BUREAU OF MUNICIPAL RESEARCH 
 
 423-4 SECOND NATIONAL BUILDING 
 AKRON. OHIO 
 
 REPORT Cl* STABILIZATION OP SALARIES 
 AND GRADES POR TEA CITY OP AKRON , NITK 
 RECOIuv KCDATIC: 'S « 
 
REPORT CTT STA1TDAHDI ZATI Oil OP SALARIES 
 A11D GRADES FOR THE CITY CF aICROIT, V/ITH 
 RECOllIElIDATICITS. 
 
 PREPARED .AID SUBMITTED TO THE FIHA1ICE 
 CCI1IITTEE OF THE COITIOH CCU2 T CIL 
 1TOVEI3EE 12,1917. 
 
3 ''yVVv r c 
 
 3 52.. I 
 
 RVlVr 
 
 
 SCHEDULE A. 
 
 3 TAITDAKD SPEC I r I CAP 
 THE CITY CP AITRCl'T 
 SALARIES, DUTIES, 
 IPICA TICKS. 
 
 :c:t 3 or peescfal service pok 
 
 UCLUDI1IG STAIIDaKD TITLES, 
 DEPIl'TITICITS , AKD MINIMUM Q.UAL- 
 
 I 
 
 * 
 
 'DC 
 
 /!J ^ r~~ 
 
BIBLIOGRAPHY. 
 
 New York. H. Y. 
 
 New York, N. Y. 
 New York, N. Y. 
 State of New York 
 Philadelphia, Pa. 
 State of Ohio 
 
 Mi Iwauk e e , W i s . 
 
 Mi lwauk e e , ¥i s . 
 
 Standard Specifications for Personal Service, 
 prepared by the Bureau of Personal Service, 
 April 1917. 
 
 Standardization of Public Employments. Bureau 
 of Municipal Research, November 1915. 
 
 Standardization of Public Employments. Bureau 
 of Municipal P.e search, August 1916. 
 
 first Report of Senate Committee on Civil 
 Service. March 1916. 
 
 Comparative Salary Data prepared by Bureau 
 of Municipal Research, March 1915. 
 
 Standard Specifications for persons in Classi- 
 fied Service of the State of Ohio. Civil 
 Service Commission, January 1917. 
 
 Review of Movement for Standardization of 
 Public Employments, Oct. 1916. 
 
 Classification and Standardization of Personal 
 Service, July 1917. 
 
3UKRAU OF MUNICIPAL RESEARCH, 
 727 Second National Bldg 
 Nov. 12, 1917. 
 
 finance Committee of the Ctamon Council 
 City Kali, * 
 
 Akron, Ohio. 
 
 4 , . 
 
 Gentlemen : 
 
 <0 
 
 . x,- . 1 _ pur3u 7' nt tc tile Provisions of the following reqoinf^« 
 
 on 1 jA'ua™r X 2 ? r °io?? rt . .A the meeting of the Common Council 
 _ , v 1 , C " LJ ~ , -"1' and reac and referred to vour honors hi p 
 
 of .Municipal Research undertook to 
 
 ti6 t 10 " and report a P^n for standardizing 
 •--'-vie i-.es and grades m the city service. 
 
 ?^Gsident of Council is hereby authorized 
 '° a P?oint a committee of council to in- 
 nrr^pS% L "^, and tc Council recommendations as to 
 
 3 r^«nr?!!f eqa i k 'J 1 Cle claries for the various officers 
 "2 :? p J" ye ! °; the Clty of Akron, based upon the nat- 
 w J ‘ ^ ne vor -‘* previous education, experience, length 
 ^v S ^ iC3 / lth " he City > and suc - h othe? matters as 
 
 .^ s , cons - acred, m arriving at a reasonable 
 4 -hf\/r d eqaitaol€ schedule of salaries, and that 
 RpLn!2\ 0i said Ci ^ r » and the Bureau of Municipal 
 Ch be ^ rec ipsted to cooperate with and assist 
 oo.id commix ^ee in maxing such report. 11 
 
 for the purpose of facilitating the u 
 
 th a r&rr»nn*> i ” ~ ~ i7 ° ric ° f N our Committee 
 
 23 ] 917 passed ..he icllowing resolution on July 
 
 7 -+in^r a3 i heretofore, the question of standardi- 
 
 Co Sal ? rics .: la3 tesn referred to the Finance 
 commit uee ox Council, 
 
 rpni^f+!J e ff* the Finance Ccnraitte e of Council has 
 t f d " he a3slstanc e of the Bureau of Municipal 
 research, nov/, therefore 1 
 
 Be it resolved by the Council of the City of 
 Akron ^ state of Ohio; y 
 
 s . That . the Bureau of Municipal Research 
 
 2f thp t „L c " U +f orize( ^ zo olata in from officers and employes 
 f" v : C1 ^ y ^ ne necessary information tc enable it to 
 
 a repo r' t on a standardization of salaries and 
 " c "&e. J paid by tne cit 3 r ." 
 
 rai*i 1n A' 1 AiAfa isa h'? n i^truout has been a cooperative one. 
 tfe itv S ‘“ officials and employes from the Mayor of 
 stud-- y ,; A A* su ?? iied e^ery facility tc the Bureau in its 
 A 1 e sn0TO a willingness to assist ir. brir-M™, 
 
 <JUt Che fa=ts 7,hich were required as a basis, for the study 
 
Digitized by the Internet Archive 
 in 2016 with funding from 
 
 University of Illinois Urbana-Champaign Alternates 
 
 https://archive.org/details/reportonstandardOOakro 
 
and have given freely of their time and thot to the subject. 
 This cooperative . spirit is ?'ell expressed in the letter of 
 the Mayor to the heads of all departments written under 
 date of August 28, 1917. 
 
 "To the Heads of All Departments: 
 
 In conf orrncnco with the request of the City Council 
 the Bureau of Municipal Research is about to start 
 the study of salary standardization for Akron. 
 
 Tc make this study comprehensive and in detail, it 
 is essential that the Bureau have the hearty cooper- 
 ation of the Department Heads. 
 
 I am sending with this letter forms to be filled out 
 by each member of your staff. This information 
 must be in detail and absolutely in accordance with 
 facts. Department Heads are to read these cards care- 
 fully and approve them before forwarding to the Bureau. 
 
 The Council and myself would like to have the findings 
 of the Bureau available for the 1918 Budget. It is 
 therefore' strongly urged that all Department Heads 
 see that this work is done promptly. 
 
 Very truly yours 
 
 Mayor" 
 
 It is to be hoped that this willingness of the depart- 
 ments to have an unbiased impartial study made by an outside 
 organization and their hearty cooperation and approval of 
 those sections of the report ‘which effect their department , 
 will strengthen still further the confidence of your Com- 
 mittee, the Common Council and the public in the findings 
 of this report. 
 
 The Bureau has considered very carefully and conscientious 
 ly the duties, qualifications and compensation which should 
 attach tc each of the 80 or more positions in the city 
 service and has endeavored to be absolutely fair, just and 
 impartial in its recommendations. In every case, it has 
 endeavored to rate the position without regard to the present 
 incumbent . 
 
 This report with its recommenda-tions as submitted to 
 you herewith is based, therefore, upon months of intimate 
 first hand study and acquaintance with the 7«rork and require- 
 ments of each position-, in the city service, and upon a 
 very thoro study and analysis of the best that has been 
 done along this line in other cities. 
 
The very nature of the report will preclude the 
 possibility of these findings holding good for many years 
 to come, as must necessarily be the case in any organiza- 
 tion which strives tc adapt itself to changing conditions. 
 A re-adjustment of the standards will be necessary -within 
 the next three or five years, but this will be done auto- 
 matically by the Civil Service Commission -when once the 
 standardization program has been adopted. 
 
 In transmitting the report, the Bureau of Municipal 
 Research wishes to express its appreciation of this oppor- 
 tunity for service offered it by your Committee. 
 
 Yours very truly 
 
 BUREAU OF MUNICIPAL RESEARCH 
 
 Director 
 
INTRODUCTION. 
 
 -\ 
 
 SI ZD AND IMPORTANCE OR THE PRO BLUR. 
 
 An examination of the budget for 1917 shows that there 
 are approximately 390 persons in the employ of the City 
 of Akfon, exclusive of the Library and the Municipal Uni- 
 versity. The aggregate annual salaries cf these persons 
 is about $-150,000 7/hich is 40 % of the total budget of the 
 city for operating purposes. 
 
 It is important from the standpoint of the 2000 men, 
 women and children who are directly dependent for their 
 bread and butter upon the distribution of this $450,000 
 each year and also very important from the viewpoint of 
 the 150,000 men, women and children whose health, comfort 
 and happiness depend upon the work of their 390 public 
 servants, that this expenditure shall bring the largest 
 possible returns in service. 
 
 THE HUMAN FACTOR IN THE PROBLEM. 
 
 Every thotful employer recognises today that the 
 greatest business problem is the human problem of labor 
 and the wise handling of men. Ke knows that managing 
 employes, selecting, assigning, directing, supervising 
 and developing them i3 the one phase of management 7/hich 
 is most difficult tc handl e . Private corporations have 
 created employment departments for the purpose of select- 
 ing and engaging employes, locking after their physical 
 health, tiaining and developing their natural abilities 
 and promoting a spirit of cooperation, contentment and 
 goodwill thru varied welfare activities, to the end that 
 th$j standard of efficiency of the 7/orking force may be 
 raised and employes may render a 3 nearly as possible 
 100 % to their employers. The aim of the modern corporation 
 is to be an ideal employer. 
 
 PRESENT EMPLOYX'iENT CONDITIONS IN THE CITY SERVICE , 
 
 The employment conditions in the city service nowhere 
 approach the standards jf^iour best privately conducted 
 businesses. Up to the present time, the salaries of the 
 employes cf the city of Akron have not been determined . 
 scientifically with reference to the market value of the 
 7/ork performed. It is a matter of current knowledge that 
 salaries are fixed by accident, expediency or political 
 preference. Increases in salary have been irregular, 
 uncertain and too often 7/ithout regard to the relative 
 merits of employes. 
 
 The shortcomings of the present system in Akron 
 are similar to those found in every other city 7/here studies 
 have been made and may be briefly summarized as follows: 
 

 
 
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 i 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
by the Civil Service Commission. In all payrolls or accounts 
 of salary and wages submitted to the Commission for check and 
 certification as to legality of employment and to the Auditor 
 and Treasurer for payment, standard titles shall be used to 
 designate the positions. No payrolls or accounts of salaries 
 and wages shall be authorized or paid by the city Auditor 
 unless they bear the signature of the office of the Civil 
 Service Commission. 
 
 Section 7. All entrance or promotional appointments to 
 positions shall be at the initial rate of the grade except where 
 it is provided in special regulations of the specifications 
 that entrance rates for that purpose .shall be fixed by appraisal. 
 
 ■ t 
 
 .advancements 7/ it lain each grade shall be made from one rate 
 to the next higher rate and shall be based upon at least one 
 year of satisfactory service, except vrhere a definite period 
 of service is provided in the specifications and such advance- 
 ment may be made without change of duties or examination. 
 
 Promotion from one grade to the next higher Grade shall 
 involve a change of duties and shall be made only when a 
 vacancy has been created by resignation, transfer, death 
 or dismissal or when a new position shall have been created. 
 Promotion shall be made as far as practicable after a 
 competitive examination. 
 
 Section 6. No person holding a position in the city 
 service tc which this ordinance applies and for which a 
 definite salary or compensation has been designated shall 
 receive any extra salary or compensation in addition to 
 that so fixed. 
 
 Section 9. Ail ordinances or parts of ordinances contra- 
 vening this ordinE'.nce are hereby repealed. 
 
 Section 1C. This ordinance shall take effect and be in 
 force from and after its passage and publication. 
 
APPENDIX "A" 
 
 TENTATIVE DRAFT OP AN ORDINANCE. 
 
 PROVIDING FOR TEE ADOPTION OP STAND a TD SPECI PI CATIONS OP PERSONAL 
 
 SERVICE IN TED CITE OP AKRON. 
 
 Section 1. The classification schedules and specifications 
 of services, titles, duties, and compensation of employments 
 in the city service as set forth in the specifications for per- 
 sonal service known as Schedule A which is contained in the 
 report of the Bureau of Lluricipal Research submitted under date 
 of November 12, 1917, which Schedule A is hereto attached, are 
 hereby adopted. 
 
 Section 2. The specif icartfons for personal service will 
 apply in their entirety to all positions in the Classified 
 Civil Service to be filled after this ordinance becomes effect- 
 ive and shall be applied to all present positions as rapidly 
 as the Civil Service Commission can regrade existing positions 
 and establish eligible lists. 
 
 Section 3. Appropriations and payments of compensation 
 provided offices and employments in the city service shall 
 be uniform for all positions having substantially similar work 
 requirements and similar training and experience and the 
 schedules and specifications adopted in this ordinance shall 
 be the basis of employment control in the city service. 
 
 Section 4. The Civil Service Commission is hereby desig- 
 faatddi as the central agency for enforcing the provisions of 
 this ordinance. It shall have power to amend from time to time 
 the qualifications and promotion requirements fox personal 
 service contained in Schedule A. It shall have power to 
 establish and enforce rules and regulations governing 
 time and service records and ratings for all employes in the 
 city service which shall be required as a basis for approving 
 and certifying payrolls and as a factor in granting promotions 
 from one grade tc another. 
 
 Section 5. All departmental requests for new positions for 
 filling vacancies or for proposed changes in the standardization 
 specifications shall be sent directly to the Civil Service 
 Commission which shall promptly investigate and determine 
 whether the position is in fact new, or whether the changes 
 are in accordance with its rules and regulations. In case of 
 new positions, the Commission shall establish titles, duties, 
 qualifications and rates of compensation and shall transmit 
 such requests to the Common Council with its recommendations . 
 
 Section 6. In all salary ordinances, budget requests, 
 reports of the creation of new positions or of changes in exist- 
 ing positions, there shall be included only those standard 
 titles adopted herein and included in the specifications for 
 personal service, and such titles as shall be approved hereafter 
 
I 
 
 a 
 
 
 
 
 
 
 S 
 
 
•X A . 
 
 1, No equitable and logical basis for fixing com- 
 pensation in relation ~to duties ancPmarket value of 
 services has been v/orked out. Many inconsi stencies 
 in salaries exist. Different employes are paid differ- 
 ent salaries for the same kind and character of work. 
 Employes performing miscellaneous clerical work of 
 
 a standard which would reasonably require a compen- 
 sation of from $700 to $1200 and which should be 
 classified under one standard title "Assistant Clerk" 
 are now receiving a variety of salary rates from $540 
 to $1500 under four different titles. 
 
 2. Lack of proper qualifications and training of 
 employes to perform the duties of their positions. 
 
 Many city employes are unqualified to perform properly 
 their reguxar duties. This is due to the absence of 
 standard requirements for the various positions. 
 
 5. Lack of standards governing promotions. Pr omo - 
 tions are based upon personal preference or "political 
 pull". Time records or efficiency records are unknown. 
 There are no graduated salary advances to which a 
 conscientious, efficient employe may reasonably look 
 forward to securing as a reward for faithful and effi- 
 cient service. 
 
 As a result of such employment conditions, there exists 
 a condition of stagnation and indifference in the city 
 service. City service is not attractive to the best talent 
 in professional life, business, university, and schools. 
 
 In the case of many positions, private employers do not 
 regard experience in the city government as a good recommen- 
 dation. Ambitious young men do not regard the experience 
 gained in the cit 3 r service as valuable or profitable due 
 to the lack of proper leadership and strict 7 /orking stand- 
 ards. . The city pays practically no attention to the wel- 
 fare of its employes after they have obtained appointments . 
 
 Conditions Peculiar to Akron. In addition to the general 
 conditions above enumerated which apply to all cities, 
 which have not adopted standards, the situation is further 
 complicated in Akron by the fact that the city must com- 
 pete with the large rubber companies for employes. These 
 large companies carry on a nation-wide advertising campaign 
 for new employes, pay wages equal to or better than in 
 many lines of industry and offer far greater opportunities 
 for material advancement than government employment. It 
 is imperative that the city meet this competition by paying 
 sufficiently high Wages to attract and hold capable men and 
 by maintaining sufficiently high standards of qualifications 
 so that it will not be placed in the position of having to 
 employ men who have not made good with the rubber companies. 
 Another factor in the situation is the lack of housing 
 facilities which makes living in Akron difficult and ex- 
 pensive. 
 
