I 206
T H E JOURNAL OF INDUSTRIAL A N D ENGINEERING CHEMISTRY
UNIT WEIGHTS FOR THE PURCHASE O F REAGENTS
By W. D. Collins CHAIRMAN, COMXITTEE O N GUARANTEED REAGENTS A N D STANDARD *APPARATUS, AMERICAN CHEMICAL SOCIETY Received October 28, 1920
A t the meeting of the Industrial Division of the SOCIETY at Chicago, the chairman of the Committee on Guaranteed Reagents and Standard Apparatus presented a brief paper on the subject of uniform unit sizes for the purchase of reagents. A conference with representatives of manufacturers was held in New York a t the time of the Chemical Exposition, and the question has since been discussed by correspondence and personally with a number of dealers and large purchasers. As the outcome of these discussions this note has been prepared. Manufacturers, without exception, have expressed their willingness t o furnish reagents in packages of any unit quantity desired by the buyer. The committee feels that if purchasers took full advantage of this policy there would be some increase in cost and in delay in filling orders, as compared with the situation where the number of unit sizes is limited for each reagent. Use of metric units in chemical laboratory work is almost universal, and certain supplies have long been purchased in metric units. Regular inorganic reagents are a t present largely bought by the pound, although the manufacturers are perfectly willing to sell in grams. They list their prices, however, by the pound because nearly all of their orders are in this unit. If members of the SOCIETY order reagents by the pound because they are so given in price lists, and manufacturers continue to list the units ordered most, there may be a long period during which the number of orders in metric units is very gradually growing a t the expense of the number in pounds. In order to make this transition period as brief as possible, the unit weights given below are suggested as desirable for the
Vol.
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purchase of the reagents named. The regular unit for the greater number of reagents has been the pound. The metric equivalent would naturally be joo g. Although the saving in expenditure may not be great, there is a certain demand for a smaller unit in laboratories where a few grams of a reagent may be all that is needed in a year. To provide for such needs a package of 100g. is suggested. Appropriate units for reagents not given in the list can be selected easily from consideration of cost, extent of use, and keeping qualities. SUGGESTED UNIT WEIGHTS FOR REAGENTS (II Acetic Anhydride, ....................... 200 Acid: Acetic, Glacial.. ...................... 500 500 Citric. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25 Hydriodic (1.70). ..................... Hydrobromic (1.38). . . . . . . . . . . . . . . . . . . 100 Hvdrochloric (1.19). . . . . . . . . . . . . . . . . . . . . . 25001 25 Iddic. . . . . . . . . . . . . . . 200 Molybdic.. . . . . . . . . . . . . . . . . . . . . . . . . . . . Nitric (1.40-1.42). . . . . . . . . . . . . . . . . . . . . 3000’ 500 Nitric, Fuming. . . . . . . . . . . . . . . . . . . . . . . 25 Perchloric (1.12). . . . . . . . . . . . . . . . . . . . . . 25 Sulfanilic. . . . . . . . . . . . . . . 40001 Sulfuric (1.84). . . . . . . . 500 Sulfuric, Fuming. . . . . . 20001 Ammonium Hvdroxide. .. 500 Ammonium Chloride. . . . . . . . . . . . . . . . . . . . . Ammonium Oxalate.. . . . . . . . . . . . . . . . . . . 500 Ammonium Thiocyanate. . . . . . . . . . . . . . . . . 200 500 Barium Chloride.. . . . . . . . . . . . . . . . . . . . . . . Benzidine.. . . . . . . . . . . 25 ... 500 Bromine. . . . . . . . . . . . . . 25 Dimethylglyoxime. ..... ... 25 Hydroxylamine Hydrochloride. . . . . . . . . . . . 500 Iodine ....................... 25 Metap amine Hydrochloride, . . . . 25 Methyl Orange.. . . . . . . . . . . . . . . . . . . . . . . . . 5 Methyl R e d . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25 Methylene Blue.. . . .............. Phenolphthalein. ... . . . . . . . . . . . . . . 100 25 Phenylhydrazine. . . . . . . . .
..
Platinum Chloride. Potassium Iodate..
......................
.
Sodium Nitroferricy Sodium Peroxide. Uranium Acetate. 1 The usual 5-pint bottle
.. ..
...............
