as the result of an open competitive examination, experience in work of the character and standard of Grade 4. 3. Such additional qualifications as may be required by the Municipal Civil Service Commission. COMPENSATION— Range of annual compensation — $2100 to $2700 inclusive. Salary rates— $2100, $2280, $2460, $2700. SPECIAL REGULATION GOVERNING COMPENSATION— Persons entering this grade need not necessarily begin at the lowest rate. Fixa- tion of the initial salary rate and advancement within this grade are conditional upon appraisal under the rules of the Board of Estimate and Apportionment, indicat- ing that the rate requested does not exceed the value of the work to be performed. 773 NOTES ON GRADE 5 Not Submitted for Adoption as Part of the Standard Specifications The following positions are among those appraised by the Bureau of Standards in this grade on the basis of duties performed by present incumbents : Superintendent of all maintenance gangs in the Boroughs of Manhattan and The Bronx in the Department of Water Supply, Gas and Electricity, responsible for the repair of all breaks in pipe lines. 774 PARK WORKER GROUP SYMBOL (UP) The term Park Worker Group is applied to those offices or employments of the Unskilled and Miscellaneous Supervisory Service in which incumbents are required to perform manual work incident to the maintenance of public parks or to supervise or direct such work. GRADE 1 (U P 1) TITLES OF POSITIONS- PARK LABORER PARK LABORER (CLIMBER AND PRUNER) DUTIES— Park Laborer: The duties of Park Laborers are to perform, under supervision, simple manual work incident to the fertilization of soil, the care of lawns, the planting and propa- gation of flowers, plants and shrubs, or other work incident to the maintenance and protection of park property. Examples: Performing simple gardening work not calling for any special technical skill. Cutting grass, raking lawns and shovelling snow. Cleaning comfort stations where no caretakers are employed and maintain- ing the surrounding grounds. Park Laborer (Climber and Pruner): The duties of Park Laborers (Climber and Pruner), which require ability to climb trees, are to perform under supervision simple manual work incident to the planting, spraying, pruning and trimming of trees or other related work. QUALIFICATIONS— 1. Such qualifications as may be required by the Municipal Civil Service Commission. COMPENSATION— Range of annual compensation — $720 to $840 inclusive. Salary rates— $720, $744, $768, $792, $816, $840. Wage range per diem * — $2.30 to $2.70 inclusive. Wage rates— $2.30, $2.40, $2.50, $2.60, $2.70. SPECIAL CONDITION GOVERNING ADVANCEMENT— The following table indicates the minimum number of years of meritorious service required at each rate before advancement to the next rate. See also page 28. Employed at annual rate : Employed at per diem rate : $720 1 year $2.30 1 year 744 1 " 2.40 2 years 768 1 " 2.50 2 " 792 2 years 2.60 2 " 816 2 " * Advancement from rate to rate shall be granted only to Park Laborers having served a minimum of ISO days during the preceding year. 775 NOTES ON GRADE 1 Not Submitted for Adoption as Part of the Standard Specifications 777 GRADE 2 (UPS) TITLES OF POSITIONS- PARK FOREMAN GARDENER DUTIES— Park Foreman: The duties of Park Foremen are to plan and supervise the work of a group of employes in Grade 1 or of other laborers. Examples: Taking charge of a gang of climbers and pruners. Taking charge of a gang repairing park roadways. Gardener: The duties of Gardeners, which require a high degree of gardening skill and which may include supervision of employes in Grade 1 or other employes, are to perform or to instruct other employes in the performance of technical work relating to the planting, propagation, cultivation and care of flowers, plants and shrubs. Examples: Setting out bulbs and plants. Assisting head gardener in greenhouse work. Directing a gang of park laborers in the care of flower beds or shrubberies. QUALIFICATIONS— Park Foreman: 1. The minimum qualifications prescribed for Grade 1. 2. If appointed by promotion, not less than three years of experience in Grade 1, or if appointed as the result of an open competitive examination, experience in work of the character and standard of Grade 1. 3. Such additional qualifications as may be required by the Municipal Civil Service Commission. Gardener : 1. Experience in gardening work recognized by the Municipal Civil Service Commission as qualifying. 2. Such additional qualifications as may be required by the Municipal Civil Service Commission. COMPENSATION— Park Foreman: Range of annual compensation — $960 to $1200 inclusive. Salary rates-$960, $1020, $1080, $1140, $1200. Per diem rate — $3.25. Gardener: Range of annual compensation— $900 to $1140 inclusive. Salary rates— $900, $960, $1020, $1080, $1140. Per diem rate— $3.00. SPECIAL CONDITION GOVERNING ADVANCEMENT— The following table indicates the minimum number of years of meritorious service required at each rate before advancement to the next rate. See also page 28. 