■Til. 
 
 OBJECT OF STANDARDIZATION OF SALARIES AND GRADES. 
 
 The standardization of salaries and grades attempts 
 to accomplish the following purposes: 
 
 1 « Determine the duties of each position in the 
 city service and fix the salary according to the value 
 of this work to the government. The job and not the 
 person is the basis of measure. This is a matter of 
 justice and fair dealing to all concerned. 
 
 2. Establish standard minimum requirements of 
 training and experience for each position, which must 
 be met by all persons before they may be eligible 
 for appointment to the position. This protects the 
 city against the appointment of incompetent persons 
 for political or personal reasons. 
 
 3,. .Establish definite lines of promotion with 
 gradually increasing salaries. This will make muni- 
 cipal appointment more attractive to men and women, 
 will afford better opportunity for advancement and 
 will make the public service a rea.1 profession in 
 which men and women may enter and make plans for the 
 .future with fair chances for success. The standardi- 
 zation of salaries and grades is an effort to estab- 
 lish justice and fair dealing between the city and 
 its employes. It is a movement tov/ard making the city 
 a model employer. 
 
 ADVANTAGES WHICH WILL RESULT FROM STANDARDIZATION. 
 
 Definite advantages will accrue to the taxpayers and 
 citizens thru the elimination of sinecures and inequali- 
 ties in payment. Indirect advantages will result from 
 the more businesslike and economical administration which 
 is possible where the organization is composed of employes 
 especially chosen on account of fitness and ability and 
 from the higher output which is possible when employment 
 conditions are made attractive. 
 
 The plan will benefit the Common council and city 
 officials who make appointments by relieving both from 
 . importunities of friends and neighbors to place their 
 friends in city positions, or to increase salaries of 
 persons already in the service for personal reasons. 
 
 It will simplify the problem of fixing salaries and wages 
 by relieving the Council of these minor problems of 
 administration . When properly installed and operated, 
 there will be available a list of qualified persons for 
 various city positions from which selection may be made 
 in case of vacancies. 
 
. 
 
 r. 
 
 . 
 
 ■ 
 
 ' 
 
 
 i 
 
 
 
IV. 
 
 The standard! zation plan will furnish the Civil 
 Service Commission a sound basis for employment control. 
 The Standard specifications of duties and standard quali- 
 fications as to training and experience "will furnish a 
 basis for standards of examinations and for regulations 
 as to entrance, promotion, transfer and control of output. 
 
 The plan will benefit the employe by insuring uni- 
 formity of pay for equal work, by providing opportunity 
 for advancement and by making the city service more 
 attractive thru the opening up of a real vocation. 
 
 HO./ THE STUDY /AS MADE. 
 
 The following main steps were taken in carrying out 
 the investigation. 
 
 1. Reports -.ve re obtained from other cities and 
 states which have made standardization studies i nd 
 stese were studied end analyzed. The most important 
 report on the subject is the New York report on Stand- 
 ard Specif ications of Personal Service, prepared by 
 the Bureau of Person: 1 Service in ^pril 1917. Other 
 valuable reports which were available and used : re- 
 listed in the bibliographer accompanying this report 
 
 2. Requests were sent to 26 selected cities in the 
 same population group as Akron for copies of their last 
 budget and copies of th^ rules anf regulations of 
 
 the Civil Service Commission. Comparative salary 
 data was obtained f. nd tabulated from the following 
 cities; New York, Boston, Baltimore, Hartgord, Bridge- 
 port, H'ilwaukce, Detroit, Houston, Richmond, Kinneapoli s , 
 Yonkers, Jersey City, Los. Angeles, and Dayton. This 
 information was summarized in a thole giving the lowest,, 
 highest and average salary paid for each position having 
 duties of similar nature and scope and th^ sal; ry pea id 
 in nkron. This table- afforded one source of information 
 in arriving at the market value of positions in the 
 city service. EXHIBITION I. 
 
 3. Information relative to the duties, work and 
 requirements of each position in the city service was' 
 obtained on printed cards which were distributed to 
 ardl filled in by individual employes* These cards 
 were then approved by the official in charge. 
 
 4. Thru the cooperation of private establishments 
 in Akron, the salaries paid in a number of industries 
 for positions similar to those in the city service 
 
 were obtained. This source afforded in some respects 
 the most valuable information obtainable for arriving 
 at the market value of positions, since in Akron the 
 city must caompete with the larte rubber manufacturers 
 who carry on a nation-wide advertising campaign for new 
 employes. 
 
f 
 
V 
 
 5. Conferences were held with administrative 
 officials, the Civil Service Commission, the Finance 
 Committee of the Council and every effort has been 
 made to establish cooperative relations. 
 
 On the basis of the conclusions reached as a result 
 of the above study and analysis, the Bureau formulated 
 a plan of classification and standards as set forth in 
 in the follo'wing section of this report. 
 
 CLASSIFI C ATION tSTAI^RD SPECIF IC ATIONS A ND ST A NDARD SAL ABY: BATES 
 
 The classification of the personal service of the 
 City of Akron has been divided into two main groups, 
 namely, the Unclassified Service and tif r Classified 
 Service. 
 
 The Unclassified Service comprises the following 
 positions which are exempt according to the provisions 
 of section 4S6 of the Ohio Civil Service law. 
 
 ELECTIVE OFFICES. 
 
 President of Council Judge of Police Court 
 
 Counc Ilmen Justices 
 
 Mayor Treasurer 
 
 Auditor Police Court Clerl£ 
 
 Solicitor 
 
 APPOINTIVE 
 Service Director 
 Safety Director 
 Health Officer 
 Council Clerk 
 Library Staff 
 
 OFFICES. 
 
 Deputy Audi tors (2) 
 Asst , Solic itors( 2) 
 Sec. to Solicitor 
 Director of Charities 
 University Staff. 
 
 The Classified Civil Service comprises the following 
 distinct groups of service. The grouping of employment 
 is determined by the nature of the duties performed -;t 
 rather than upon departmental lines. 
 
 Executive Service 
 Professional Service 
 Investigation Service 
 Inspection Service 
 Institutional Service 
 Cl'erical Service 
 Police 
 Fire 
 
 Skilled labor 
 Unskilled labor. 
 
 Each service group is divided into definite positions 
 Each position is standardized by determining and fixing 
 four elements. 
 
VI, 
 
 1. Standard Titles 
 
 2. Standard Duties 
 
 5. Standard Qualifications 
 4. Standard Rates of Compensation. 
 
 S TARDA RD T I TIES. 
 
 The titles have been made descriptive of the duties 
 performed and each title represents an employment suffi- 
 ciently distinctive to warrant a civil service examination. 
 It is contemplated that a person may be appointed under 
 a given title and be assigned to work in several different 
 departments, as for example, a person appointed under the 
 title of Assistant Engineer may be assigned to work either 
 in the City Engineer’s office of in the Engineering 
 Department of the Water Works. 
 
 STANDARD DUTIES. 
 
 The description of duties is intended to indicate 
 the importance and responsibility of the position so as 
 to clearly mark off the limits of one position from 
 another and is intended to furnish the basis for fixing 
 -he compensati on end determining the scope of the original 
 or promotional examination thru v/hich the employe enters 
 the position. Examples of duties are cited for illustra- 
 tive purposes only and are not intended to be exhaustive. 
 
 STANDARD QUAD 1 ? I C A T 1 0 IT S . 
 
 Under qualifications are specified the minimum stand- 
 ards of ability, experience and training which are necessary 
 fer a person to perform properly the duties specified 
 under the title. It is the function of the Civil Service 
 Corn-mission to satisfy itself, thru investigation and 
 examinations , that persons meet these standards. 
 
 STANDARD RATES OF COMPENSATION. 
 
 Under this heading is given the range of salaries 
 which will apply to all incumbents of the position; the 
 minimum or maximum limits of salary ranges are given and 
 the increases in salary which will become effective from 
 year to year. 
 
 The following schedule cf sa.lary increments has been 
 adopted in the standard specifications. 
 
 For 
 
 salul'y 
 
 ranges 
 
 from $540 
 
 to 
 
 $1200 
 
 annual 
 
 increments 
 
 cf s?S0 
 
 For 
 
 salary" 
 
 ranges 
 
 from $1200 
 
 to 
 
 $1300 
 
 annual 
 
 increments 
 
 of $120 
 
 For 
 
 salary 
 
 ranges 
 
 from $1800 
 
 to 
 
 $2400 
 
 annual 
 
 increments 
 
 of $180 
 
 For 
 
 salary 
 
 ranges 
 
 from $2400 
 
 to 
 
 $3000 
 
 annual 
 
 increments 
 
 of $240 
 
 For 
 
 salary 
 
 ranges 
 
 afoove$3000 
 
 
 
 annual 
 
 increments 
 
 of v 300 
 

' , VII 
 
 This policy of increasing the annual increment as the 
 salary increases is in line with the practice in other 
 public and private employment. 
 
 For the purposes of simplifying the accounting and 
 auditing procedure, standard rates divisible by 24 have 
 been established since employes are paid semi-monthly. 
 
 This 7/ill reduce to an appreciable degree the amount 
 of clerical v/ork involved in the preparation and checking 
 of payrolls. 
 
 In granting salary increases, it is recommended that 
 they should be based upon service records which give 
 evidence of meritosic.ue service ; that the increase be made 
 only in the preparation of the annual budget in January 
 and that no changes be made in July; that the length of 
 service required at one rate before advancement to the 
 next rate be one year; that increases in the lower grades 
 be more nearly automatic than in the higher grades and 
 increases in the higher grades shall depend upon -special 
 service and positive achievement rather than upon length 
 of merely satisfactory service; that the amount of money 
 available for increases be determined largely by the amount 
 of unexpended balances in the funds which accrue thru 
 not filling vacant positions, eliminating unnecessary 
 positi ons or thru filling vacancies at the lowest rate 
 in each grade, which plan 7/ill serve to encourage depart- 
 ments to economize. 
 
 RELATION OF S TAFDAPD I ZA T I ON PROGRAM TO THE CIVIL SERVICE COMMIS- 
 SION. 
 
 There is a close relationship between the work cf 
 the Common Council in establishing standard salaries and 
 grades and the work of the Civil Service Commission in 
 applying these standards to each individual employe. 
 
 It is the function of the Common Council, the 
 legislative body, to create and fix the compensation for 
 positions in the city service, and it is the function 
 of the Civil Service Commission to enforce the civil 
 service principles set forth in the laws of Ohio as to 
 entrance, advancement, transfer and retirement. For 
 example, the Common Council can fix the standard require- 
 ments and the standard compensations for each position 
 and the Ci\ r il Service Commission is responsible for the 
 application of these standards tc individual employes. 
 
 The proper enforcement cf the Civil Service law 
 requires the services cf a. full time clerk and certain 
 office equipment and supplies to carry on the work. 
 
 A minimum appropriation of £>2500 should be provided for 
 the Civil Service Commission in exercising employment 
 control over the 390 employes in the city service and in 
 safeguarding the expenditure of the ^450,000 annually spent 
 for personal service. 
 
\ 
 
 I 
 
 
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 ) 
 
 
 
 
 V 
 
 
VIII 
 
 The duties of the full time clerk 7/ould comprise the 
 following: 
 
 Adoption and enforcement of rules and regulations 
 governing applications, examinations, appointments, re- 
 movals and transfers. 
 
 Holding examinations for each position in the city 
 service and maintaining an eligible list of qualified 
 persons for the various positions. 
 
 Devising, installing and exercising supervision over 
 time and efficiency records as a basis for checking up 
 the efficiency of each employe and for checking and 
 certifying the semi-monthly payrolls. 
 
 Preparing standard specifications for all new 
 positions for adoption by the Common Council and the 
 Civil Service Commission. 
 
 CONSTRUCTIVE PEC0MBND ATI0N5 AND NEXT STEPS. 
 
 The following summary recommendations and next 
 steps are given which should be taken by the Common 
 Council and the Civil Service Commission in order to 
 make effective the work which has already been done on 
 the standardization program. 
 
 1. That the schedules and specifications for 
 personal service included in Schedule A, of this 
 report be adopted by the Common Council by ordinance. 
 (Draft of the suggested ordinance is given in 
 Appendix A of this report.) 
 
 2. That the Civil Service Commission adopt the 
 complete specifications for personal service as set 
 forth in Schedule A of this report. 
 
 3. That the Common Council authorize expenditure of 
 not less than 02500 for the use of the Civii Service 
 Commission during the year 1918. 
 
 4. That the Civil Service Commission appoint a full 
 time clerk to enforce the provisions of the Civil 
 Service law and to draft a complete set of rules and 
 regulations. The Bureau of Municipal Research hereby 
 offers its services to the Civil Service Commission 
 
 in preparing a complete set of rules and regulations. 
 
 5. That the Common Council designate the Civil 
 Service Commission as the central agency to uphold 
 the standardization program, develop the system and 
 make such changes in the schedules and specifications 
 as may be necessary. 
 

 
 
 
 
 . 
 
 
 
 
 
 
 
 V 
 
 
 ' 
 
 
 
 
 
 
 

 IX. 
 
 6.. That the standard rates cf compensation shall 
 he applied in the 1918 budget ordinance, and in the 
 re-adjustment of salaries of present positions to con- 
 form to the nev/ standards, the employe, shall be given 
 the next higher salary as provided for in the standardi- 
 zation schedule. 
 
1 . 
 
 EXECUTIVE SERVICE. 
 
 SUPERINTENDENT OE PUBLIC WORKS . 
 
 DUTIES 
 
 The duties of the Superintendent of Public Work3 are to 
 supervise and be responsible for the maintenance of 
 sewers or highways, or both, of the entire city, 
 
 QUALIFICATIONS . 
 
 Evidence of training, either educational or practical 
 in specialized public 7/orks and the ability to lay 
 out and supervise work for a number of gangs, 
 
 COMPENSATION 
 
 Range of annual compensation $1680 to $2100 
 
 Salary rates, $1680, $1800, $1920, $2100. 
 
 SUPERINTENDENT OE WATER WORKS. 
 
 DUTIES ' 
 
 The duties of Superintendent of Water Works, which re- 
 quire the highest degree of executive ability 
 and technical training and wide experience in water 
 works management, are to assume responsibility for 
 the management of the entire water works, including 
 pumping, filtering, distribution, metering, collection 
 of water rents, extensions of water works, etc. 
 
 QUALIFICATIONS. 
 
 Evidence of the completion of a technical course in a 
 
 college or university of recognized standing and wide 
 experience in water works management or such other 
 experience as the Civil Service Commission may require. 
 
 COMPENSATION 
 
 Range of annual compensation $3000 to $3900 
 
 Salary Rate $3,000, $3,300, $3,600, $3,900 
 
2 
 
 SUPERINTENDENT OF SE WA C-E AND G ARBAGE DISPOSAL. 
 
 DUTIES 
 
 The duties of Superintendent of Garbage and Sewage, which 
 require executive ability, are to be responsible for 
 the operation of sewage disposal plant and to super- 
 vise and direct the work of employes at the 'sewage 
 disposal plant. They also embrace the weighing and 
 checking of garbage collection and the investigation 
 of garbage complaints. 
 
 QUALIFICATIONS 
 
 Knowledge and training in the supervision of the se?/age 
 disposal plant and garbage reduction, or such other 
 qualifications as the Civil Service Commission may 
 require. 
 
 COMPENSATION 
 
 Range of annual compensation $1680 to $2100 
 
 Salary rates $1680, $1800, $1920, $2100. 
 
 SUPERIN TENDSNT OP STREET CLEANING. 
 