GRAMS)
25 100 100
5 25 500 5 25 500
... ... ... ...
... , . .
, . . , . .
...
500
...
...
, . .
500 100 100
25
100 5 200 5 5 100 5 5 1
5
25 5
10
1 1 10
5 100 200 100
25 100 100
... ... ...
25 25 5
...
25
... ... ... ...
... .
.
I
...
.‘56 .. ‘25
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.
I
A STUDY OF THE ECONOMIC STATUS OF CHEMISTS IN THE
GOVERNMENT SERVICE, TEN EDUCATIONAL INSTITUTIONS, AND THIRTY-SEVEN FIRMS By Lyman F. Kebler1,2 Received October 23, 1920
An Act creating a Commission on Reclassification of Salaries, consisting of three Senators and three Representatives, became effective March I, 1919. The law directs the Commission to investigate the rate of compensation paid civilian government employees in the District of Columbia, except the navy yard and the postal service, and t o report what reclassification and readjustment of compensation should be made so as to provide uniform and equitable pay for the same class and character of work. The commission consisted of: SENATORS: A. A. Jones, Chairman, New Mexico; Chas. H. Henderson, Vice Chairman, Nevada; S. P. Spencer, Missouri. REPRESENTATIVES:Edward Resting, Secretavy, Colorado; C. W. Hamlin, Missouri: H. A. Cooper, Wisconsin.
The report was submitted March IZ, 1920, and printed as House of Representatives Document 686; 66th Congress, 2nd Session. The purpose of the investigation was clear. The Commission, as well as Congress, was familiar with the perplexities constantly arising in making appropriations for salaries, and understood in a measure the difficulties confronting the administration 1 Member of the Research Staff of the Federal ReclassiEcation Commission. 2 Data used by permission of the Reclassification Commission.
heads. I t was realized that chaotic conditions existed in the Federal service through lack of any consistent policy for fixing and controlling salaries. It was only after some months of study, however, that the Commission1 “came to appreciate how seriously the morale of the service had been impaired by the prevalence of unfairness and inconsistency in the compensation of employees.” SECURING DATA REGARDING POSITIONS
In order to secure a complete list and full data regarding positions in the “Washington Service,” every person, on April 30, 1919,was required to fill out a detailed questionnaire card which required the approval and signature of the immediate superior and the chief of the bureau or office where the worker was employed. After attaching appropriate class titles to these cards, an almost endless number of valuable tables of facts could be compiled about the positions. One of the chief objects was a classification based on duties and responsibilities. A study of the information collected from various sources showed, among other things, that there was an unduly large number of titles for positions calling for the same or similar qualifications; that a considerable disparity of compensation for the same or similar work often existed; that older, more able and experienced, 1
Commission Report, p. 28.
Dec., 1920
T H E J O U R N A L OF I N D U S T R I A L A N D ENGINEERING C H E M I S T R Y
and bet.ter qualified persons longer in the service, often received less compensation than younger recruits of lesser experience, qualifications, and ability; that lack of uniformity in pay scale existed in the several departments; that there was an inequity of salaries to the increase in the cost of living; and “that there is a serious discontent, accompanied by an excessive turnover and loss among the best trained and most efficient employees.” The inconsistencies developed clearly showed the impossibility of applying a uniform percentage increase to the basic salaries that would correspond t o the increased cost of living. These inequalities and creators of unrest are due t o many causes, but the chief ones are lack of employment policy and lack of a basis of adjusting compensation later. ADJUSTIPI’G TITLES POR POSITIONS
It should be stated a t the outset that this article deals with the chemist primarily, but some of the observations axe applicable to the other sciences and even to the clerical forces. There are about seventy titles for government chemists, not including the minor grades. The multiplicity in titles and subtitles is not unique for chemists. Under the designation “Junior Civil Engineer,” no less than thirty-three different pay-roll titles were found. The condition simply developed without a guiding hand; no one in particular is blamable. The exceedingly great difficulty, if not impossibility, of clearly defining this multiplicity and heterogeneity of titles was quite apparent. The titles must be reduced in numbers and simplified. The following general titles for scientific positions were finally agreed on: In chemistry, for example, Junior Aids, Senior Aids, Junior Chemists, Assistant Chemists, Associate Chemkts, Chemists, and Senior Chemists. Other features now