778 Park Foreman: $960 1 year 1020 1 " 1080 2 years 1140 2 " Gardener: $900 1 year 960 1 " 1020 2 years 1080 2 " 779 NOTES ON GRADE 2 Not Submitted for Adoption as Part of the Standard Specifications The following positions are among those appraised by the Bureau of Standards in this grade on the basis of duties performed by present incumbents: Park Foreman in charge of a section (Borough of Manhattan). 781 GRADE 3 (U P 3) TITLES OF POSITIONS- DISTRICT PARK FOREMAN HEAD GARDENER DUTIES— District Park Foreman: The duties of District Park Foremen, whicii include supervision of the work of employes in Grades 1 and 2, are to be responsible for the work of a large park district. Head Gardener: The duties of Head Gardeners, which include supervision of Gardeners in Grade 2, are to take charge of greenhouses and to be responsible for the gardening work of one or more boroughs. QUALIFICATIONS— District Park Foreman: 1. The minimum qualifications prescribed for Park Foreman in Grade 2. 2. If appointed by promotion, not less than one year of experience as Park Foreman in Grade 2, or if appointed as the result of an open competitive examina- tion, experience in work of the character and standard of Grade 2. 3. Such additional qualifications as may be required by the Municipal Civil Service Commission. Head Gardener: 1. The minimum qualifications prescribed for Gardener in Grade 2. 2. If appointed by promotion, not less than two years of experience as Gardener in Grade 2, or if appointed as the result of an open competitive examination, expe- rience in work of the character and standard of Grade 2. 3. Such additional qualifications as may be required by the Municipal Civil Service Commission. COMPENSATION— District Park Foreman: Range of annual compensation — $1320 to $1800 inclusive. Salary rates— $1320, $1440, $1560, $1680, $1800. Per diem rate--$4.00. Head Gardener: Range of annual compensation — $1380 to $1920 inclusive. Salary rates— $1380, $1500, $1620, $1740, $1920. SPECIAL REGULATION GOVERNING COMPENSATION— Beginning with the lowest rate, advancement within this grade is conditional upon appraisal under the rules of the Board of Estimate and Apportionment, indi- cating that the rate requested does not exceed the value of the work to be performed. SPECIAL CONDITION GOVERNING ADVANCEMENT— The following table indicates the minimum number of years of meritorious service required at each rate before advancement to the next rate. See also page 28. District Park Foreman: $1320 1 year 1440 1 " 1560 2 years 1680 2 " 782 Head Gardener: '' $1380 1 year 1500 1 " 1620 2 years 1740 2 " 783 NOTES ON GRADE 3 Not Submitted for Adoption as Part of the Standard Specifications The following positions are among those appraised by the Bureau of Standards in this grade on the basis of duties performed by present incumbents: District Park Foreman in charge of a unit composed of several sections (Borough of Manhattan). 784 GRADE 4 (U P 4) TITLES OF POSITIONS- SUPERINTENDENT OF PARKS DUTIES— The duties of incumbents of these positions are to direct, inspect and report on the work of employes in Grades 1, 2 and 3 and of other employes engaged in the care and maintenance of an entire system of parks and parkways, to advise with the Commissioner of Parks on questions involving the use of parks by the public, and to perform such other related work as may be assigned. QUALIFICATIONS— 1. The minimum qualifications prescribed for District Park Foreman in Grade 3. 2. If appointed by promotion, not less than two years of experience as District Park Foreman in Grade 3, or if appointed as the result of an open competitive examination, experience in work of the character and standard of Grade 3. 3. Such additional qualifications as may be required by the Municipal Civil Service Commission. COMPENSATION— Range of annual compensation — $2700 to $3960 inclusive. Salary rates— $2700, $2940, $3180, $3420, $3660, $3960. SPECIAL REGULATION GOVERNING COMPENSATION— Persons entering this grade need not necessarily begin at the lowest rate. Fixation of the initial salary rate and advancement within this grade are condi- tional upon appraisal under the rules of the Board of Estimate and Apportionment, indicating that the rate requested does not exceed the value of the work to be performed. 