 DUTIES 
 
 2he duties of Superintendent of Streets are to be respon- 
 sible for the regular operations of the street clean- 
 ing department including the supervision, inspection 
 and reporting of the work of cleaning streets, the 
 operation, collection , removal and dumping of dirt, 
 refuse or snow, the removal of incumbrances from the 
 streets and the inspection and care of property be- 
 longing to the department and for the inspection of 
 the department forces in routine or special operations 
 carried on by the department. 
 
 QUALIFICATIONS . 
 
 Evidence of at least five years experience in street clean 
 ing and street sanitation and evidence of ability to 
 organize and handle large numbers of men, or such 
 other qualifications as the Civil Service ^Commission 
 may require. 
 
 COMPENSATION 
 
 Range of annual compensation $1500 to $2100. 
 
 Salary rates $1500, $1620, $1740, $1920, $2100. 
 
PROFESSIONAL SERVICE 
 
 3 
 
 CHEMICAL GROUP. 
 
 BACTERIOLOGIST. 
 
 DUTIES 
 
 The duties of the encumbents of these positions are to 
 examine various body exudates and cultures of the 
 same for the presence of disease germs; to be responsible 
 for bacteriological examinations; to independently 
 perform research work and to make new culture media. 
 
 Examples. 
 
 Making chemical and bacteriological examinations of 
 milk, water, etc. 
 
 Examining specimens of sputum, diphtheria cultures , etc . 
 Producing toxins, anti-toxins and vaccines. 
 
 QUALIFICATIONS. 
 
 AA medical degree granted at the completion of a standard 
 course of instruction in a medical school q*r univer- 
 sity of recognized standing; or completion of the 
 course in bacteriology cr chemistry in a college or 
 university of recognized standing. Experience in a 
 bactericlogic cr biological laboratory. 
 
 COMPENSATION 
 
 Range of annual compensation £>1800 to £>2700 
 
 Salary rates, $1800, $1980, $2150, $2340, $2520, $2700. 
 
 ASSISTANT CHEMIST. 
 
 DUTIES 
 
 The duties of the Chemist are making chemical and 
 
 bacteriological analysis and doing research work under 
 supervision. 
 
 Examples 
 
 Taking charge of the analyses cf asphalt, milk, water , etc. 
 Making media for water tests. 
 
 Microscopic tests of samples of water, etc. 
 
 Chemical and bactericlogic examinations of water. 
 
4 
 
 QUALIFICATIONS 
 
 A degree in science granted for a standard course in 
 
 chemistry or physics in a college or university of 
 recognized standing or proof of other training, 
 equivalent in the opinion of the Civil Service 
 Commission to the above . Not less than one years 
 appropriate experience in a chemical or physical lab 
 oratory. 
 
 COMPENSATION 
 
 Range of annual compensation 01500 to 02100. 
 
 Salary rates 01500, 01620, 01740, 01920, 02100. 
 
 CHEMIST. 
 
 DUTIES 
 
 The duties of Chemists are to supervise and direct the 
 *r/o rk of Assistant Chemists and of other assistants 
 and to initiate and carry out chemical and physical 
 research work. 
 
 These positions require a high decree of skill and judg- 
 ment in chemistry and physics and adminis trative 
 ability. 
 
 Examples 
 
 ■Supervising the ?/ork of the entire force in a labor- 
 atory. 
 
 QUALIFICATIONS 
 
 Minimum as prescribed for Assistant Chemist. If by 
 promotion, not loss than two years as Assistant 
 Chemist and if by open competitive examination, not 
 less than three years experience in conducting 
 chemical or physical laboratory. 
 
 COMPENSATION 
 
 Range of annual compensation .*1)2160 to $2700. 
 Salary rates, $2160, $2340, 1)2520, $2700. 
 
5 
 
 DUTIES 
 
 Bli'jG 1 1 IEEF: I VTG GROUP . 
 
 ERG I PEER I DO ASS I START 3 . 
 
 The duties 
 vision 
 office 
 
 of these positions are 
 elementary engineering 
 and simple engineering 
 
 to perform under 
 ■Arork in field or 
 computations. 
 
 super' 
 
 Examples 
 
 Using surveying, measuring and drafting, 
 ^nspeoting or investigating ena'’nee v> i'^''- 
 supervision. ~ ’ ~ * ° 
 
 instruments . 
 work under 
 
 QUALIFICATION'S . 
 
 Graduation from a college or university or proof of 
 urainihg wnich the Civil Service Commission may 
 its equivalent. ‘ J 
 
 ether 
 
 deem 
 
 COMPENSATION 
 
 Range of annual compensation, £780 to 
 Salary rates, £780, £840, £900, £960, 
 
 £ 1020 . 
 
 £ 1020 . 
 
 DUTIES 
 
 JUNIOR ENGINEER. 
 
 The 
 
 duties of a Junior Engineer, which may or may net be 
 supervisory in character, are to execute , definite 
 msorucbions m a minor division of work in a field 
 or office. 
 
 Example g 
 
 Designing plans under supervision. 
 
 Preparing general or working drawings. 
 
 Inspecting engineering -work and materials, 
 maxing computations and compiling data for repeats 
 and cost records. 
 
 Directing field party on surveys. 
 
 Maxing ± inal inspections on public -work. 
 
 QUALIFICATIONS. 
 
 The minimum of engineering assistants. If by promotion, 
 
 A V tiTO year3 experience as engineering assistant, 
 * °P en competitive examination, not less than 3 
 years experience along engineering lines. 
 
 COMPENSATION 
 
 Range of annual compensation, £1140 to 81680. 
 
 Salary rates 4*1140, §1200, 61320, £1440, §1060, §1680. 
 
6 
 
 ASSISTANT ENGINEER. 
 
 DUTIES 
 
 The duties of an Assistant Engineer are to assume respon- 
 sibility in making studies and computations necessary 
 to the preparation of plans, designs, specifications 
 and contracts and supervising or inspecting construction 
 work of an important nature, or to make engineering 
 investigations for executive action. 
 
 Examples 
 
 Independently designing and preparing plans for im- 
 portant 7/0 rk. 
 
 Supervising a large squad or division, and preparing 
 plans, estimates, easement lists and specifications. 
 Supervising engineering lists for plans and specifi- 
 cations for public work. 
 
 Assuming responsible charge of the construction, 
 maintenance or report of sewers, conduits or high- 
 ways . 
 
 Assuming responsible charge of topographical or sub- 
 surface surveys. 
 
 Assuming responsible charge of street lay-outs and 
 grad e s . 
 
 Making independent engineering investigations and 
 reports relating to sewer construction, garbage 
 and sewage disposal. 
 
 Making drainage plans and street opening proceedings. 
 Making engineering inspections, investigations, esti- 
 mates and reports for city improvements, including 
 requests for appropriation of public funds, approval 
 of contracts, plans and specifications for modifica- 
 tions of contemplated improvements for 7/ork under 
 construction or completed. 
 
 Making engineering investigations incident to the 
 preparation for standard specifications for work, 
 supplies, materials, equipment and methods. 
 
 QUALIFICATIONS. 
 
 Minimum as prescribed for Junior Engineer. If by promo- 
 tion, not less than two years as Junior Engineer or 
 draftsman. If by open competitive examination, not 
 less than three years experience in responsible charge 
 of 7/ork. 
 
 COMPENSATION. 
 
 Bange of annual compensation $1600 to $2700. 
 
 Salary rates, $1800, $1980, ^2160, $2340, $2520, $2700. 
 
7 
 
 BHOmjK. 
 
 DUTIES 
 
 The duties of an engineer, which require the highest order 
 of executive ability, are to assume responsibility 
 for a large and important engineering department and 
 to give independent expert or critical engineering 
 advice of a high order for executive action incident 
 to 7 / 0 rk of this scope. 
 
 Examples . 
 
 Supervising a large bureau of design. 
 
 Supervising the operation of a combination of the 
 distribution pump or water shed functions for the 
 entire city. 
 
 Supervising the constructing, maintenance or repair of 
 sewers, conduits, hi'ghways, bridges, water mains, aque- 
 
 • duct ,7^: , reservoirs, viaducts, public buildings, 
 r e tain i ng 7/al Is, etc. 
 
 Supervising or making independently the most important 
 engineering investigations, inspections, estimates 
 and reports for city improvements, including re- 
 quests for appropriations of public funds, approval 
 of plans, contracts, specifications or modifications , 
 adjustments of claims or audits on work contemplated, 
 under construction or completed. 
 
 Supervising engineering investigations in the prepara- 
 tions of standard specifications for work, salaries, 
 supplies, equipment, materials or methods. 
 
 QUALIFICATIONS . 
 
 The minimum as prescribed for Assistant Engineer. If by 
 promotion, at least two years experience as Assistant 
 Engineer. If by open competitive examination, at 
 least five years experience in general or specified 
 engineering at least three years of which must have 
 been in the executive capacity. 
 
 COMPENSATION. 
 
 Range of annual compensation $3000, to $3900 
 Salary rates $3000, $3300, $3600, $3900. 
 
8 
 
 DBAffTSIIA.1T. 
 
 DUTIES 
 
 The duties off Draftsman, which require ability to lay out 
 work or to perform specialized drafting work are to 
 make technical computations and to figure approximate 
 costs. 
 
 Examples . 
 
 Preparing general working drawings or maps. 
 
 Making computations and compiling data 
 Preparing contract drawings 
 
 Figuring monthly and final estimates from field notes. 
 Calculating assessments for improvements. 
 
 QUALIFICATIONS. 
 
 Proof of the completion of a course in drafting and de- 
 signing or such equivalent qualifications as the 
 Civil Service Commission may accept. 
 
 COMPENSATION 
 
 Range of annual compensation $1200 to $1800. 
 
 Salary rates $1200, $1520, $1440, $1560, $1680, $1800. 
 
 INSTRUMENT NAN. 
 
 DUTIES 
 
 The duties of Instrument Man, which may involve the 
 
 supervision of other employes, are to use and adjust 
 surveying and other engineering instruments and 
 logori thmetic and mathematical tables and to make 
 advanced mathematical computations. 
 
 Examples. 
 
 Take charge of a field party on survey, construction 
 or repair work. 
 
 Preparing sketches. 
 
 Making computations and compiling data for reports 
 and cost records. 
 
 Adjusting surveying instruments 
 Keeping and checking survey notes 
 Supervising platting of survey notes. 
 
 QUALIFICATIONS 
 
 Training and experience in field work and the use of sur- 
 veying and engineering instruments or such other ex- 
 perience as the Civil Service Commission may deem 
 its equivalent. 
 
 COMPENSATION 
 
 Range of annual compensation $1200, to $1800 
 
 Salary rates $1200, $1520, $1440, $1560, $1680, $1800. 
 
9 
 
 NURSE GROUP . 
 
 N URSE 
 
 FIELD NURSE. 
 
 DUTIES 
 
 NURSE 
 
 The duties of Nurses are to perform under supervision 
 routine nursing in hospitals or to supervise and be 
 responsible for the nursing work in a-.-horpi tal 
 ward by other assistants. 
 
 FIELD NURSE 
 
 The duties of a Field Nurse are to perform under 
 
 supervision such definite details of field nursing 
 as may be required in the investigating, reporting, 
 preventing and caring for disease or conditions 
 unfavorable to the health of individuals or 
 communities. 
 
 Examples 
 
 Instructing parents or others in the nursing of the 
 sick. 
 
 Assisting and instructing prospective mothers as to 
 the care of the child and as to circumstances 
 and conditions attending the bird of the child. 
 Supervising the health of school children and visit 
 ing the homes of parents to secure treatment for 
 • 'hildren requiring treatment or care. 
 Investigating and reporting cases of communicable 
 disease. 
 
 Visiting the homes of the sick to provide nursing 
 care cr to assist in their social betterment. 
 
 QUALIFICATIONS. 
 
 Certificate of licensee to practice as registered nurse 
 issued by the Board cf Examiners of the State of 
 Ohi o . 
 
 COMPENSATION 
 
 1-UvUtfe of annual compensation , ','900 to pl080. 
 
 Salary Rates, ,;90C, 0930, plQ20, pi 060. 
 
: 
 
 
 
 ' . 
 
 . 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
10 
 
 SENIOR FIELD NURSE 
 CHIEF OF NURSES. 
 
 DUTIES 
 
 SENIOR FIELD NURSE 
 
 The duties of Senior Field Nurse are to supervise the 
 field nurses or social service v/qrk of a group of 
 nurses or to make special investigations requiring 
 a high degree of skill and experience in the treat- 
 ment of the 3ick and prevention of disease. 
 
 Examples. 
 
 In charge of a group of nurses engaged in field nursing, 
 taking special investigations of the -work of other 
 nur s e s in the d e pa r tme nt . 
 
 DUTIES 
 CHIEF NURSE 
 
 The duties of Chief Nurse are to supervise and be respon- 
 sible for the work of a small group of -wards in a 
 hospital or to direct the training of a group of 
 pupil nurses. 
 
 Examples 
 
 In charge of nurses in a group of medical or surgical 
 wards. 
 
 In charge of nurses in an operating room 
 Acting as special instructor to probationers and 
 public nurses in practical and theoretical nursing 
 and related subjects. 
 
 QUALIFICATIONS 
 
 The minimum required for nurses and field nurses. If 
 by promotion, not less than two years experience as 
 nurse or field nurse. If by open competitive 
 examination, not less than three years experience in 
 field or general nursing. 
 
 COMPENSATION. 
 
 Range cf annual compensation $1140 to $1440. 
 Salary rates $1140, $1200, $1320, $1440. 
 

 I 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
11 
 
 DIRECTOR OF FIELD NURSES. 
 
 DUTIES 
 
 The duties of the Director of Field Nurses 7/hich 
 require a high degree of executive ability and 
 broad experience in field nursing are' to direct 
 and be responsible for the nursing work of 
 field nurses of the entire city, 
 
 QUALIFICATIONS . 
 
 Minimum qualifications of Senior Field Nurse. If by 
 promotion, at least two years as Senior Field 
 Nurse, or Chief ^Nurse and if by open competitive 
 examination, not less than five years experience 
 in field nursing, at least two of which must have 
 been in the executive capacity, or experience equi 
 valent thereto in the opinion of the Civil Service 
 Commission. 
 
 COMPENSATION. 
 
 Range of annual compensation, £>1500 to $ 2100 . ■ 
 
 Salary rates, $1500, $1620, $1740, $1860, $1980, $2100 
 
12 
 
 MEDICAL GROUP. 
 
 EPIDEMIOLOGIST. 
 
 DUTIES 
 
 The duties of Epidemiologist, 7:hich require a high degree 
 of medical training and much experience and ability 
 in the treatment of communicable diseases, are to 
 assume responsibility under the Health Officer for 
 the detection and prevention of communicable diseases 
 and to make examinations and diagnoses of communicable 
 cases, and to be responsible for the operation of the 
 Division of Communicable Disease. 
 
 QUALIFICATIONS. 
 
 A degree in medicine from a medical school or university 
 of recognized standing. Special training and exper- 
 ience in the detection, treatment and prevention of 
 communicable diseases. 
 
 COMPENSATION 
 
 Range of annual compensation $2100 to $3000. 
 Salary rates, $2100, $2200, $2460, $2700, $3000. 
 
 PHYSICIAN (FIELD) 
 
 DUTIES 
 
 The duties of Physicians (Field) are to be responsible 
 for the medical examination and treatment of school 
 children or of applicants of positions to city in- 
 stitutions or to investigate, recognize, report, 
 prevent or cure diseases or conditions unfavorable to 
 the health of individuals or communities. 
 
 QUALIFICATIONS 
 
 Evidence of graduation from a medical school or university 
 of recognized standing and a certificate to practice 
 medicine in the Stave of Ohio. Not less than one year 
 in private practice or as hospital interne. 
 
 COMPENSATION 
 
 Range of annual compensation $1800 to $2700. 
 
 Salary rates $1800, $1980, $2150, $2340, $2500, $2700. 
 
13 
 
 INVESTIGATIONAL SERVICE. 
 
 SOCIAL INVESTIGATOR. 
 
 DUTIES 
 
 The duties of Social Investigator are to ascertain and 
 report facts regarding the economic and social con- 
 dition of persons receiving or applying for institu- 
 tional or other relief from the city, to suggest 
 remedial measures and to take such action toward 
 relief as. may "be directed by a superior or determined 
 by rules or general instruction. 
 
 QUALIFICATION 
 
 Experience in investigational work for public or private 
 charitable instructions or experience which the Civil 
 Service Commission may deem its equivalent. 
 
 COMPENSATION. 
 
 Range of annual compensation $900 to $1200 
 
 Salary Rate $900, $360, $1020, $1140, $ 1200 . 
 
14 
 
 INSPECTIONAL SERVICE. 
 
 ASST. BUILDING INSPECTOR 
 
 ASST. BUILDING INSPECTOR, PLUMBING &SSAN. 
 
 ASST. BUILDING INSPECTOR, ELECTRICAL. 
 
 DUTIES 
 
 ASSTv.’ BUILDING INSPECTOR. 
 
 The duties of Assistant Building Inspector are to investi- 
 gate and report on construction, maintenance and 
 alteration of buildings, to make surveys of old build* 
 ings thot to be unsafe, to inspect and report on 
 places Of public assemblage, theatres, amusement 
 devices, etc., as to their fitness to bemused. 
 
 ASSISTANT BUILDING INSPECTOR, (PLUMBING AND SANITATION). 
 
 The duties of Assistant Building Inspector (Plumbing and 
 Sanitation) are to inspect and report on plumbing and 
 general sanitation a3 to their compliance with the 
 provisions of the plumbing code and the established 
 principles of public health, and to make tests of 
 plumbing, drainage and gas systems. 
 
 ..Sc I SCANT BUILDING INSPECTOR (ELECTRICAL) 
 
 The duties of Assistant Building Inspector (Electrical) 
 are to inspect electrical installations in buildings 
 in order to insure compliance with the electrical code 
 
 i 
 
 QUALIFICATIONS 
 
 ASSISTANT BUILDING INSPECTOR 
 
 Not less than three years experience as mason, carpenter, 
 plumber, iren worker or plasterer. 
 
 ASSISTANT BUILDING INSPECTOR (PLUMBING AND SANITATION ) 
 
 Not less than three years experience as journeyman plumber 
 and a license issued by the examining board of plumbers 
 to work as a plumber 
 
 ASSISTANT BUILDING INSPECTOR (ELECTRICAL) 
 
 Not less than three years experience as electrician. 
 
 COMPENSATION 
 
 Range of annual compensation $1200 to $1440 
 Salary rates, $1200, $1320, $1440. 
 

 
 
 
 
 
 
 
 
 A 
 
 
15 . 
 
 BUILDING 12IS LECTOR 
 
 BUILDING INSPECTOR (PLUMBING- AND SANITATION) 
 BUILDING INSPECTOR (ELECTRICAL) 
 
 DUTIES 
 
 The duties; of these positions are to supervise the work of 
 Asai. Building Inspectors, Building Inspectors , Plumbing 
 and Sanitation; ' and Building Inspectors, Electrical, 
 and to perform independently the most difficult and 
 responsible technical inspections. 
 
 QUALIFICATIONS 
 
 The minimum of Assistant Building Inspector, Assistant 
 Building Inspector (Plumbing and Sanitation), or 
 Assistant Building Inspector (Electrical). If by 
 promotion, not less than two years as Assistant 
 Building Inspector. Assistant Building Inspector (Plumb- 
 ing and Sanitation) or Assistant Building Inspector 
 (Electrical). If by open competitive examination, 
 not less than three years in similar work or its 
 equivalent in the opinion of the Civil Service Commiss- 
 ion. 
 
 COMPENSATION. 
 
 Range of annual compensation $1440 to $1680. 
 
 Salary rates $1440, $1560, $1680. •• 
 
 CHIEF BUILDING INSPECTOR 
 
 DUTIES 
 
 duties of Chief Building Inspector which are to a 
 great degree supervisory, are to be responsible for 
 all inspection of the work on construction, alterations 
 or maintenance of buildings and other structures as 
 to authorization, material, compliance with building 
 code and with health and safety principles, to cause 
 to be made surveys of old buildings or buildings 
 thot to be unsafe, etc., as to fitness for use. 
 
 QUALIFICATIONS: 
 
 If by promotion, at least three years experience as 
 
 Building Inspector, Building Inspector (Plumbing and 
 Sanitation) or Building Inspector (Electrical. If by 
 . open competitive examination not less than five years 
 experience as architect or engineer. 
 
 COMPENSATION. 
 
 Range of annual compensation $1800 to $2700. 
 
 Salary rates $1800, $1980, $2160, $2340, $2520, $2700. 
 
HEALTH INSPECTOR 
 HEALTH INSPECTOR 
 
 SANITATION) 
 POOD ) . 
 
 IS. 
 
 DUTIES 
 
 health inspector (sanitation) 
 
 The duties of Health Inspector (Sanitation) arc to make 
 routine inspections and to investigate complaints 
 relative to the sanitation of dwellings, stables, 
 factories, v/orkshops, stores, mercantile establishments 
 lodging houses, bath houses and other buildings or 
 places, and to report, prevent, cure and abate such 
 conditions or practices as may be dangerous to public 
 health or in violation of the laws of the state of 
 Ohio and the ordinances of the City of Akron, or the 
 regulations of the Department of Health. 
 
 HEALTH INSPECTOR ( FOOD ) 
 
 The duties of Health Inspector (Pood) are to make routine 
 inspection of foods, 7/hole sale and retail food 
 establishments, food manufacturing plants and slaughter 
 houses, to procure samples of food for analysis, to 
 investigate complaints relative to the production, 
 manufacture, storage, handling and sale of foodstuffs 
 and to report, prevent, correct and abate such 
 conditions and practices as may be dangerous to public 
 health or in violation of the laws of the State of 
 Ohio, the ordinances of the City of Akron, or the 
 regulations of the Department of Health. 
 
 QUALIFICATIONS 
 
 HEALTH INSPECTOR (SANITARY) 
 
 Training and experience in sanitary science and public 
 health. 
 
 HEALTH INSPECTOR (FOOD) 
 
 Training and experience in the inspection of the whole- 
 someness of foods and preparation of same, and the 
 operation of hotel kitchens, restaurants and bakeries. 
 
 COMPENSATION. 
 
 Range of annual compensation $900 to $1500. 
 
 Salary rates $900, $960, $1020, $1080, $1140, $1200, 
 
 $1260, $1380, $1500. 
 

 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
17 
 
 INSPECTOR OF METERS. 
 
 DUTIES 
 
 Th~ duties of the! Inspector of Meters are to read, test, 
 set and report on conditions of water meters and their 
 installation, to make surveys of buildings, for water 
 installations, to be in attendance when connections 
 are made betv/een city and service mains and between 
 city mains and buildings, and to locate and prevent 
 leaks and waste of water* 
 
 QUALIFICATION 
 
 Experience as general mechanic, ability to read meters 
 quickly and correctly and highly developed powers of 
 observation. 
 
 COMPENSATION 
 
 Range cf annual compensation $900 to $>1200 
 
 Salary rates $90G, $960, $1020, $1080, $1140, $1200. 
 
 CHIEF INSPECTOR OF METERS . 
 
 DUTIES 
 
 The duties of Chief Inspector of Meters are to supervise 
 a group of inspectors of meters and to perform 
 independently the most difficult and responsible 
 inspections . 
 
 QUALIFICATIONS. 
 
 The minimum for Inspector of Meters. If by promotion, 
 not less than two years experience as inspector of 
 meters. If by open competitive examination, not 
 less than three years experience in a similar position 
 or such experience a.s the Civil Service Commission 
 may deem its equivalent. 
 
 COMPENSATION 
 
 Range of annual compensation, $1320 to $1800. 
 
 Salary rates $1320, $1440, $1560, $1680, $1800. 
 
IS 
 
 INSPECTOR OP 
 INSPECTOR OP 
 INSPECTOR OP 
 INSPECTOR OP 
 
 PUBLIC WORKS 
 PUBLIC WORKS 
 PUBLIC WORKS 
 PUBLIC WORKS 
 
 HIGHWAYS) 
 SEWERS ) 
 WATER HA INS ) 
 
 DUTIES 
 
 INSPECTOR OP PUBLIC WORKS. 
 
 The duties of Inspector of Public Works which require a 
 general knowledge of all the specialized inspections 
 above mentioned are to perform under assignment general 
 inspectional and utility work, covering the whole 
 field of public works, excepting meters and v/ater 
 consumption. 
 
 INSPECTOR OP PUBLIC WORKS , (HIGHWAYS ) 
 
 The duties of Inspector of Public Works (Highways) are to 
 be in attendance at the construction or maintenance 
 7/0 rk on high.wa.ys in order to insure its performance in 
 accordance with contract specifications or orders, to 
 examine materials delivered on site of v/ork and to 
 report on pedestrian and vehicular traffic acid to make 
 a daily detailed report as to the labor and materials 
 used under his supervision. 
 
 INSPECTOR OP PUBLIC WORKS ( SEWERS ) 
 
 The duties of Inspector of Public Works (Sewers) are to 
 be in attendance on construction or maintenance v/ork 
 on sewers, and appurtenances in order to insure its 
 performance in accordance with contract specifications 
 or orders, to examine materials delivered on site of 
 v/ork, to exercise control over street openings, location 
 and construction of sub-surface structures and proper 
 restoration of pavements and to make a daily detailed 
 report' as to the labor and material used under his 
 supervision. 
 
 INSPECTOR OP PUBLIC WORKS (WATER MAINS ) 
 
 The duties of Inspector of Public Works (Water Mains) are 
 to be in attendance on construction or maintenance 
 work on water mains in order tc insure its performance 
 in accordance with contract specifications or orders, 
 to examine materials delivered on site of work, to 
 ey^ercise control over street openings, location and 
 construction of sub- surface structures and to make a 
 daily detailed report of labor and material used under 
 hi s sup e rv i s i on . 
 
 QUALIFICATIONS . 
 
 Training, either educational or practical in specialized 
 or general public v/orks or other experience v/hich 
 the Civil Service Commission may deem its equivalent. 
 

 
 
 
 
 
 
 > 
 
 
 
 
19 
 
 COMPENSATION 
 
 Range of annual compensation $12 00 to $1680. 
 Salary rates $1200, $1320, $1440, $1560, $1680. 
 
 FORCE MAIN PATROLMAN. 
 
 DUTIES 
 
 The duties of Force Main Patrolman are the daily inspection 
 of the ’whole or a part of a force main leading into 
 the city. Detection of any defection in the -working 
 of valves, the keeping of drains open and making general 
 repairs along mains. 
 
 QUALIFICATIONS 
 
 Training and experience in pipe 7/0 rk and general knowledge 
 of 'water supply conditions* 
 
 COMPENSATION 
 
 Range of annual compensation $900 to $1260. 
 
 Salary rates $900, $960, $1020, $1080, $1140, $1200, $1250. 
 
 WATER SITED INSPECTOR. 
 
 DUTIES 
 
 The duties of the Water Shed Inspector include the 
 
 supervision of laborers or other employes around the 
 water shed and distribution reservoir, reporting 
 elevation of water in reservoirs and making daily 
 inspection of reservoirs and all pipes and valves 
 connected thereto and the reporting and repairing 
 any defects or breaks. 
 
 QUALIFICATIONS. 
 
 General knowledge of pipe work and ability to handle 
 gangs on repair -work. 
 
 COMPENSATION 
 
 Range of annual compensation sj>900 to $1260. • 
 
 Salary rates $900, $950, $1020, $1080, $1140, $1200, $1250. 
 
20 
 
 INSTITUTIONAL SERVICE. 
 HOSPITAL HELPER . 
 
 DUTIES 
 
 The ^dirties of hospital helper are to perform responsible 
 domestic or other manual v/ork incident to the main- 
 tenance of city hospitals or charitable institutions* 
 
 QUALIFICATIONS 
 
 Evidence of ability to do the work above prescribed* 
 CCMPEN S A T I Oil 
 
 Range of annual compensation $240 to $350* 
 
 Salary rates $240, $270, $300, $330, $360. 
 
 HOSPITAL ATTENDANTS 
 
 DUTIES 
 
 The duties of Hospital Attendant, 7/hich require considerable 
 experience and skill in practical nursing but no 
 professional training, are to perform under profession- 
 al supervision those duties not requiring registration 
 as a graduate nurse v/hich are incident to the nursing, 
 care and comfort of patients or inmates in city 
 hospitals, clinics or charitable institutions. 
 
 QUALIFICATIONS 
 
 Some experience in elementary nursing and evidence of 
 ability to do the 7/ork above prescribed. 
 
 COMPENSATION. 
 
 Range of annual compensation $600 to $900. 
 
 Salary rates $600, $660, $720, $780, $840, $900. 
 
I 
 
 
 ) 
 
 
 
 
21 
 
 HOUSEKEEPER. 
 
 DUTIES 
 
 The duties of Housekeeper, ";hich may be supervisory in 
 . character are to requisition and receipt for all 
 
 necessary kitchen supplies, to prepare for immediate 
 or future table use all varieties of food and 
 beragc-s and to supervise and assist in the general 
 house cleaning. 
 
 QUALIFICATIONS 
 
 Ability to order and prepare food for the table and to 
 supervise the 77ork of hospital helpers. 
 
 COMPENSATION 
 
 Range of annual compensation $600 to $900. 
 
 Salary rates $600, $660, $720, $780, $840, $900; 
 
CLERICAL SERVICE. 
 
 22 
 
 JUNIOR CLERK. 
 
 DUTIES 
 
 The duties of a Junior Clerk are to perform no . under 
 supervision the simple kinds of office work. 
 
 Examples . 
 
 Addressing 
 
 Hailing 
 
 Indexing, 
 
 Ordinary filing 
 Keeping; office in order 
 Running errands 
 Receiving visitors 
 Distributing mail and 
 Operating telephone switchboard. 
 
 qualifications 
 
 Completion of a course of study in public schools or 
 
 experience which in the opinion cf the Civil Service 
 Commission is its equivalent. 
 
 COMPENSATION 
 
 Range of annual compensation (>420, to $600. 
 
 Salary rates $420, $480, $540, $600. 
 
 ASST ST;, NT 
 
 CL ERK. 
 
 DUTIES 
 
 The duties of the Assistant Clerk, which may involve the 
 supervision of Junior Clerks, are to perform 
 prescribed routine clerical work. 
 
 Examples . 
 
 Keeping ordinary card indexes 
 
 Making out and tabulating daily, weekly, and monthly 
 reports, simple charts and statistics. 
 
 Registering and verifying extensions and invoices 
 
 Writing, registering and scheduling vouchers 
 
 Filing cf correspondence , tracings, maps, etc. 
 
 Operating tabulating machines, adding and scheduling 
 machines and addressographs . 
 
 V7ritin& notices ;mi permits on prepared forms 
 
 A c t ng as i nf o rm<- 1 i c n c 1 e rk . 
 
 Keeping important official records 
 
 Copying and compiling cos* ; - accounts records under 
 
 supervision 
 
 Filing and keeping in custody important papers and r 
 
 rec: 
 
23 . 
 
 Issuing permits and notices according to prescribed 
 :• regulations. 
 
 Maxing up and verifying payrolls 
 Keeping cost recor of mechanics v/ork. 
 
 QUALIFICATIONS 
 
 The minimum for Junior Clerk. If by promotion, not less 
 than one year as Junior Clerk. If by open competitive 
 examination not less than two years experience in 
 clerical work or experience which the Civil Service 
 Commission may deem its equivalent. 
 
 COMPENSATION 
 
 Range of annual compensation £>720 to £>1200. 
 
 Salary rates 0720, 0780, 0840, 0900, 0960, &1020, 
 
 01080, 01140, 01200. 
 
 CLERK . 
 
 DUTIES 
 
 The duties*- of Clerks are to exercise continuing judgment 
 and responsibility either in independent v/ork or 
 .in supervision of other employes. 
 
 Examples 
 
 Compiling data for departmental reports. 
 
 Compiling important statistical tobies 
 
 Preparing specifications, requests, orders and advice 
 of awards. 
 
 Acting as a contract clerk. 
 
 Receiving and finally disposing of routine complaints 
 
 Summarizing reports. 
 
 Making difficult computations of financial or cost 
 statistics, etc. 
 