785 NOTES ON GRADE 4 Not Submitted for Adoption as Part of the Standard Specifications The position of Superintendent of Parks at present exists only in the Boroughs of Brooklyn and The Bronx. It is recommended that a position as Engineer and Superintendent be established in each borough. (See Grades 4 and 5 of the Engineer Group of the Professional Service.) Should consolidation of the various existing park units be effected under a single Commis- sioner, a position as Chief Engineer of Parks should be established combining the duties of Engineer and Superintendent over the whole park system of Greater New York, and the incumbent should supervise the work of four borough engineers of maintenance and opera- tion 786 MISCELLANEOUS LABORER GROUP SYMBOL (UZ) The term Miscellaneous Laborer Group is applied to those offices or employments of the Unskilled and Miscellaneous Supervisory Service in which incumbents are required to perform routine or specialized laboring work of an exceptional nature not included in the other groups of the Unskilled and Miscellaneous Supervisory Service. GRADE 1 (U Z 1) TITLES OF POSITIONS- LABORER (STORES) DUTIES— Laborer (Stores): The duties of Laborers (Stores), which require ability to read, write and under- stand English and to perform simple arithmetical calculations, are to pack, unpack, receive, distribute and otherwise handle supplies, materials and equipment under the supervision of a Stores Foreman or a Storekeeper, to be responsible for the clean- ing and orderliness of bins, floors, etc., and to perform under supervision such simple clerical work as may be required. QUALIFICATIONS— 1. Such qualifications as may be required by the Municipal Civil Service Com- mission. COMPENSATION— Laborer (Stores): Range of annual compensation — $744 to $864 inclusive. Salary rates— $744, $768, $792, $816, $840, $864. SPECIAL CONDITION GOVERNING ADVANCEMENT— The following table indicates the minimum number of years of meritorious service required at each rate before advancement to the next rate. See also page 28. Laborer (Stores) : $744 1 year 768 1 " 792 1 " 816 2 years 840 2 " 787 NOTES ON GRADE 1 Not Submitted for Adoption as Part of the Standard Specifications INDEX TO TITLES AND SYMBOLS TTTT V SYMBOL PAGE Accountant, Junior O A2 60 Accountant, Managing O A4 64 Accountant, Senior O A3 62 Accounting Assistant ' O Al 58 Actuary '. VS3 288 Actuary, Assistant V S2 286 Actuary, Junior ' V S 1 284 Actuary (Pensions), Chief V S4 290 Animal Keeper KAl 478 Animal Keeper, Head , K A2 480 Aquarist KA3 482 Aquarium Attendant KAl 478 Aquarium Attendant, Head K A2 480 Arboriculturist "; BAl 176 Architect O R4 72 Architect, Assistant O R3 70 Architect, Consulting O R4 72 Architect, Junior O R2 68 Architect (Landscape) O R4 72 Architect (Landscape) , Assistant O R3 70 Architectural Assistant O Rl 66 Attendance Officer V Al 212 Attendance Officer, Supervising VA2 214 Auditor O A3 62 Auditor, Chief O A4 64 Auditor, Senior O A4 64 Bacteriologist O B2 76 Bacteriologist, Assistant OBI 74 Baker NQl 532 Baker, Head NQ2 537 Blacksmith TMl 702 Blacksmith's Helper U J 1 758 Blaster URl 732 Boardman (Bureau of Street Cleaning, Queens) S Dl 614 Boardman (Department of Street Cleaning) S Dl 614 Boilermaker TMl 702 Bookbinder ; TDl 638 Bookkeeper C B2 324 790 TITLE SYMBOL PAGE Bookkeeper, Junior CBl 322 Bookkeeper, Senior CB3 326 Borough Superintendent (Department of Street Cleaning, Brooklyn).. S S6 631 Brass Finisher '. TMl 702 Bricklayer TBI 640 Bridge Mechanic and Riveter TMl 702 Bridgetender K B 1 484 Bridgetender, Head KB2 486 Building Inspector I B 1 402 Building Inspector, -Senior I B2 406 Building, Inspector (Bureau 'of Buildings, Manhattan or Brooklyn), Assistant Chief ". . I B3 409 Building Inspector (Bureau of Buildings, Manhattan or BROoitLYN), Chief I B4 412 Building Inspector (Bureau of Buildings, The Bronx, Queens or Rich- mond), Chief I B3 409 Building Inspector (Elevators) IBl 402 Building Inspector (Elevators), Senior IB2 406 Building Inspector (Fire Prevention) „ IBl 402 Building Inspector (Fire Prevention), Chief I B3 409 Building Inspector (Fire Prevention), Senior I B2 406 Building Inspector (Heating) IBl 402 Building Inspector (Iron and Steel) IBl 402 Building Inspector (Iron and Steel) , Senior IB2 406 Building Inspector (Plastering) IBl 402 Building Inspector (Plumbing and Sanitation) IBl 402 Building Inspector (Plumbing), Senior I B2 406 ByiLDiNG Inspector (Tenements) IBl 402 Building Inspector (Tenements), Chief I B3 409 Building Inspector (Tenements), Senior I B2 406 Butcher NQl 532 Butcher, Head N Q2 537 Cable Splicer T E2 653 Caretaker KCl 488 Caretaker, Head KC2 490 . Carpenter TWl TSl Cashier C Rl 328-,^ Cashier, Senior C R2 330 Caulker TKl 696 Cement-mason TBI 640 Chaplain O CI 80 Charity Application Investigator VZl 292 Chemist OK3 86 Chemist, Assistant OK2 84 Chemist, Junior OKI 82 791 "^'-^ SYMBOL PAGE City Paymaster „ C R4 334 Civil Service Examiner , V E2 222 Civil Service Examiner, Assistant Chief V E4 228 Civil Service Examiner, Chief VES 230 Civil Service Examiner, Senior VE3 225 Civil Service Examiner (Engineering) , Senior ' V E3 22S Civil Service Examiner (Medical), Senior VE3 225 Civil Service Examiner (Medical), Supervising... ; VE4 228 Civil Service Examiner (Service Records), Senior VE3 225 Civil Service Investigator • V C 1 232 Civil Service Investigator, Supervising V C2 234 Claim Investigator VKl 236 Claim Investigator, Senior V K2 238 Cleaner U C 1 746 Cleaner (Windows) UCl 746 Clerk CC3 345 Clerk A, Assistant C C2 A 338 Clerk B, Assistant. C C2B 341 Clerk, Chief CCS 350 Clerk, Junior C C 1 336 Clerk, Senior ' C C4 348 Clerk (Bertillon) , . C C3 345 Clerk (Computer) C C3 345 Clerk (Computer), Senior C C4 348 Clerk (Finger Print) C C3 345 Clerk (Finger Print), Senior C C4 348 Clerk (Hollerith Operator), Assistant CC2B 341 Clerk (Multigraph Operator), Assistant C C2B 341 Clock Repairer T Kl 696 Coffee Roaster NZl 583 Commissioner XKl 31 Commissioner XK2 32 Commissioner, Deputy XDl 38 Compositor Til 730 Cook : : NQl 532 Cook, Head '. NQ2 537 COREMAKER ^Ml 702 Corporation Counsel, Assistant. O L4 124 Corporation Counsel, Deputy Assistant O L3 122 Corporation Counsel, Junior Assistant O L2 120 Court Attendant • • • KKl 498 Court Clerk CK2 354 Court Clerk, Assistant C Kl 352 Court Clerk, Chief • CK4 358 Court Clerk, Deputy Chief ^ C K3 356 792 TITLE SYMBOL PAGE Court Interpreter C 1 1 365 Court Librarian C L2 362 Court Stenographer C S4 388 Custodian KC2 490 Custodian, Assistant KCl 488 Deckhand TOl 686 Decorator TAl 719 Dental Interne , ODl 90 Dentist OD2 92 Dentist, Supervising OD3 94 Deputy Tax Commissioner VTl 240 Deputy Tax Commissioner (Borough Chief), Senior VT2 242 Deputy Tax Commissioner (Personal Estate of Borough), Senior VT2 242 Deputy Tax Commissioner (Personal Estate of Corporations), Senior.. VT2 242 Deputy Tax Commissioner (Real Estate), Assistant Chief VT3 244 Deputy Tax Commissioner (Real Estate), Chief VT4 246 Deputy Tax Commissioner (Real Estate of Corporations), Senior VT2 242 Dietitian y OTl 96 Dietitian, Departmental , .' O T3 100 Dietitian, Head , OT2 98 Director (Bureau of Buildings, Manhattan or Brooklyn) IBS 414 Director (Bureau of Buildings, The Bronx, Queens or Richmond) I B4 412 Director (Bureau of Contract Supervision) VMS 266 Director (Bureau of Fire Prevention) IBS 414 Director (Bureau of Fire Prevention), Assistant I B4 412 Director (Bureau of Personal Servic^) VMS 266 Director (Central Testing Laboratory) OK4 88 Director (Public Employment Bureau) VZ4 298 Director of Central Purchase C A2 378 Director of Field Nurses ON4 132 Director of Field Nurses, Assistant O N3 130 Director of Health Laboratories OB3 78 Director of Pathological Laboratories O G3 140 Director of Recreation E R4 316 Director of Recreation, Assistant ^ E R3 313 Director of Recreation (School Farms), Assistant ER3 313 Director of School Attendance V A4 218 Director of School Attendance, Assistant V A3 216 Director of Social Investigation VV4 282 Director of Stores KS4 518 District Park Foreman U P3 781 District Superintendent (Bureau of Street Cleaning, Queens) S S4' 623 District Superintendent (Bureau of Street Cleaning, Richmond) S S4 623 District Superintendent (Department of Street Cleaning) SSS 627 District Superintendent (Department of Street Cleaning), Assistant... S S4 623 79Z "'''''^ SYMBOL PAGE Diver TV2 646 Diver, Assistant TVl 644 Diver, Chief ^y3 g^g Dock Builder TWl 727 DOCKMASTER ^Dl 502 Dockmaster, Chief -. KD2 504 Draftsman BD2 181 Draftsman, Junior ■ B Dl 178 Driver UHl 749 Driver: (Bureau of Street Cleaning, Queens) S Kl ,603 Driver (Bureau of Street Cleaning, Richmond) SKI 603 ' Driver (Department of Street Cleaning) SKI 603 Dump Foreman (Bureau of Street Cleaning, Queens) S D3 618 Dump Foreman (Bureau of Street Cleaning, Queens), Assistant S D2 616 Dump Foreman (Department of Street Cleaning) S D3 618 Dump Foreman (Department of Street Cleaning), Assistant S D2 616 Editor (City Record) CZ4 398 Electricia;n TE2 653 Electrician, Assistant TEl 650 Electrician's Helper UJl 758 Elevator Despatcher KE3 510 Elevator Mechanic's Helper UJl 758 Elevator Operator KEl 506 Elevator Starter K E2 508 Engineer OE5 112 Engineer, Assistant O E3 107- "Engineer, Chief O E6 114 Engineer, Consulting OE6 114 Engineer, Junior OE2 104 Engineer, Senior Assistant O E4 1 10 Engineer (Civil) O ES 112 Engineer (Civil), Assistant OE3 107 Engineer (Civil), Junior OE2 104 Engineer (Civil), Senior Assistant OE4 110 Engineer (Electrical) OES 112 Engineer (Electrical) , Assistant OE3 107 Engineer (Electrical) , Junior OE2 104 Engineer (Electrical), Senior Assistant O E4 110 Engineer (Mechanical) O E5 1 12 Engineer (Mechanical), Assistant O E3 107 Engineer (Mechanical), Junior OE2 104 Engineer (Mechanical), Senior Assistant O E4 110 Engineer (Power Plant Supervision) , Assistant OE3 107 Engineer (Sanitary) OES 112 Ekgineer (Sanitary) , Assistant ' O E3 107 794 TITLE SYMBOL PAGE Engineer (Sanitary), Junior 0E2 104 Engineer (Sanitary), Senior Assistant OE4 110 Engineering Assistant OEl 102 Engineman T G2 660 Engineman, Chief T G4 666 Engineman, Supervising T G3 663 Engineman (Pile Driver) T 02 660 Engineman (Steam Roller) ' T G2 660 Executive Secretary X S 1 42 Farmer ■ NZl 583 Fireman TGI 658 Fire Marshal VF2 250' Fire Marshal, Assistant V Fl 248 Fire Marshal, Chief V F4 254 Fire Marshal, Deputy Chief V F3 252 Fire Officer ; NZl 583 Fire Pilot T04 692 Fire Telegraph Despatcher THl 668 Fire Telegraph Despatcher, Chief TH3 672 Fire Telegraph Despatcher, Senior TH2 670 Flagger TBI 640 Foreman U L3 767 Foreman, Assistant U L2 764 Foreman, General U L4 770 FOREMA.N (Shops), General UL4 770 Foreman Asphalt Worker U L3 767 Foreman Blacksmith TM2 706 Foreman Boilermaker TM2 706 Foreman Bridge Mechanic and Riveter TM2 706 Foreman Cable Splicer T E3 656 Foreman Carpenter TW2 740 Foreman Dock Builder TW2 740 Foreman Electrician , T E3 656 Foreman Lineman T E2 653 Foreman Machinist T K2 700 Foreman Mechanic .^ T K2 700 Foreman Painter TA2 722 Foreman Rigger TK2 700 Foreman Ship Carpenter TW2 740 Foreman of Stables (Correction), General UH3 754 Forester OOl 116 Garage Supervisor .- T X2 712 Gardener UP2 777 Gardener, Head U P3 781 Glazier TBI 640 795 General Superintendent (Department of Street Cleaning) General Superintendent (Department of Street Cleaning); Assistant. Grainer • Guard Harnessmaker Health Director Health Director (Bureau of Food Inspection) Health Director (Bureau of Food Inspection), Assistant Health Director (Bukeau of Sanitary Inspection) Health Director (Bureau of Sanitary Inspection), Assistant Health Inspector Health Inspector, Chief '. Health Inspector, Senior Health Inspector (Drugs) Health Inspector (Food) Health Inspector (Food), Senior Health Inspector (Milk) ; Health Inspector (Milk) , Senior Health Inspector .(Sanitation) Health Inspector (Sanitation), Senior horseshoer Hose and Tire Repairer Hospital Artisan Hospital Artisan, Senior Hospital Attendant A , . . . Hospital Attendant B , Hospital Attendant C Hospital Helper A Hospital Helper B Hospital Helper C Hospital Helper, Junior Hospital Helper, Senior Hospital Orderly Hostler Hostler (Bureau of Street Cleaning, Queens) Hostler (Bureau of Street Cleaning, Richmond) Hostler (Department of Street Cleaning) Housesmith Industrial Instructor (Farming) Industrial Instructor (Handicrafts) Industrial Instructor (Trades) Inspector of Blasting Inspector of Blasting, Senior Inspector of Boilers . . . , Inspector of Buildings — See Building Inspector. symbol page SS7 634 SS6 631 TAl 719 KZ2 524 TLl 674 OP6 166 IH5 440 IH4 438 IHS 440 IH4 438 I HI 431 IH3 436 IH2 434 I HI 431 I HI 431 IH2 434 I HI 431 IH2 434 I HI 431 IH2 434 TMl 702 TKl 696 NAl 528 NA2 530 NT2 551 NT2 551 NT2 551 NH2 543 NH2 543 NH2 543 NHl 540 NH3 546 NT2 551 UHl 749 SKI 603 SKI 603 SKI 603 TMl 702 Ell 303 Ell 303 Ell 303 I Cl 416 I C2 418 I Zl 473 796 TITLE SYMBOL PAGE Inspector of Combustibles I CI 416 Inspector of Combustibles, Senior I C2 418 Inspector of Combustibles and Blasting, Chief ". I C3 420 Inspector of Electricity lEl 423 Inspector of Electricity, Chief I E3 428 Inspector of Electricity, Senior I E2 426 Inspector, Health — See Health Inspector. Inspector of Licensed Vehicles I LI 442 Inspector of Licenses I LI 442 Inspector of Licenses, Chief I L3 446 Inspector of Licenses, Senior I L2 444 Inspector of Lighting I El 423 Inspector of Lighting, Senior I E2 426 Inspector of Meters ITl 448 Inspector of Meters, Chief I T3 452 Inspector of Meters, Senior I T2 450 Inspector of Public Works IWl 455 Inspector of Public Works, Senior I W2 458 Inspector of Public Works (Dredging) I Wl 455 Inspector of Public Works (Highways) I Wl 455 Inspector of Public Works (Highways) , Senior I W2 458 Inspector of Public Works (Sewers) T. I Wl 455 Inspector of Public Works (Sewers), Senior I W2 458 Inspector of Public Works (Shop and Foundry), Senior I W2 458 Inspector of Public Works (Water Mains) I Wl 455 Inspector of Public Works (Water Mains), Senior I W2 458 Inspector of Repairs IRl 462 Inspector of Repairs, Chief I R3 466 Inspector of Repairs, Senior I R2 464 Inspector of Repairs and Supplies, Chief I R3 466 Inspector of Repairs and Supplies, Senior I R2 464 Inspector of Supplies IRl 462 Inspector of Supplies, Chief I R3 466 Inspector of Supplies, Senior I R2 464 Inspector of Supplies (Egg Candler) I Rl 462 Inspector of Weights and Measures I Ml 468 Inspector of Weights and Measures, Senior I M2 470 Inspector of Weights and Measures (Mechanical), Senior I M2 470 Institutional Clerk, Assistant