 Collecting and computing important data for budget 
 estimates 
 
 Preparing contracts according to prescribed specif i- 
 tion3 . 
 
 Installing, revising t .nd supervising other employes 
 in the current administration of complex filing 
 sy s z cm s . 
 
 QUALIFICATIONS 
 
 The minimum for Assistant Clerk . If by promotion, net 
 less than two .year: as assistant clerk . If by open 
 competitive cxe.min; timi, not loss than three years 
 experience in. cl^i ical work •: r suck, otk.^r experience 
 ‘-® tne Civil Service Commi scion, may deem its equiva- 
 lent . 
 
 i 
 
24 . 
 
 COMPENSATION 
 
 Range cf annual compensation $1320 to (.1-30 
 Salary rates $1320, $1440, $1560, $1580. 
 
 C HIEF CLERK. 
 
 DUTIES 
 
 Thu antics of the Chief Clerk, which require a high 
 degree of clerical knowledge and administrative 
 ability, are to assume complete responsibility for 
 the clerical work of an entire department. 
 
 QUALIFICATIONS 
 
 Minimum as prescribed for Clerk. If by promotion, not 
 less than tv/o years experience as Clerk. If by 
 open competitive examination, not less than five 
 years experience as clerk, two of which must have 
 been in executive capacity. 
 
 COTIrUT NATION 
 
 Range of annual compensation 
 
 Salary rates ^1800, ^1920, $2040 , 
 
 $1300 to 
 $ 22 : 
 
 $2400. 
 
 :o, $2400, 
 
 BOOKKEEPE R . 
 
 DUTIES 
 
 The duties of the Bookkeeper are to keep general ledgers 
 and controlling accounts, tricing trial balances of 
 general ledgers, comparing and reconciling subsidiary 
 ledger balances ;vj th controlling accounts, determin- 
 ing accounts to which orders and vouchers arc to be 
 charged and preparing special financial statements 
 of reports. 
 
 Q,UAL I P I CA TICE 3 
 
 Completion of the course in bookkeeping in a recognized 
 business school or experience equivalent in the 
 opinion of the Civil Service Commission. If by 
 promotion at least tuo years as Assistant Clerk. 
 
 If by open competitive examination, at least three 
 years practical experience in office work. 
 
 COMPEMSaTICE 
 
 Range of annual compensation $1200 to $1620. 
 
 .Salary rates $1200, $1320, v 1440, ,,1550 , $1520. 
 
25 . 
 
 CaSHIER. 
 
 DUTIES 
 
 The duties of Cashier arc to collect, receive or 
 
 disburse and to account for moneys due to or from 
 the city and to perform other assigned clerical work. 
 
 QUALIFICATIONS 
 
 Minimum as prescribed for Assistant Clerk. If by promotion 
 not less than two years as Assistant Clerk and if by 
 open competitive examination, not less than three 
 yc;.rs appropriate experience in clerical lines. 
 
 COMPENSATION 
 
 Range of annual compensation, &1260 to §1620 
 
 Sal ry rates 01250, 01380, §1500, 01620. 
 
 PURCHASING aGENT . 
 
 DUTIES 
 
 The duties of the Purchasing Agent are to c^rry on the 
 
 purchasing of- large quantities of supplies, materials 
 and equipment, to propa.ro contracts for supplies, 
 materials and equipment, to supervise the delivery 
 of the above to the extent of e.sccrtaining th . X 
 deliveries arc made promptly, to examine and approve 
 invoices and to keep such records and files as to 
 provide ail information connected with specification 
 contracts, prices, routes, methods, and rates of 
 t r an spo r t a t i g n . 
 
 QUALIFICATIONS 
 
 The same qualifications as prescribed for Chief Clerk. 
 
 If by promotion, not less than tv/o years as Clerk 
 and if by open competitive examination, not less than 
 five years experience at least tvro years of which 
 must have been in a capacity similar to that of 
 purchasing agent. 
 
 COMPEL! SAT I ON 
 
 Range of annual compensation §1800 to §2700. 
 
 Salary Rates §1800, §1980, §2150, §2549, $2520, §2700. 
 

 
 
 
 
 
 
 
 
 
26 
 
 S TEITC GRAPHER . 
 
 DUTIES 
 
 The duties of Stenographers, which may or may not involve 
 supervision of small. groups of stenographers and 
 Typists are to perform general stenographic and 
 typewriting work, requiring the ability to take and 
 transcribe technical, scientific, legal or other 
 matter recognised as difficult dictation and 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. 
 
 Q,UALXE I CAT I OITS 
 
 Evidence of completion of a course in stenography at a 
 business school of recognised standards. 
 
 0 013PEITSAT 1 01! 
 
 Hange of annual compensation $720 to $1200. 
 
 Salary rates $720, $730, $840, $900, $960, $1020, $1080, 
 $1140, $1200. 
 
 TYPIST ( CChPUTIiiG) 
 
 DUTIES 
 
 The duties of Typist (Computing) which require knowledge of 
 bookeeping or accounting are to operate typewriting 
 and computing machines used in the city service to 
 record and segregate accounting information. 
 
 Examples 
 
 Computing, segregating and tabulating special account- 
 ing data. 
 
 QUALIFICATIONS 
 
 Experience in the operation of typewriting and tabulating 
 machines and knowledge of modern bookkeeping methods. 
 If by promotion, two years experience as Stenographer. 
 If by open competitive examination, at least three 
 years experience in operating typewriting and tabulat- 
 ing machines. 
 
 COftPEFSATICIV 
 
 Range of annual compensation $900 to $1440. 
 
 Salary rates, $900, $960, $1020, $1080, $1140, $1200, $1320 
 $1440. 
 

 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 m 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
27 
 
 PRTRQL1IAF . 
 
 DUTIES 
 
 The duties of Patrolmen are to preserve the peace, 
 
 protect persons and property an d obey and enforce 
 all ordinances of Council ad nil criminal laws of 
 the st: te , .nd United States and to perform such other 
 duties as Council by ordinance prescribes. 
 
 Q,UAL I El Ca” I CITS 
 Physical 
 
 Applicant must not be less than 5 feet 0 inches in 
 
 height and must not weigh less than 150 pounds and 
 must be physically sound. 
 
 Educational 
 
 Applicant must have at least .. common school education 
 or such other educational qualifications as the 
 Civil Service Commission may deem its equivalent. 
 
 CGHPEFSaTIor. 
 
 Etx.Sc u-f.l compensation hi 02 0 to 01250. 
 
 Salary rates Nj >102C, 01080, 01140, $1200, 01260. 
 
 ss; to iir.'jT or p o lice 
 
 niiv — ’c 
 
 XJ U J. a. 
 
 of Police are to direct and be 
 work of a group of patrolmen. 
 
 OTT ■ “ 1 'T ^ Dy ( ,* f c 
 
 J. — J. »- J. aJ 
 
 The minimum of patrolman and at least three years exper- 
 ience as patrolman. 
 
 CI0MPE1MSA-TI0U 
 
 Range of annual compensation ,$1520 to 01500. 
 
 Salary rates 01320 ,* 01380, 01440, 01500. 
 
 The duties cf Sergeants 
 responsible for the 
 
28 
 
 DETECTIVE. 
 
 DUTIES 
 
 Tlie 
 
 dutier- of Detectives are to perform the most difficult 
 form '■'f police work necessary to the detection ci 
 crime ,.nd the apprehension of criminals. 
 
 Q,UaL IPI CAT I Oi“S 
 
 The minimum of patrolmen and at least three years as 
 patrolman . 
 
 COUP E1ISATI CiT 
 
 flange of annual compensation 81320, to 81500. 
 Salary -rates 81520, 81380, (>1440, &1500, 
 
 CaPTaIK CP POLICE. 
 
 DUTIES 
 
 The duties of Captain of Police -which are to a grea^ 
 extent supervisory in character are to direct and 
 be responsible for the -work of large groups of 
 sergeants and patrolmen, 
 
 qualiei Caucus . . , , . ^ + 
 
 Minimum of Sergeant and Detective ana a: xeast two years 
 experience as sergeant or detective, 
 
 COMPEUSaTICH. 
 
 Range of annual compensation (>1560 tc 818C0. 
 
 Salary rates (>1550, (>1580, 81800. 
 
 CHIEE CF P OLICE. 
 
 DU^I2S 
 
 The duties of Chief of Police, “which are supervisory in 
 character, requiring a great amount of executive 
 ability are to be responsible for the .worn o~ ^he 
 entire nolice department and the stationing and trans- 
 fer of all pat rolmen an d other officers and employes m 
 the department. 
 
 Captain. At least t*o years experience as 
 Captain or at least 1C years experience m police voU. 
 
 CO! IPxsn &aT I Or ^ annual compen sation 12100 tc (>3000. 
 
 Salary Rate (,>2100, (>2280, (>2450, (>2640, s >2o2o, v 3000, 
 
29 
 
 FI HE SERVICE, 
 riRSiLJf. 
 
 DUTIES 
 
 The duties 
 of the 
 duties 
 
 of Firemen are to protect the lives and property 
 people in case of fire and to perform such other 
 as C ouncil may by ordinance prescribe. 
 
 i^UAL I F I CAT I OPTS 
 
 Physical 
 
 The applicant must not be less than 5 feet 7 inches in 
 height and not less than 14C pounds in weight and 
 must be physically sound. 
 
 Educational 
 
 At least a common school education or such other education- 
 al equivalent as the Civil Service Commission may 
 deem its equivalent. 
 
 C 01 IPETT 3AT I CIT 
 
 Range of annual comp en sat 
 Salary rates A 1020, $1080 
 
 icn $1020 to S12S0. 
 
 . $1140, $1200, $1250 
 
 LIEUTEFaHT 
 
 DUTIES 
 
 The duties of Lieutenants are to be responsible under 
 
 the Captain for the 7/ork of a group of firemen and to 
 be responsible for apparatus, machinery and supplies 
 furnished by the city. 
 
 qualifications 
 
 Minimum of fireman and at least 3 years experience as 
 Fireman. 
 
 C 0LIPE1 T S A ! I Oil 
 
 Range of annual compensation $1320, tc $1500. 
 Salary rates $1320, $1330, $1500. 
 

 
 
 
 
 
 
 
 
 
 
 
 
 
 . 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
so. 
 
 EUGIIFTM^T. 
 
 DUTIES 
 
 The duties of Engineman are to operate steam fire engine? 
 at fires and to be responsible for the condition of 
 the fire engines. 
 
 , i , " r 
 
 &JAT.I PI CATIONS 
 
 Minimum of Pi reman and at least three years experience 
 as Fireman. 
 
 C OMPSl'T SAT I OH 
 
 Range of annual compensation $1260, to $1440. 
 
 Salary rates $1260, $1320, $1440. 
 
 CAPTAIN, 
 
 DUTIES 
 
 The duties of Captains are to be responsible for the work 
 of a group of firemen, engineers and lieutenants and 
 to be responsible for apparatus, machinery, buildings 
 and supplies furnished by the city. 
 
 QUaLI FI CAT 1 0IT S 
 
 Minimum of Lieutenant or Engineman and at least two years 
 experience as Lieutenant or Engineman. 
 
 GCMPEMSATI ON 
 
 Range of annual compensation $1550 to $1800. 
 
 Salary rates $1560, $1680, $1600. 
 
 CHIEF OF FIRE DEPARTI EFT. 
 
 DUTIES 
 
 The duties of Fire Chief, which are supervisory in 
 character requiring great executive ability, are 
 to supervise and be responsible for the work of the 
 entire fire department and to be responsible for 
 all apparatus machinery, supplies and materials 
 furnished the fire department by the city. 
 
31 
 
 QUALIFICATIONS 
 
 Minimum of Captain and at least tv;o years as Captain or 
 10 years experience in fire departments. 
 
 COMPENSATION 
 
 Range of annual compensation $2100 to $3000. 
 
 Salary rates $2100, $2260, $2460, $2640, $2820, $3000. 
 
 LINEMAN . 
 
 DUTIES 
 
 The duties of Lineman are to keep in constant repair the 
 police and fire alarm system in the city, to erect 
 and remove poles and to run cables and wires overhead 
 or underground and to inspect and keep in constant 
 repair all fire hydrants.. 
 
 QUALIFICATIONS 
 
 Evidence of service as an apprentice as Lineman and such 
 
 additional qualifications as the Civil Service Commiss- 
 ion may require. 
 
 COMPENSATION > 
 
 -Range of annual compensation $1200 to $1440. 
 
 Salary rates 5^1200, $1260, $1320, $1300, $1440. 
 
 SUPERINTENDENT ON POLICE AND EIRE SIGNaL SYSTEM. 
 
 DUTIES 
 
 The duties of the Superintendent of Police and Eire Signal 
 System which are supervisory in character, are to 
 direct, supervise and be responsible for the maintenanc 
 repair and operation of the Police and Fire Signal 
 System of the entire city and to supervise the in- 
 spection and repair of all fire hydrants. 
 
 QUALIFICATIONS 
 
 Minimum of Lineman. If by promotion, at least two 
 experience e„s Lineman. If by open competitive 
 examination at least three years appropriation 
 
 years 
 ■5W -a 
 
 e* pen bn 
 
 COMPENSATION 
 
 Range o 
 Salary 
 
 f annual compensation $150C 
 rates $1500, $1550, $168^,^ 
 
 v to 1CC0. 
 EJ5S0-. hl80W. 
 
32 
 
 MECHANIC-. 
 
 DUTIES. 
 
 The duties of Mechanic are to keep in constant repair, 
 under the • supervision of the Superintendent of 
 Machinery, all apparatus, machinery and equipment 
 used by the fire department. 
 
 QUALIFICATIONS 
 
 Evidence of completion of service of an apprenticeship 
 as mechanic i nd such add i tonal experience as the 
 Civil Service Commission may require. 
 
 COITEiTSATIOl'T 
 
 Ranee of annual compensation $1200 to $1440. 
 
 Salary rates $1200, $1250, $1320, $1380, $1440. 
 
 SUPER I NTEUDENT CF , ACHINERY. 
 
 DUTIES 
 
 The duties of the Superintendent of Macho. nery are to 
 direct and supervise and be responsible for the 
 work of repairing the fire apparatus, machinery 
 and equipment and to make inspection of apparatus 
 machinery and equipment furnished the fire depart- 
 ment. 
 
 QUALIFICATIONS 
 
 Minimum of Mechanic. If by promotion, at least two 
 
 years as Mechanic. If by open competitive examination 
 at least three years experience as a mechanic. 
 
 CCLTENSATI0N 
 
 Range of annual compensation $1500 to $1800. 
 
 Salary rates $1500, $1560, $1680, $1800. 
 
 DUTIES 
 
 FIRE WARDEN 
 
 The duties of Fire Warden are to investigate and report 
 on the c av. ' ~ , circumstances and origin of fires, to 
 examine witnesses, tc report on violations of the 
 lav/s and ordinances relating tc fire prevention, to 
 prepare evidence in arson cases: land to be in 
 attendance at court at the time of trial. 
 

33 
 
 QUALIFICATIONS 
 
 Experience in investigating work for a fire insurance 
 company or in other work recognized by the Civil 
 Service Commission as equivalent. 
 
 COMPENSATION 
 
 Range of annual compensation $1620, to $1860 
 Salary rates $1620, $1740, $1860. 
 
 > 
 
SKILLED LABOR SERVICE, 
 
 FIREMAN . 
 
 DUTIES 
 
 The duties of Fireman are to maintain proper pressure in 
 boilers, do such cleaning and painting 7/ork as is 
 required to keep boilers and boiler rooms in proper 
 condition, to see that the proper quantity of water is 
 pumped into the boilers and to perform such other 
 related work as may be assigned by the engineman. 
 
 QUALIFICATIONS 
 
 Experience in firing and tending boilers, feed pumps, etc. 
 
 COMPENSATION. 
 
 Range in annual compensation $960 to $1080. 
 
 Salary rates $960, $1020, $1080. 
 
 DUTIES 
 
 OILER. 
 
 The duties of Oilers are to oil and clean machinery, to 
 clean engine rooms and to perform such other repair 
 work as may be assigned by the engineman. 
 
 QUALIFICATIONS 
 
 At least two years experience at oiling and cleaning 
 machinery. 
 
 COMPENSATION 
 
 Range of annual compensation $960 to $1080. 
 
 Salary rates $960, $1020, $1080. 
 
 ENGINEMAN . 
 
 DUTIES 
 
 The duties of Engineman, which involve supervision of fire- 
 men or laborers are to operate and repair boilers, 
 engines or other equipment used in the lighting and 
 heating of a building or in the development of power 
 for pumping station. 
 
35 
 
 QUALIFICATIONS 
 
 A license granted by the State cf Ohio to work as a 
 licensed sanitary.' engineer. If by promotion at 
 least two years experience as Oiler or Fireman. 
 
 If by open competitive examination, at least two 
 years experience as sanitary engineer. 
 
 COMPENSATION 
 
 Range of annual compensation #1080 to #1500. 
 Salary rates #1080, #1140, #1200, #1380, #1500. 
 
 CHIEF ENGIHEMA.IT . 
 
 DUTIES 
 
 The duties of Chief Engineman, which involve the super- 
 vision of employes are to supervise and be responsible 
 for the installation, operation and maintenance of 
 boilers, engines and other equipment used in the 
 development of power in pumping stations. 
 
 QUALIFICATIONS 
 
 A license granted by the State of Ohio as a licensed 
 sanitary engineer. If by promotion, at least two 
 years as Engineman. If by open competitive examination 
 at least three years experience as stationery engineer. 
 
 COMPENSATION 
 
 Range of annual compensation #1300 to #2700. 
 
 Salary rates #1800, #1580, #2160, #2340, #2520, #2700. 
 
 FILTER HELPER. 
 
 DUTIES 
 
 The duties cf Filter Helper are to assist the operator in 
 the working of the filters, to collect water samples 
 and to clean and polish chemical apparatus and 
 gl as 37/a re . 
 
 QUALIFICATIONS 
 
 Evidence of a common school education. Evidence of good 
 character and reliability. 
 
 COHPEN SAT I ON 
 
 Range of annaul compensation #900 to #1020. 
 
 Salary rates #900, #960, #1020. 
 

 
 
 
 
 
 
 
 
 
 
 
 
 
 
 . 
 
36 
 
 FILTER OPERATOR-, 
 
 DUTIES 
 
 The duties of Filter Operator are to operate the filters 
 and chemical apparatus of tthe water plant and to 
 keep records of the operation of the filters. 
 
 QUALIFICATIONS 
 
 The minimum of Filter Helper. Jf by promotion, at least 
 one year experience as Filter Helper. If by open 
 competitive examination, at least two years exper- 
 ience in filter operation or such other experience 
 as the Civil Service 8'cmmission may deem its 
 equivalent . 
 
 COMPENSATION 
 
 Range of annual compensation $1080, to $1200. 
 Salary rates $1080, £>1140, §1200. 
 
 DUTIES CHARGING UAH. 
 
 The duties of Charging Men are to charge the chemical 
 tanks and to keep records of the use of chemicals 
 at the water works. 
 
 QUALIFICATIONS • 
 
 The minimum of Filter Helper. If by promotion, at least 
 one year experience as Filter Helper. If by open 
 competitive examination , at least two years experience 
 in filter operation or such other experience as the 
 Civil Service Commission may deem its equivalent. 
 
 COMPENSATION 
 
 Range of annual compensation, $1080 to $1200 
 
 Salary rates £>1080, $1140, $1200. 
 
 I 
 

 
 
 
 
 
 
 ' 
 
 
 
 
 
 
37 
 
 FOREMAN 
 
 DUTIES 
 
 The duties of Foreman are to supervise and be responsible 
 for the v/o rk of a gang of laborers and mechanics and 
 to make such reports of location, time and quantities 
 of men and materials used on work as may be required. 
 
 QUALIFICATIONS 
 
 Evidence of at least two years experience as foreman over 
 a gang of laborers or mechanics. If by promotion 
 at least two years as laborer or mechanic. 
 
 COMPENSATION 
 
 Range of annual compensation $900 to $1320. 
 
 Salary rates $900, $960, $1020, $1080, $1140, $1200, $1260 
 $1320. 
 
 The per diem compensation for this position shall be the 
 prevailing local rate of wages. 
 
 FOREMAN ( GENERAL ) 
 
 DUTIES 
 
 The duties of Foreman (General) are to direct and be 
 responsible for the work of a number of gangs of 
 v laborers under the supervision cf foreman and mechanic 
 
 QUALIFICATIONS 
 
 Evidence of ability to handle men and to supervise work 
 of several Foremen. If by promotion, not less than 
 two years as foreman. _• If by open competitive 
 examination, not less than three years experience as 
 general foreman. 
 
 COMPENSATION 
 
 Range of annual compensation $1380, to $1680. 
 
 Salary rates $1380, $1500, $1620, $1680. 
 
38 
 
 FOREMAN ( STP3ET CLEANING) 
 
 DUTIES 
 
 The duties of Foreman (street Cleaning) which involve 
 
 responsibility for all the work of a street cleaning 
 section are to execute definite instructions from 
 the street cleaning superintendent relative to the 
 supervision, inspection and reporting of cleaning of 
 streets and the collection and removal of dirt and 
 snoTv . 
 
 s 
 
 QUALIFICATIONS 
 
 Evidence of at least two years experience as foreman over 
 a gang of laborers. If by promotion, at least one 
 year as for ernan . 
 
 COMPENSATION 
 
 Range of annual compensation 01320 to 01500. 
 
 Salary rates $ 1320 , 01380, $1500. 
 
 The per diem compensation for this position shall be the 
 prevailing local rate of wages. 
 
 BLACKSMITH. 
 
 DUTIES 
 
 The duties of a Blacksmith are to perform the work in 
 repairing machinery and apparatus and to sharpen 
 and repair tools and to do general blacksmi thing. 
 
 QUALIFICATIONS. 
 
 Evidence of serving cf an apprenticeship as Blacksmith 
 and ability to perform the work described above. 
 
 COMPENSATION 
 
 Range of annual compensation $960 to 01320. 
 
 Salary rates 0960, 01020, 01080, OH40, (?1200, 01320. 
 
 The per diem compensation for this position shall be the 
 prevailing local rate of wates. 
 
 v 
 

 
 ' 
 
 
 
 
 
 
 
 
 
 
 
 
 
BOILER MAKER 
 
 DUTIES 
 
 The duties of Boiler Makers are to make repairs to station 
 ery boilers, to install nev; boilers, to make plats 
 and shapes of articles used for boilers, to examine 
 boilers and ascertain what repairs are necessary, 
 to install soft patches on boilers to replace or 
 repair boiler tubes, fire boxes, stay bolts, furnaces 
 bars and boiler braces and perform such other work 
 as may be required of boiler makers. 
 
 QUALIFICATIONS 
 
 Evidence of service of apprenticship as boiler maker. 
 
 COMPENSATION 
 
 Range of annual compensation $960 to $1320. 
 
 Salary rates $560, $1020, $1000, $1140, $1200, $1320. 
 The per diem compensation of this position shall be 
 the prevailing local rate of wages. 
 
 C AULK ER r 
 
 DUTIES 
 
 The duties of Caulker are tc set, cut out, fit and 
 repair sections of mains, hydrants, gate valves 
 and special castings, to install branch connections 
 and to run with lead and caulk joints in all 
 sizes of water mains. 
 
 QUALIFICATIONS 
 
 Service as apprenticeship as Gaulker, or such other 
 
 qualifications a se the Civil Service Commission may 
 require. 
 
 COMPENSATION 
 
 Range of annual compensation $960 to $1080. 
 
 Salary rates $960, $1020, $1080. 
 
 The per diem compensation of this position to be based 
 on prevailing rate of wages. 
 

lacirm ST (AUTOMOBILE^ 
 
 40 
 
 DUTIES 
 
 The duties of Machinist (Automobile) are to repair 
 automobiles including the overhauling and testing 
 of gears, brakes and motors and the assembling or 
 dismantling of automobiles t .nd to make general 
 automobile repairs* 
 
 QUALIFICATIONS 
 
 Evidence of serving as an apprentice machinist of 
 
 automobiles and evidence of ability to perform the 
 work described above* 
 
 C0KPE1TSATI OF . 
 
 Range of annual compensation §900 to §1200. • 
 
 Salary rates §900, § 960, §1020, §1080, §1140, §1000 
 
 per diem compensation of this position shall be the 
 prevailing local rate of wages. 
 
 MOTOR DHI VEK (TRUCK) 
 
 duties of 'Motor Dr ivers ,( Truck) are to operate, 
 to make minor repairs, and adjustments on, to 
 clean, oil and maintain in good running condition, 
 automobile trucks, tc load, unload, check and make 
 records of supplies received and delivered , to 
 keep trip records of speedometer readings, places 
 visited, tine elapsing, oil and gasoline consumed 
 and detailed expenses incurred in repairs*. 
 
 QUALIFICATIONS* 
 
 / 
 
 License issued by the Secretary of State of Ohio to 
 
 operate motor vehicles. Experience in operating and 
 repairing motor vehicle.^* 
 
 COMPENSATION 
 
 Range of annual compensation §930 to §1200. 
 
 Salary rates §960, §1020, §1080, §1140, §1200. 
 
 The per diem compensation of this position shall be the 
 prevailing rate of wages. 
 
 The 
 
 DUTIES 
 
 The 
 
41 
 
 pave: r. 
 
 DUTIES 
 
 The duties of Pavers are to lay pavement; to keep the 
 course of stone cr wood ’blocks even and straight; 
 to break joints properly and zo make closure; 
 to fit pavement around manholes and water gates; to 
 regulate sand cushions to the required crown of street 
 
 QUALIFICATIONS . 
 
 Service as apprentice during the length of time locally 
 stipulated by the respective trade. 
 
 COMPENSATION 
 
 Range of annual compensation $900 to $1200. 
 
 Salary rates $960, $1020, $1080, $1140, $1200. 
 
 The per .diem compensation of this position shall be the 
 prevailing local rate of wages. 
 
 TAPPER. 
 
 DUTIES 
 
 The duties of Tappers, which require a general knowledge 
 as to water mains and their pipe connections with 
 premises, are to insert taps in city mains, to 
 withdraw old or abandoned tups, insert plugs in their 
 places, to take correct measurements of the location 
 of taps ana plugs and report thereon. 
 
 QUALIFICATIONS 
 
 Evidence of serving an apprenticeship as tapper. 
 
 COMPENSATION 
 
 Range of annual compensation $900 to $1200. 
 
 Salary rates $900, $960, $1020, $1080, $1140, $1200. 
 
 The per diem compensation of this position shall be 
 the prevailing local ro.te of wages* 
 

 
 ’ 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
42 
 
 HI "SKILLE D LABOR . SERVICE , . 
 
 CARETAKER, 
 
 DUTIES 
 
 The duties of Caretaker are to maintain, clean and There 
 required, heat buildings ov/ned or controlled by the 
 city to make minor repairs to heating, electrical 
 equipment and plumbing, or to maintain, heat, clean 
 or make minor repairs in comfort stations and other 
 similar structures owned or controlled by the city 
 and to assist and keep order among persons visiting 
 these places. 
 
 QUAD I PI CAT I CITS 
 
 Some training and experience as a general mechanic and 
 
 general knowledge of heating, plumbing and electrical 
 equipment . 
 
 C'OMPEI'TSATI OH . 
 
 Range of annual compensation $840 to $ 1200 . 
 
 Salary rates $840, $SOO, $950, $1020, $1080, $1140, $1200. 
 
 CLEANER . 
 
 The duties of Cl earner are to sweep, dust and polish and 
 to perform such other services in the maintenance of 
 cleanliness, in public buildings as may be assigned 
 by superiors. 
 
 QUALIFICATIONS 
 
 Evidence of ability to perform the work above described. 
 
 C GKPEI-! S A T I ON 
 
 Range of annual compensation $480 to $780. 
 
 Salary rates $480, $540, $600, $560, $720, $780. 
 
 The per diem compensation of this position shall be the 
 prevailing local rates of wages. 
 

 
 
 
 
 
 
 
43 
 
 Laborer 
 
 Laborer (coal passer) 
 
 laborer (sewage disposal plant operator) 
 
 DUTIES 
 
 The duties of Laborers are to perform under supervision 
 manual -work in the construction or maintenance of 
 public works cr other work requiring little skill 
 or training ana for which physical strength is an 
 essential qualification. 
 
 QUALIFICATIONS 
 
 Evidence of ability to perform the work above described. 
 
 COILPEITSATIGN 
 
 P.anwe. ~f annual compensation $840 to $560. 
 
 Salary rates $340, $900, $960. 
 
 The per diem compensation in this position shall be the 
 prevailing local rate of wages. 
 
 •LiTGEZl-Rh 
 
 DUTIES 
 
 The duties cf a ’Waterman which racy include cleaning or 
 other light laboring work when sc directed are to 
 exercise care in the protection of property owned 
 or controlled by or in the custody of the city 
 from theft, fire or other injury, or danger. 
 
 QUALIFICATIONS 
 
 Evidence cf good character end reliability. 
 
 COMPENSATION 
 
 Range of annual compensation $780, $1080. 
 
 Salary rates a78 0, $840, $200, $960, $1020, $1040. 
 
 « 
 
SXKIBIT I 
 
 UNCLASS I PIED SERVICE 
 E LECTIVE OFFICERS 
 
 TITLE 
 
 UL 1 
 
 LCD 
 
 blJU, o 
 
 HIGH 
 
 . 
 
 111 
 
 AVER. 
 
 .a ii 
 
 PRES . 
 
 E— W tv 
 PRO* 
 POSED 
 
 President of Council 
 
 1000 
 
 ! 
 
 3 000 
 
 1600 
 
 3 00 
 
 3 00 
 
 Counci linen (11) 
 
 7 50 
 
 2400 
 
 1380 
 
 250 
 
 250 
 
 Mayor 
 
 3500 
 
 10000 
 
 6200 
 
 3000 
 
 4800 
 
 Auditor 
 
 2500 
 
 6000 
 
 4045 
 
 2500 
 
 3900 j 
 
 Solicitor 
 
 33 00 1 
 
 “ 7 500 
 
 5027 
 
 2900 
 
 4200 • 
 
 Judge Police Court 
 
 2] 00 
 
 5000 1 
 
 3525 
 
 1500 
 
 2400 
 
 Jusitices (2) 
 
 3500 
 
 6000 
 
 4233 
 
 1500 
 
 2400 
 
 Treasurer 
 
 2040 
 
 5000 
 
 4278 
 
 1500 
 
 2400 
 
 Police Court Clerk 
 
 1000 
 
 3C00 
 
 1935 1 
 
 1200 
 
 1200 
 
 appointive unclassif ied . 
 
 Service Director 
 
 3600 
 
 9000 
 
 i 5651 
 
 2500 
 
 4200 
 
 Safety Director 
 
 .3630 
 
 _J1Q.0 j 
 
 • 5436 
 
 1300 
 
 24 00 
 
 Health Officer 
 
 
 
 4292 
 
 3 500 
 
 3500 
 
 Council Clerk 
 
 15 00 
 
 5000 
 
 ' 2585 
 
 1200 
 
 1000 
 
 Deputy Auditor 
 
 12 00 
 
 ..A..QQQ. 
 
 -U.510. 
 
 i.I5 30_ 
 
 2u00 
 
 Deputy auditor 
 
 1 080 
 
 3 0 0 
 
 
 1500 
 
 1300 
 
 Asst. Solicitor 
 
 1800 
 
 5 000 
 
 , 3525 
 
 r 2200 
 
 2700 
 
 Asst. Solicitor 
 
 1J12P 
 
 3000 
 
 1_2260 
 
 1000 
 
 1200 
 
 Secy, to Solicitor 
 
 840 
 
 2500 
 
 ! 1487* 
 
 1200 
 
 1200 
 
 Director of Charities 
 
 1500 
 
 5500 
 
 I 3780 
 
 600 
 
 60cT 
 
C LASSIFIED SERVICE . 
 