NCI 554 Institutional Instructor (Band Music) E Z 1 318 Institutional Instructor (Kindergarten) E Z 1 318 Instrumentman ; BI2 186 Instrumentman, Junior B 1 1 184 Interpreter C 1 1 365 Investigator, Special V Z2 294 Til TTTT IT SYMBOL PAGE JANITOR KC3 492 Laboratory Assistant (Bacteriology) B B 1 igg Laboratory Assistant (Chemistry) g B 1 188 Laboratory Assistant (Pathology) BBl 188 Laboratory Assistant (Physics) BBl 188 Laborer ULl 761 Laborer (Coal Sampler) ULl 761 Laborer (Marine Sounder) ULl 761 Laborer (Stores) UZl 786 Laundryman^ Head N L 1 570 Law Assistant, Junior O LI 118 Law Clerk B L2 192 Law Clerk, Assistant Chief B L4 196 Law Clerk, Chief B LS 198 Law Clerk, Junior ; B LI 190 Law Clerk, Senior B L3 194 Law Librarian C L2 362 Lay Superintendent N S 4 568 Lay Superintendent, Deputy : NS3 565 Legal Adviser O L3 122 Legal Adviser, Senior O L4 124 Letterer TAl 719 Librarian, Departmental CLl 360 Lineman TEl 650 Loader (Department of Street Cleaning) SMI 610 Machine Woodworker TWl 737 Machinist T Kl 696 Machinist (Automobile) TKl 696 Machinist's Helper * U J 1 758 Marble-setter TBI 640 Marble-setter's Helper U J 1 758 Marine Engineman T N2 680 Marine Engineman, Chief T N3 683 Marine Oiler TNI 677 Marine Stoker TNI 677 Marine Superintendent T 06 694 Marine Superintendent, Assistant T OS 692 Marine Water Tender "• • TNI 677 Mason (Sewer Repairs) TBI 640 Mason's Helper UJl 752 Master T04 692 Mate T02 688 Matron NSl 557 Matron,Head ■ NS2 561 Mechanic, General T Z 1 742 TITLE SYMBOL PAGE Mechanic (Elevator) TKl 696 Mechanic (Laboratory) T Kl 696 Mechanic's Helper U J 1 7S8 Medical Fnterne O P 1 148 Medical Superintendent OPS 163 Medical Superintendent, Assistant O P4 159 Medical Superintendent, General .' O P6 166 Menagerie Sdperintendpnt K A3 482 Messenger CMl 368 Monitor K Z 1 524 Morgue Keeper KCl 488 Morgue Keeper, Head K C2 490 Motor Ambulance Driver TXl 709 Motor Driver TXl 709 Motor Driver (Bureau of Street Cleaning, Richmond) S M2 612 Motor Driver (Department of Street Cleaning) S M2 612 Motor Truck Driver TXl 709 Moulder ! TMl 702 Municipal Examiner VM2 258 Municipal Examiner, Assistant , VMl 256 Municipal Examiner, Chief VM4 263 Municipal Examiner, Senior VM3 260 Municipal Examiner (Pensions), Chief VM4 263 Municipal Examiner (Personal Service), Chief VM4 263 , Municipal Examiner (Purchase and Supplies), Chief VM4 263-r Nickel Plater : TMl 702 Nurse ONI 126 Nurse, Chief , ON2 128 Nurse, Field ONI 126 Nurse, Senior Field 0N2 128 Oiler T Gl 658 Orthopedic Mechanic T Kl 696 Overseer , N S 1 557 Overseer, Head N S 2 561 Painter , T Al 719 Park Foreman '. , U P2 777 Park Laborer U P 1 774 Park Laborer (Climber and Pruner) U P 1 774 Parole Officer V PI 268 Parole Officer, Senior V P2 270 Pathologist O G2 138 Pathologist, Assistant O Gl 136 Pattern Maker TWl 737 Paver TBI 640 Pharmacist O F2 144 799 TITLE _ . SYMBOL PAGE Pharmacist^ Apprentice BFl 174 Pharmacist, Assistant O F 1 142 Pharmacist, Head OFl 146 Photographer TFl 724 Physical Examiner (Civil Service) B gj 220 Physician OP3 155 Physician, Assistant O P2 151 Physician, Chief .' O P5 163 Physician, Senior O P4 159 Physician (Alienist) OP3 155 Physician (Alienist), Chief _ O P5 163 Physician (Alienist), Senior O P4 159 Physician (Anaesthetist) O P3 155 Physician (Anaesthetist), Senior O P4 159 Physician (Assistant Registrar), Senior ^ O P4 159 Physiclan (Clinic), Assistant O P2 151 Physician (Diagnostician) O P3 155 Physician (Diagnostician), Chief O P5 163 Physician (Laryngologist) O P3 155 Physician (Medical Clerk) , Assistant O P2 151 Physician (Oculist) O P3 155 Physician (Orthopedist), Senior O P4 159 Physician (Registrar), Chief ' OPS 163 Physician (Roentgenologist) O P3 155 Physician (Roentgenologist), Senior OP4 159 Physician (Supervising District) O P3 155 Physicist OK3 86 Physicist, Assistant O K2 84 Physicist, Junior OKI 82 Pilot T03 690 Plan Examiner B D2 181 Plasterer TBI 640 Plumber TPl 727 Plumber's Helper U J 1 758 Police Matron .^ NPl 574 Press Feeder Til 730 Pressman Til 730 Prison Artisan N Al 528 Prison Artisan, Senior N A2 530 Prison Helper . . . ; NH2 543 Prison Helper, Senior NH3 546 Prison Keeper N P 1 574 Prison Keeper, Head , N P2 576 Prison Matron NPl 574 Prison Matron, Head N P2 576 800 TITLE SYMBOL PAGE Private Secretary C PI 370 Private Secretary, Executive C P3 374 Private Secretary, Senior CP2 372 Probation Officer VPl 268 Probation Officer, Chief V P4 274 Probation Officer, Deputy Chief V P3 272 Probation Officer, Senior V P2 270 Process Server CMl 368 Psychologist B Z 1 208 Pupil Hospital Attendant NPl 548 Pupil Nurse B Nl 200 Purchasing Agent -. C Al 376 Purchasing Agent and Assistant Superintendent of School Supplies (Department of Education) CAl 376 Purchasing Agent and Assistant Supervisor (City Record) CAl 376 