 
 FOREIGN CITIES 
 
 A:. £ RON 
 
 - . ----- 
 
 
 TITLE 
 
 LOW 
 
 ) 
 
 HIGH :AVER. 
 
 iPROPOoEL HVi 
 PRESENT ! RANGE 
 
 l -Lj • 
 
 •pvTjimTm TV*? 
 V/ U JL i. V 
 
 Supt. of 
 
 Public Works 
 
 1200 
 
 3500 
 
 2151 
 
 1500 
 
 ; 1680- 21001 
 
 Supt. of 
 
 Water Works 
 
 ~5L>06 
 
 6 COO 
 
 3612 
 
 33 00 
 
 3 000 - 3900 . 
 
 Supt. of 
 
 Garb . & Sewage 
 
 1500 
 
 3 000 
 
 1893 
 
 1800 
 
 1680 - 2100 
 
 Supt. Ox 
 
 Street Cleaning 
 
 935 
 
 >>•> 
 
 vjt 
 
 o 
 
 o 
 
 .. - 
 
 h 1837" " 
 
 1800 
 
 1500 - 2100 
 
 PROFE SSIONAL 
 
 Bacteriologist 
 
 1200 
 
 lieu 
 
 2237 
 
 "24 00"' 
 
 | 1800 - 2700 
 
 Asst. Chemist 
 
 1200 
 
 2100 
 
 1580 
 
 '2000 
 
 1500 - 2100 j 
 
 Qhemi st 
 
 14 00 
 
 3600 
 
 2302 
 
 24 00 
 
 216 0 - 2700 
 
 Engineer Assistant 
 
 56 0 
 
 1640 
 
 912 
 
 720 * 1020 
 
 780 - 1020 
 
 Junior Engineer 
 
 1140 
 
 3000 
 
 17 00 
 
 1200 - 17 00 
 
 1140 * 1640 • 
 
 Assistant Engineer 
 
 ~I2W 
 
 ToocT 
 
 2295 71200 r l7Du 
 
 k ~T3W“ r ~27W 1 
 
 Engineer 
 
 1800 
 
 7200 
 
 4239 
 
 2700 • 3Q0Q 
 
 3000- 3900 • 
 
 Inst rumen tman 
 
 9T3 
 
 2200 
 
 1346 
 
 ro 
 
 o 
 
 o 
 
 1200 - 1800 i 
 
 Nurse-Pi eld Nurse 
 
 730 
 
 1030 
 
 96“2~1 
 
 900 * 960 
 
 90o -T08CT ; 
 
 Senior Field Nurse 
 
 600 
 
 1300 
 
 1132 
 
 1200 
 
 114 0 - 144 0; 
 
 Chief of Nurses 
 
 900 
 
 1560 
 
 1174 
 
 1200 
 
 1140 - 1440 , 
 
 Director of Field Nurses 
 
 900 
 
 2160 
 
 1509 
 
 W1650 
 
 ' 15 00- 23HJ0l 
 
 Draftsman 
 
 825 
 
 1800 
 
 1300 
 
 1200 -1500! 1200 >1800' 
 
 Epidemiclogi st 
 
 1200 
 
 27 00 
 
 2040 
 
 2500 
 
 2100 -3000. 
 
 Physician (Field) 
 
 1200 
 — . ~ J 
 
 2760 
 
 1969 
 
 — 
 
 2000 
 
 — - - — — -i. --- 
 
 1800 - 27 00 ; 
 
 , . , m ., -- I 
 
 INVESTIGATIONAL 
 
 So cial Investigator j' 108Q TIq 00 [ 1351~ [ 1080 " " j 900 - 12 00 : 
 
 INSPECTIONAL 
 
 Ass*. Bldg. Inspector 
 
 900 
 
 1850 j 1390 
 
 1200 
 
 1266“- 1446 
 
 . Lid Z.ngp . ; P?_m. g .& Sewer ) 
 
 mr 
 
 "T8BLT j~I39D 
 
 T260~ “ 
 
 ' 120(J~ 14 4 G 
 
 (Electrical ) 
 
 1080 
 
 1850 | 1359 
 
 "1200 
 
 1200 - 1440 i 
 
 Lldg. inspector 
 
 * i 
 
 
 1560 * 1580 i 
 
 Bldfe. Insp. ..(.Plmg. G Sewer) 
 
 1500 
 
 2000 j 1653 
 
 1500 
 
 1550 -1680* 
 
 Bldg. Inso. (Elen+.rice.l ) 
 
 720 1 
 
 1920 j 1429 
 
 1500 
 
 1560 -16861 
 
 Chief Bldg. Inspector 
 
 1440 
 
 3600 2676 
 
 2000 
 
 h 1800 - 27 55 
 
 Health Insp. (Sanitary) 
 
 300 
 
 1800 ; 1220 
 
 900 - 960 
 
 900 -1500 
 
 Health Insp. (Food) 
 
 90S" 
 
 1926 i 1384 
 
 '1200 - 1550 
 
 “9110 - 15 60 ! 
 
 insp. of Meters 
 
 960 
 
 1200 ! 999 
 
 840 - 1110 
 
 900 - 1200 
 
 Chief Insp. of Meters 
 
 975^ 
 
 3.686 ! 1410 
 
 1085 - 1500 
 
 1320 - 1800 ' 
 
 Insp. of Public Works 
 
 900 
 
 1500 i 1221 
 
 900 - 1500 
 
 1200 - 168 C 
 
 Insp. of Public Highways 
 
 900 
 
 1500 1221 
 
 1800 1500, 1200 - 1£&Q_. 
 
 Insp. of Public Sewers 
 
 900 
 
 15 00 , 1221 
 
 900 - 1500; 1200 * 168.0., 
 
 Insp. of Public Wntermains 
 
 . iPii 
 
 1500T 1221 
 
 900 - 1500 
 
 1200 - IfiS.Q.. 
 
 Force Main Patrolman 
 
 850 
 
 ,1500 j 1068 
 
 ,114.0 
 
 , ,_aQil-IEL2B0., 
 
 Water shed Inspector 
 
 800 
 
 1080 j 1010 
 
 1080 
 
 900 - 126 C 
 

 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
PROPOSED TITLE 
 ~J2UQ§XX!2N. 
 
 Hospital Healper 
 
 ^Hosp ital Attendant 
 Housekeeper 
 
 SUGGESTED 
 SALARY RANGE 
 
 J3ANGE | Rati? 
 
 PRESENT TITLE 
 OF POST TT ON 
 
 I INST ITUTIONAL SE RVT CE 
 
 240- 360 
 
 600- 9QQ 
 
 600- 900 
 
 300 
 
 900 
 
 Maid 
 
 Nurse 
 
 720 
 
 Keeper 
 
 Contag.Dis.Hosp 
 
 Psr y.C? 
 
 ~W0C 
 
 720 
 
 CLERICAL SERVICE 
 

 
 
 
 . 
 
 
 
 
 
 
 
 
 
 
 
 < 
 
 
continued 
 
 •: FOREIGN CITIES A K R 0 N 
 
 
 1 — 
 
 
 
 
 PROP. SAL. 
 
 TITLE 
 
 ! LOW 
 
 HIGH 
 
 AVER. 
 
 Present 
 
 RANGE 
 
 SKILLED I^BOR 
 
 Blacksmith 
 
 j 93 5 
 
 1258 
 
 1171 
 
 998 
 
 960 - 1320 
 
 Boilermaker 
 
 ■ 1080 
 
 156'Cr 
 
 1333 
 
 114 0 
 
 960 - 1320 
 
 Caulker 
 
 i 
 
 
 Per Hr. 40 
 
 960 - 1080 
 
 Machinist (.vuto ) 
 
 936 
 
 1560 
 
 1173 
 
 960:1200 
 
 7900 * 1200 ' 
 
 Motor Driver, Truck 
 
 S36 
 
 1243 
 
 IO 08 
 
 n l08(Pl243l960 - 1200 
 
 Paver 
 
 936 
 
 1560 
 
 1151 
 
 1242 
 
 900 - 12 uO 
 
 Tapper 
 
 936 
 
 1440 
 
 1099 
 
 990*1080 
 
 960 - 1200 
 
 UNSKILLED IABOR 
 
 Cleaner ...... 
 
 360 
 
 1080 
 
 675 
 
 480 
 
 720 1480 - 780 
 
 Laborer per Kr. 
 
 .25 
 
 .30 
 
 .252 
 
 .35 
 
 1 84 .9 - 960 
 
 '"tret)' -vsmr 
 
 Caretaker 
 
 720 
 
 1620 
 
 910 
 
 9W 
 
 ,7a t Chilian 
 
 6W 
 
 900 
 
 ^ 780~ 
 
 OoO - 
 
 ~T?30 -1080 
 
 In cases whore employment i 3 for a short time only the 
 prevailing local rate of wages for skilled and unskilled labor 
 is recommend. The annual salary for these positions is in- 
 tended for all year services only. 
 
EXHIBIT IL 
 
 COMPARATIVE TABLE SHOWING PRESENT POSITIONS AND SALARIES AND 
 PRESENT POSITIONS AND SALARIES. 
 
 PROPOSED TITLE 
 OF POSI TION 
 
 SUGGESTED 
 SALARY 
 
 PRESENT TITLE 
 
 RANGE jJBMf. OIL -EC&l TIQII 
 
 mr mvrF servi ce. 
 
 DEPARTMENT 
 
 :*X T 
 
 PRES-j 
 ENT 1 ; 
 
 JMbtBLi 
 
 Supt. of Pub. Works 
 
 Supt. of Waterwork s 
 Supt of Garbage ~and 
 Sewage Disposal 
 
 Supt of St. Cleaning 
 
 1680-2100 
 
 3000-3900 
 
 1680-2100 
 
 1500-2100 
 
 1680 
 
 3300 
 
 1800 
 
 19 2C 
 
 Supt of Sewers and 
 Street Repair 
 
 Sunt. of Waterworks 
 
 Supt of Sew.Dispos 
 Supt of Gar'o. Col 
 Supt of " Red. 
 
 Bur. of St.Repr 
 Rur .of Sew.ReP.r_ 
 
 ’ Waterworks 
 
 Sewage Disposal" 
 Garbage Col. 
 
 » Reduction 
 
 Surt-af Streets ' I Civ. of 1800j. 
 
 1500 
 
 *3300 
 
 1800 
 
 PRO FESSIONAL SERVICE 
 

PROPOSED TITLE 
 
 
 SUGGESTED 
 SALARY RANGE 
 
 | PRESENT TITLE 
 
 DEPART!® NT 
 
 PRES- 
 
 ENT 
 
 
 — OF POSITION 
 
 
 RANGE 
 
 -.1. rate 
 
 J - OF POSITION 
 
 LOCATION 
 
 SALARY ‘ 
 
 
 
 
 
 
 Nurse Grou' 
 
 Nurse 
 
 Field Nurse 
 •• " • < .• • < * • 
 
 .4 
 
 900-108C 
 
 > .900 
 
 900 
 ' 9 60 
 
 J .Nurse. (2) 
 
 _[_Nurse (7) 
 i Nurse (11) 
 
 — Coxitag.Dis Hasp 
 Div. of Chi Id V.'elf 
 » ii ii it 
 
 ...900 
 
 900 
 
 960 
 
 i 
 
 ! 
 
 senior Field Nurse 
 uhief of Nurses 
 
 
 1140- 144C 
 
 1200 
 
 1.2C0 
 
 1 Supe rvis ing Nu rse 
 ; Nurse 
 
 J Div of Child T7el 
 
 j . 1200 
 ‘ l2'0Cr 
 1 ’ 16*50’ 
 
 2500 
 
 + 
 
 1 
 
 Director of Field Nursql500-2i00 
 
 1740 
 
 } Super vis ■if.g 
 
 l Div! of ’Child Fei 
 
 -1 
 
 Medical Grout). 
 
 Epidemiologist j2 ICO- 3000 
 
 _ 2700 (Epidemiologist 
 
 Bur.ofCommun.Dis 
 
 1 
 
 rnysician ^Field 
 
 11800*2700 
 
 { 2160 
 
 j Surgeon 
 
 Fire & Po llep t~ 
 Gnari ties Div 
 
 'TOGO'* 
 
 -f 
 
 • 
 
 
 
 INVESTIGATIONAL SERVICE. 
 
 
 
 4- 
 
 
 
 
 
 
 
 
 Social Investigator 
 
 J 
 
 900-1200 
 
 ( 1140 
 
 Asst. Director 
 
 Charity Div. 
 
 1080 I 
 
 I NS PEC T I ONAL SERVICE . 
 
 
 
 ^&st. Bldg. Inspector 
 
 
 1200-1440 
 
 1200 
 
 Asst. Electrical 
 
 Building Insp. 
 
 "T 200 1 
 
 
 
 
 1200 
 
 " Building" 
 
 n n 
 
 " 1200 
 
 I 
 
 — r-r - ... 
 
 
 
 1200 
 
 Asst. Plumbing 
 
 n ii 
 
 "1200 
 
 T 
 
 Building Inspector 
 
 
 1440-1680 
 
 1560 
 
 Else. Inspector 
 
 Building Insp 
 
 1500 
 
 T 
 
 r 
 
 
 
 
 1560 
 
 Plumbing " 
 
 n n 
 
 '1500 ' 
 
 
 /hief Bldg. Insp. 
 
 .1800-2700 
 
 .2160 
 
 Chief Bldg.Insp 
 
 Building Insp 
 
 "2000 
 
 
 ieaith Inspector 
 Sanitation 
 Food 
 
 i 
 
 900-1500 
 
 900 
 
 Sani tary ?o 1. ( 3 ) 
 
 Health San. Div 
 
 ■ 9 OO 
 
 
 1 
 
 
 1200 
 
 Dog Catcher (1) 
 
 " i» i i " "ii 
 
 1200 
 
 
 
 
 960 
 
 Sanitary Pol. (l) 
 
 — f, ji-- Tr “ 
 
 '■'960' 
 
 
 
 
 
 1500 I Dairy &Food Insp 
 
 Health Food Insp 
 
 "1500 
 
 
 
 ! 
 
 
 -laQQ i^st, Dairy & F " 
 
 ii ii ti | 
 
 1200 
 
 
 nspector of Meters 
 
 i 
 
 900-1200' 
 
 900 
 
 Heifer. 
 
 V.V!. Bur. of Eng I 
 
 640 
 
 
 
 i 
 
 
 900 
 
 » ■ rsr ~ ■ 
 
 ii ii ti ii ii J 
 
 "900" 
 
 
 
 t 
 
 
 1060 I Foreman 
 
 “ii~n 11 i7""it 
 
 '1080 
 
 
 
 i 
 
 
 1080 
 
 Meter readers(3 ) 
 
 VaterN. Distrib. j 
 
 1050 
 
 
 
 » 
 
 ! 
 
 
 1140 
 
 n f> 
 
 
 lllO ‘ 
 
 
 
 
 
 1020 
 
 !i ti 
 
 
 ' 95v' 
 
 
 
 
 
 1140 
 
 Meterraan 
 
 " Outlay 
 
 "ixm" 
 
 
 
 
 
 1080 
 
 It 
 
 (» If 
 
 ■ 1080 ' 
 
 
 
 
 
 1200 
 
 Asst. Meter Foremsj 
 
 -- 
 
 l '* Maint. 
 
 1200 
 
 
 
 . 
 
 
 
 .Inspector 
 
 n Distrib. 
 
 960 
 
 
 aief Jasp, cf Me is n« 
 
 1320-1800 
 
 J£o.Q .. 
 
 Meter Foreman 
 
 ” Admin, 
 
 15 CO 
 
 
 ns P» of Public Forks 
 Highways 
 Sewers 
 
 ... U atennains 
 
 1200-1650 
 
 1680 
 
 Chief Inspector 
 
 Engineering Div 
 
 1650 ! 
 
 
 
 
 1200 
 
 Inspectors (2) 
 
 Improved Fate rtf | 
 
 900 
 
 
 
 
 1200 
 
 " (XT 
 
 ii ii 
 
 12 Oil 
 
 
 it?A. Mam Patrolman 
 
 900-1260 
 
 1140 
 
 Force Main Patrol.! 
 
 Fater r . Distrib ! 
 
 1140 ; 
 
 
 ^ter Shed inspector 
 
 900-1260 
 
 1020 
 
 Reservoir Tender 
 
 " Supply i 
 
 1020 
 
 
 
 
 
 
 1080 
 
 ii tr 
 
 11 Distrib. j 
 
 low 7. 
 
1 
 
 
 FOREIGN Cl 
 
 TIES 
 
 AKRON 
 
 TITLE 
 
 LOW 
 
 HIGH 
 
 AVER. 
 
 jTROPUSEI)~SiiL'. 
 PRESENT (■ RANGE 
 
 INSTITUTIONAL 
 
 Hospital Helper 
 
 224 
 
 720 
 
 408 
 
 . 288 
 
 r 
 
 Hospital Attendant 
 
 425 
 
 780 
 
 520 
 
 900 
 
 6 DO * • 
 
 Housekeeper 
 
 300 
 
 72 C 
 
 . 527, 
 
 840 
 
 600 * 900 
 
 f 
 
 CLERICAL 
 
 Junior Clerk 
 
 480 
 
 1 2200 j 
 
 
 420 - 60uj 
 
 Assistant Clerk 
 
 & 
 
 CO 
 
 c 
 
 2200 j 
 
 ~5TC - 1500 
 
 720 -1260' 
 
 Clerk 
 
 480 
 
 2200 '! 
 
 1200 - 1500 
 
 1320-1680 
 
 Chief Clerk 
 
 1500 
 
 3500 
 
 2105 
 
 1920 
 
 1800 -2400 
 
 Bookkeeper 
 
 780 
 
 1980 
 
 1440 
 
 1140 
 
 1200-1620 
 
 Cashier 
 
 900 
 
 1800 
 
 1388 
 
 1320 
 
 1260 •1620' 
 
 Purchasing Agent 
 
 -liLQQj 
 
 4500 
 
 2372 
 
 18 00 
 
 1800 -27001 
 
 Stenographer 
 
 520 
 
 1600 
 
 1066 
 
 720 - 960 
 
 720-1200 
 
 Typist ( Computing) 
 
 r 900 
 
 1380 
 
 1140 
 
 1200 
 
 900 -1440 
 
 POLI CE 
 
 Patrolmen 
 
 900 
 
 14 00 
 
 1086 
 
 1200 
 
 1020 1260 
 
 Sargeants 
 
 1080 
 
 17 50 
 
 1350 
 
 HUOQ 
 
 1320 1500 
 
 Detective 
 
 1260 
 
 1800 
 
 1384 
 
 1475 
 
 1320-1500: 
 
 Captain 
 
 1380 
 
 3000 
 
 2007 
 
 1600 
 
 1560- 1800 j 
 
 Qhief of police 
 
 ~2TTC0l 
 
 
 -"sssr 
 
 
 '^rotruuGc 
 
 FIRE 
 
 
 Fireman 
 
 780 
 
 1400 
 
 1014 
 
 1200 
 
 1020 -1260: 
 
 Engirieman 
 
 1140 
 
 1650 
 
 1333 
 
 "”1320 
 
 1260 -14407 
 
 Lieutenant 
 
 960 
 
 1800 
 
 1326 
 
 1326 
 
 1320-1500! 
 
 Captain 
 
 114 0 
 
 2000 
 
 1452 
 
 1440 
 
 15601800. 
 
 Chief of Fire Department 
 
 2400 
 
 4104 
 
 3260 
 
 2650 
 
 2100 -3000, 
 
 Lineman 
 
 1020 
 
 14 00 j 1175 
 
 1525 
 
 l20U~r44LT; 
 
 Supt « ; o f cS 5 W v '• S' v h<'t • _ \ • 
 
 rr l200 
 
 2200 
 
 163 0 
 
 1452" 
 
 “TSDO-iWO, 
 
 Itechr^ic 
 
 114 0 
 
 1560 
 
 1284 
 
 1326 
 
 12Q0_a4£k0J 
 
 Eu pt . c f Machine ry 
 
 1320 
 
 2004 
 
 164 0 
 
 15 00 
 
 1500-1800J 
 
 x * rewarden 
 
 1824 
 
 2200 
 
 1961 
 
 1452 
 
 16201860: 
 
 Unskilled labor 
 
 
 
 Fireman 
 
 780 
 
 1092 
 
 967 
 
 1080 
 
 900-1080; 
 
 Oiler 
 
 720 
 
 1092 
 
 921 
 
 1Q30 
 
 960-1080] 
 
 Enginman 
 
 1004 
 
 1920 
 
 1510 
 
 iaao - 1380 
 
 1080' 1500: 
 
 Chief Enginman 
 
 13 00 
 
 2820 
 
 2040 
 
 2400 
 
 1800 -27 OC, 
 
 Filter Helpers 
 
 900 
 
 96T 
 
 930 
 
 1020 
 
 900 1 02’C | 
 
 Filter Operator 
 
 1080 
 
 12XXr 
 
 ffio 
 
 rorcr 
 
 TCW T2UC; 
 
 Charging Hen 
 
 780 
 
 900 
 
 840 
 
 1080 
 
 1080-1200 
 
 Foremam. 
 
 873 
 
 1920 
 
 1244 
 
 906 - 1200 
 
 1200 -1320': 
 
 Foreman, General 
 
 873 
 
 1920 
 
 1244 
 
 144 0 
 
 1380 163C ; 
 
 Foreman, St. Cleaning 
 
 873 
 
 1920 
 
 1244 
 
 1248 
 
 1320 -1500. 
 

 \ , 
 
 
 
 
 
 
 
 , 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 * 
 
 
 
 
 
 
 
 
 
 
 
 
 
 

 SUGGESTED 1 
 
 
 PRES- 
 
 PROPOSED TITLE 
 
 SALARY RANGE ‘ PRESENT TITLE 
 
 DEPARTMENT 
 
 ENT 
 
 .OF POSITION 
 
 jEMT l,R^lCL.OE^E0aiIlQN 
 
 
 SALARY 
 
 FIRE SERVICE 
 
 Fireman 
 
 1020-1260 
 
 1020 
 
 Cadets (30) 
 
 Fire Dept. 
 
 1020 
 
 1200 
 
 Firemen (29) 
 
 it ii 
 
 1200' 
 
 Lieutenant 
 
 1320-1500 
 
 1380 
 
 Lieutenant (10) 
 
 ti ii 
 
 1326 
 
 Engine man 
 
 1260-1440 
 
 1320 
 
 Asst. Engine er( 4) 
 
 ti ii 
 
 1260 
 
 Engineers (2) 
 
 it ii 
 
 1320 
 
 C..ptuin 
 
 1550-1800 
 
 1560 
 
 Captains (10) 
 
 it it 
 
 1440 _ 
 
 Chi si ox Department 
 
 2100-3000. 
 
 2820 
 
 Chief 
 
 ti n 
 
 2650 
 
 Lineman 
 
 1200-1440 
 
 1380 
 
 Linemen (2) 
 
 ii ii 
 
 1320 
 
 Supt. of Signal Svs. 
 
 1500-1800 
 
 15001 Supt. 
 
 ti it 
 
 1452 I 
 
 Mechanic 
 
 1200- 1440 
 
 1380) Mechanic 
 
 »i n 
 
 1326 ; 
 
 Supt. of Machinery 
 
 1500-1800 
 
 1500 i Sunt of Machinery 
 
 ii it 
 
 1500 1 
 
 1452* 1 
 
 Fire Warden 
 
 1620-1860 
 
 1620 1 Fire Warden 
 
 ii n 
 
 SKILLED LABOR 
 
 Fi reman 
 
 960-1080 
 
 1080 
 
 Fireman 
 
 Water W.Pump. 
 
 1080 
 
 Oilers 
 
 950-1080 
 
 1080 
 
 Oilers 
 
 n ii it 
 
 1080 
 
 Engine men 
 
 1080-1500 
 
 1080 
 
 Asst. Engineer 
 
 it ii n 
 
 1080 
 
 1080 
 
 ti ii 
 
 ii it n 
 
 1080 i 
 
 1080 
 
 it ii 
 
 ii tr ii 
 
 IQSO^j 
 
 1360 
 
 n it 
 
 it ii it 
 
 1380 ; 
 
 1 13 80 
 
 ii it 
 
 it ii ti 
 
 _1380 ... 
 
 1380 
 
 ii ii 
 
 it it n 
 
 1380 
 
 1380 
 
 ii it 
 
 it ii it 
 
 1380 
 
 1380 
 
 ii it 
 
 n n ii 
 
 1380" 
 
 Chief Engine man 
 
 1800-2700 
 
 2520 
 
 Chief Engineer 
 
 ii it ir 
 
 2400 
 
 Filter Helper • . - : L 
 
 900- 1020 
 
 1020 
 
 Filter Helper 
 
 « " Filt. 
 
 1020 
 
 1020 
 
 it ii 
 
 ii ii it 
 
 1020 
 
 1020 
 
 n ii 
 
 it it ii 
 
 1020 
 
 lilter Operator 
 
 1080-1200 
 
 1080 
 
 Filter Operator 
 
 it n it 
 
 "“'1080 
 
 1030 
 
 ii n 
 
 11 TI H 
 
 1080 
 
 1080 
 
 it if 
 
 11 II 11 
 
 1QS0" j 
 
 Charging Men 
 
 1080- 1200 
 
 1080 
 
 Charging men 
 
 ~ ii ii ii 
 
 1080 
 
 1080 
 
 it ti 
 
 ii it ii 
 
 1080 
 
 1080 
 
 ii it 
 
 ii ti it 
 
 1080 
 
 Foreman 
 
 900-1320 
 
 900 
 
 Operator 
 
 Sewage Disposal 
 
 900 
 
 "T200 """ 
 
 1200 
 
 S Fc reman 
 
 Tater XI. Maint 
 
 1200 
 
 St. Foremen 
 
 it it ti 
 
 1200 
 
 Foreman ( general) 
 
 1380- 1680 ' 
 
 1560 
 
 St. Foreman 
 
 " Distrib 
 
 1440 , 
 
 . i 
 
 3.20. 
 “1140' : 
 
 Foreman (St 1C leanjn <?J 
 Blacksmith 
 
 ..13ZQ-15£Q. 
 
 960-1320 
 
 ,M 
 
 Foreman 
 
 St. Cleaning PerDc 
 
 1020 
 
 Blacksmith 
 
 " CityY.&Dmp. « " 
 
 Boiler Maker 
 
 960-1320 
 
 1140 
 
 Boiler & Repr Kan 
 
 Water V,’. Pump. 
 
 Caulker 
 
 960-15801 
 
 1020 
 
 Caulker 
 
 -I , — r. "-rr-perlDs 
 
 ; '$3.20 < 
 '1200' 
 
 Machinist (Auto) 
 
 • _ * • • 
 
 900-1200 
 
 960 
 
 City Mechanic 
 
 "Garage' Div. 
 
 
 12001 
 
 Auto Rear. Mar. 
 
 Water XI. Maint. 
 
 960 
 
 1080 
 
 Motrr Driver (Truck) 
 
 . . 
 
 960- 1200 
 
 1080' Truck Driver 
 
 " ,f Distrib 
 
 / 
 

 / 
 
 
 
 * 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
PROPOSED TITLE 
 OF POSITION 
 
 SUGGESTED 
 SALARY RANGE 
 
 PRESENT TITTLE 
 OF POSITION 
 
 DEPARTI^ENT 
 LOCATION . . . 
 
 PRES- i 
 ENT 
 
 SALARY 1 
 
 RANGE 
 
 RA^E 
 
 Paver 
 
 500-1200 
 
 - 
 
 Paver 
 
 St. Repair 
 
 1 
 
 - < 
 
 T«yyar 
 
 960-1300 
 
 1020 
 
 1080 
 
 Tapper 
 
 WaterW. Outlay 
 
 996 ] 
 
 Tati per 
 
 n n — « — 
 
 IU80 | 
 
 
 UNSKILLED LABOR 
 
 Caretaker 
 
 840-1200 
 
 900 
 
 Janitor 
 
 WaterW.Pump, 
 
 900 
 
 900 
 
 " 
 
 
 900 
 
 960 
 
 tt 
 
 Div.of Markets 
 
 960 
 
 Cleaner 
 
 480-780 
 
 480 
 
 Janitres ,C, S. 
 
 Dir. of Publ. Bldg 
 
 480 
 
 480 
 
 Janitor City Hall 
 
 it ii n ii 
 
 480 
 
 600 
 
 ii ii ti 
 
 II II 11 H 
 
 600 
 
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TITLE 
 
 PAGE. 
 
 INDEX. 
 
 Assistant Building Inspector 14 
 Assistant Building Inspector , Plumb ing & Sanita. 14 
 Assistant Building Inspector, Electrical 14 
 A s s i s tant Cltcmi s t 3 
 Assistant Clerk 22 
 Assistant Engineer 6 
 Bacteriologist 3 
 Boilermaker 39 
 Bookkeeper 24 
 Building Inspector . 1 15 
 Building Inspector, Electrical 15 
 Building Inspector, Elunibing and sanitation 15 
 Captain (Eire Department) 30 
 Captain of Police 28 
 Caretaker 42 
 Cashier 25 
 Caulker 39 
 Charging iian 36 
 Chemist 4 
 Chief Building Inspector ' 15 
 Chief Clerk 24 
 Chief Engineman 35 
 Chief of Eire Department ' 3 0 
 Chief Inspector of meters 17 
 Chief of Nurses 10 
 Chief of Police 28 
 Cleaner 42 
 Clerk 23 
 Detective 28 
 Director of El eld Nurses 11 
 Draftsman 8 
 Engineer 7 
 Engineering Assistant 5 
 Engineman 34 
 Engineman (Eire Department) 30 
 Epidemiologist 12 
 Field Nurse 9 
 Filter Helper 35 
 Fireman ^ 34 
 Fireman (E ire Department) 29 
 Fife Ear den 32 
 Force Lain Patrolman 19 
 Foreman _ 37 
 Foreman (General) ^ 37 
 Foreman (Street Cleaning) 37 
 Health Inspection (Food) IS 
 Health Inspector (Sanitation) 16 
 Hospital Attendant 20 
 Hospital Helper 20 
 Housekeeper 21 
 
 Instrument Han 3 
 

 
 . . 
 
 
 
 
 
 
 
 
 
 
 
 
 
 ■ 
 
 
 
TITLE 
 
 PAGE 
 
 Inspector of Meters 
 
 Inspector of Public Works 
 
 Inspector of Public Works (Highw r ays) 
 
 Inspector of Public Works (Sewers) 
 
 Inspector of Public Works( Water Mains) 
 
 Junior Clerk 
 Junior Engineer 
 Laborer 
 
 Laborer (Coal Passer) 
 
 Laborer (Sewage Disposal Plant Operator) 
 Lieutenant (Fire Department) 
 
 Lineman 
 
 Machinist (Automobile ) 
 
 Mechanic (Fire Department) 
 lie t o r Drive r ( T ruck ) 
 
 Purse 
 
 Oiler 
 
 Patrolman 
 
 Paver- 
 
 Physician (Field) 
 
 Purchasing Agent 
 Senior Field Nurse 
 Sergeant of Police 
 Social Investigator 
 Stenographer 
 
 Superintendent of Machinery 
 
 Superintendent of Police & Fire Signal System 
 Superintendent of Public Works 
 Superintendent; of Sewage U Garbage Disposeil 
 Superintendent of Street Cleaning 
 Superintendent of Water works 
 Tapper 
 
 Typist (Computing 
 Watchman 
 
 Water Shed Inspector 
 
 17 
 
 18 
 
 18 
 
 18 
 
 18 
 
 22 
 
 5 
 
 43 
 
 43 
 
 43 
 
 29 
 
 31 
 
 40 
 
 32 
 
 40 
 
 9 
 
 34 
 
 27 
 
 41 
 
 12 
 
 25 
 
 10 
 
 27 
 
 13 
 
 26 
 
 32 
 
 31 
 
 1 
 
 2 
 
 o 
 
 1 
 
 41 
 
 26 
 
 43 
 
 19