Purchasing Agent and Superintendent of School Supplies (Department of Education), Chief C A2 378 Purchasing Agent and Supervisor (City Record), Chief C A2 378 Rammersman TBI 640 Receiver of Revenue '. C R4 334 Receiver of Revenue, Assistant C R3 332 Recorder of Snow Removal (Department of Street Cleaning) SS3 620 Recreation Instructor E Rl 308 Recreation Instructor, Head E R2 310 Recreation Instructor (Athletics) E Rl 308 Recreation Instructor (School Farms) E Rl 308 Recreation Instructor (School Farms), Head E R2 310 Recreation Instructor (Swimming) E Rl 308 Recruit (Department of Street Cleaning) SRI 594 Recruit Motor Driver (Department of Street Cleaning) S M2 612 Rigger T Kl 696 Secretary, Recording C C5 350 Section Foreman (Bureau of Street Cleaning, Queens) S C3 600 Section Foreman (Bureau of Street Cleaning, Queens), Assistant S C2 598 Section Foreman (Bureau of Street Cleaning, Richmond) S C3 600 Section Foreman (Department of Street Cleaning) S C3 600 Section Foreman (Department of Street Cleaning), Assistant S C2 598 Sergeant-at-Arms KK2 500 Sergeant-at-Arms, Assistant KKl 498 Shade Fitter TUl 734 Sheet Metal Worker TMl 702 Ship Carpenter TWl 737 Ship Caulker TKl 696 Shoemaker ; TLl 674 Social Investigator V VI 276 801 TITLE _ ^ SYMBOL PAGE Social Investigator, Chief VV3 280 Social Investigator, Senior V V2 278 Social Investigator (Institutions), Senior. V V2 278 Stable Foreman UH2 7'i2 Stable Foreman (Bureau of Street Cleaning, Richmond) S K3 608 Stable Foreman (Department of Street Cleaning) S K3 608 Stable Foreman (Department of Street Cleaning), Assistant S K2 606 Stableman UHl 749 Stableman (Bureau of Street Cleaning, Queens) S Kl 603 Stableman (Bureau of Street Cleaning, Richmond) SKI 603 Stableman (Department of Street Cleaning) SKI 603 Statistician V S3 288 Statistician, Assistant VS2 286 Statistician, Chief ; VS4 290 Statistician, Junior y g 1 284 Steamfitter TPl 727 Steamfitter's Helper ; , U J 1 758 Stenographer CS2 382 Stenographer, Junior C S 1 380 Stenographer, Senior CS3 385 Stenotypist C S2 382 Stenotypist, Junior CSl 380 Stenotypist, Senior C S3 385 Steward : N S 3 565 Steward, Assistant N S 2 561 Steward, Departmental NS4 568 Stone-cutter TBI 640 Stone-mason TBI 640 Storekeeper KS2 514 Storekeeper, Senior K S 3 516 Stores Foreman '. K S 1 512 Striper TAl 719 Superintendent (Bureau of Street Cleaning, Queens) SS6 631 Superintendent (Bureau of Street Cleaning, Richmond) SS6 631 Superintendent (Bureau of Street Cleaning, Richmond), Assistant S SS 627 Superintendent of Final Disposition (Department of Street Cleaning) . . S S6 631 Superintendent of Final Disposition (Department of Street Cleaning), Assistant SS5 627 Superintendent of Garages T X4 716 Superintendent of Garages, Assistant T X3 714 Superintendent of Industries EI2 306 Superintendent of Laundries NL2 572 Superintendent of Maintenance UL5 772 Superintendent of Nurses ON4 132 Superintendent of Nurses, Assistant 0N3 130 802 TITLE SYMBOL PAGE Superintendent of Nurses, General. , ONS 134 Superintendent of Parks U P4 784 Superintendent of Public Buildings and Offices KC5 496 Superintendent of Public Buildings and OfficeSj Assistant KC4 494 Superintendent of Public Works I W3 460 Superintendent of Public Works (Asphalt Plant) I W3 460 Superintendent of Reformatory NP4 580 Superintendent of Snow. Removal . (Department of _Street -Cleaning), Assistant S S S 627 Superintendent of Stables (Police) UH4 756 Superintendent of Women Prisoners NP3 578 Supervisor (Volunteer Life Saving Corps) E R3 313 Supervisor of Caretakers KC3 492 Sweeper (Bureau of Street Cleaning^ Queens) SCl 596 Sweeper (Bureau of Street Cleaning^ Richmond) S Cl 596 Sweeper (Department of Street Cleaning) S C 1 596 Tailor N Z 1 583 Tapper TKl 696 Telephone Operator C Ol 390 Thermostat Repairer '. T Pl 727 Ticket Chopper KZl 522 Title Examiner B X2 204 Title Examiner, Junior, B XI 202 Title Examiner, Senior B X3 206 Typist CT2 394 Typist, Junior C Tl 392 Typist, Senior C T3 396 Typist (Computing), Senior CT3 396 Upholsterer ■ TUl 734 Varnisher TAl 719 Veterinarian OVl 168 Veterinarian, Supervising O V2 170 Warden NP4 580 Warden, Deputy N P3 578 Watchman KWl 520 Watershed Inspector • I Z 1 473 Welder TKl 696 Wheelwright TWl 737 Wood Sawyer TWl 737 803 02 iz; o < o O EH 02 o 0) n ^ ^ H i ^■a 3 1^ J ■g aS O §:S 1 g o 1 9 o z o o fH I? g +3 I H o u o g 5 1 DQ a o iJ o S \ 1 .H-« g=8 :^ u 1 ■S-3 J3 03 a 2 » OS .2 ■a 3 i" P E o 3 S Ah •e;P-i Ph Ph oQ oa IS s Si ST STo STo bo 5) sTiii ST ST & O 2 P4 .w . 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Chairman (Board of Standards and Appeals). Secretary (Board of Standards and Appeals). Commissioners of Parole. Secretary (Board of Parole). Secretary (Board of Child Welfare). Supervisor of Training (Defective Children). Superintendent of Shops (Fire). 928 PROPOSED STANDARD FORM OF REPORT ON CHANGES IN THE STANDARD SPECIFICATIONS FOR PERSONAL SERVICE TO BE SUBMITTED BY THE COMMITTEE ON SALARIES AND GRADES TO THE BOARD OF ESTIMATE AND APPORTIONMENT. It is proposed to make changes involving : Symbol The following existing groups and grades. The creation of the following new groups and grades . a — Add the new group of in the Service, the group definition being as follows : b — Add the new position of involving new duties and qualifications and an appropriate range of compensation as follows : c — Eliminate the position of d — Change the qualifications for the position of as follows : e — Change the compensation for the position of as follows : f — Change the regulation governing compensation for the position of as follows : g — Change the condition governing advancement for the position of as follows : h — Change the notes on the position of as follows : Committee on Salaries and Grades. The Municipal Civil Service Commission approves these changes so far as they aflfect the titles, duties and qualifications of positions and so far as they afifect changes in salaries which involve changes in the civil service salary grades. Secretary, Municipal Civil Service Commission. 929 ILLUSTRATION OF REPORT ON CHANGES IN THE STANDARD SPECIFICATIONS FOR PERSONAL SERVICE TO BE SUB- MITTED BY THE COMMITTEE ON SALARIES AND GRADES TO THE BOARD OF ESTIMATE AND APPORTIONMENT. It is proposed to make changes involving: Symbol The following existing group : Miscellaneous Instructor Group EZ The creation of the following new grade : Grade 3 ... 3 Add the new position of Supervisor of Training (Defective Children), involving new duties and qualifications and appropriate range of compensa- tion as follows : DUTIES— The duties of Supervisors of Training (Defective Children) which involve supervision of teachers, industrial instructors and recreation instructors, are to direct and to be responsible to the head of the institu- tion for the -mental, physical and industrial training of persons who are inmates of an institution or a group of institutions for the care and training of mental defectives. QUALIFICATIONS— 1. Evidence of the completion of a normal course of training, not less than two years in length, at a normal school or other peda- gogical training school of recognized standing, including courses in the training of mental defectives, or other educational qualifications recog- nized by the Municipal Civil Service Commission as qualifying. 2. Experience in the mental, industrial or recreational instruction of mental defectives. 3. Such additional qualifications as may be required by the Mu- nicipal Civil Service Commission. COMPENSATION— Range of annual compensation — ^$1500 to $2100 inclusive with maintenance. Salary rates— $1500, $1620, $1740, $1920, $2100. SPECIAL REGULATION GOVERNING -COMPENSATION— Beginning with the lowest rate, advancement within this grade is conditional upon appraisal under the rules of the Board of Estimate and Apportionment, indicating that the rate requested does not exceed the value of the work to be performed. 930 SPECIAL CONDITION GOVERNING ADVANCEMENT— The following table indicates the minimum number of years of meritorious service required at each rate before advancement to the next rate: $1500 , . 1 year 1620 1 " 1740 2 years '1920 2 " Committee on Salaries and Grades. The Municipal Civil Service Commission approves these changes so far as they affect the titles, duties and qualifications of positions and so far as they affect changes in salaries which involve changes in the civil service salary grades. Secretary, Municipal Civil Service Commission. 931 PROPOSED RESOLUTION OF THE BOARD OF ESTIMATE AND APPORTIONMENT PROVIDING FOR APPROVAL OF TITLES BY THE MUNICIPAL CIVIL SERVICE COMMISSION. Resolved, That the Board of Estimate and Apportionment hereby approves the following procedure pending . amendments to Sections 56 and 226 of the ChsLrter : The Board of Estimate and Apportionment shall include in the budget schedules supporting appropriations for salaries, wages and other compen- sations, only those titles which shall have been approved by the Municipal Civil Service Commission, and shall have been certified to the Board of Estimate and Apportionment by said Commission as being properly descrip- tive of the duties to be performed and uniform for similar duties. In recommending to the Board of Aldermen the fixing of salaries of officers or persons, the Board of Estimate and Apportionment shall certify that the titles of such officers or persons have been approved by the Mu- nicipal Civil Service Commission. M. B. Brown Phinting &" Binding Co.. 37-41 Chambers Street, N, Y. CORNELL UNIVERSITY LIBRARY 3 1924 078 i 696 337