presented themselves for adjustment. It was claimed by some that the demands for organic chemists were greater than the demands for analytical chemists, and therefore commanded better salaries. This position held sway for some time, not only for the same groups in the same science, but in other sciences as well. For example, i t was argued that the demand for chemists was greater than for botanists, and consequently the former commanded and should receive better salaries. Accordingly, separate tentative specifications were outlined for each group in every sub-branch of a science. This required seven specification:, for the many subdivisions of chemistry, such as analytical, organic, inorganic, medical, physical, colloidal, metallurgical, mineral, mine, gas, physiological, pharmaceutical, catalytic, etc. A study of the prescribed qualifications of the several groups of the various classes showed how iiivolved the proposed system really was. It neither reduced the number nor simplified the titles. The problem was solved by dropping all but the above seven basic titles for the “Physical Science Service.” It was now possible to formulate working specifications for these positions. With this information availa.ble, the Commissio:i classified the chemists included in the questionnaire cards. The results with salaries and per cent in each group are given in Table I. TABLE I
387 Government Chemists in the District of Columbia Classified by the Commission on 19 19 Positions, with Salaries and Per cent in Grade Salaries-Per cent (>R4D& No. Minimum Maximum Average in Grade 1164 16 720 1200 4.1 Junior .%id,. , , , . , 1192 25 840 1302 6.5 Senior Aid. , . . , . . 1419 89 1000 1860 23.0 Junior Chemist. , . 2500 1738 21.2 82 1002 Assistant Chemist. 4000 119 1740 2264 30.7 Associate Chemist. 3042 4500 40 2200 10.3 Chemist. , . . . . , . . . 3000 3904 16 5000 4.1 Senior Chemist,, . ,
..
-
SALARY ADJUSTMENTS O N A PRE-WAR BASIS The very vital question of salaries for the various positions next demanded attention; for compensation, in the final analysis, is the dominant factor. Fixed salaries did not appear to be feasible. The Commission says:’ 1
.
C‘ommiqsion Report, p 81.
I207
The Commission recognized the impossibility of deciding on a salary standard that might be considered permanent because of the uncertainty of the cost of living fluctuations. It therefore concluded early in its deliberations to recommend that the salary scale t o be submitted t o the Congress should be subjected to revision in accordance with any material changes in the costof-living figures. It was recommended that salaries be adjusted on the prewar basis of 1914, by adding a percentage which would enable the employees t o maintain the former standard of living. The U. S. Department of Labor reported that the increased cost of living of 1919 over 1914 was 97 per cent. The average advance in salary of members of the Bureau of Chemistry who accepted outside employment from 1914 to 1919, nearly 7 j per cent of t h e force, was, a t the time of leaving, 59 per cent, and by the end of 1919 amounted to 75 per cent.
CHARTA Increase, 1915-1919, in Average Salary of Specified:Groups of Government Employees Compared with Increase in Retail Prices of Food. Averages Include Bonus (From U. S. Department of Labor, Monthly Labor Reuiew, 10 .(1920), 31, excepting Bureau of Chemistry Chrmists Average).
Charts A and B, based on figures used by the Commission in its work, tell very interesting stories. There were, furthermore, some increases in 191j over 1914. The great differences in increases, even in the government service for the same or similar work, are striking. One reason given is that certain lines of work are more sensitive to outside market conditions. On referring to Chart B it will be noted that the average i n crease in salaries of painters, hod carriers, factory employees, railroad employees, and machinists has kept pretty close pace with the increase in the retail prices of food. The average increase in salary of the scientific force in the Bureau of Chemistry, including the bonus, 191j to 1919, is 7.6 per cent. The line representing this information was added to Chart A by the writer. One reason for this relatively small percentage increase in the average salary is the fact that less experienced workers a t lower salaries were employed when the more experienced and better paid employees resigned. One difficulty in considering this recommendation was t h e practical impossibility of collecting sufficient information to serve as a basis for such a computation. In some instances, satisfactory averages were worked out for 1914, but i t was discovered that these averages sometimes ran higher than the 1919 averages for the same positions. For a time a flat increase of 80 per cent of the 1914 salaries, after proper adjustments, was under discussion, but nothing definite came of it. Again it was found that to increase the 1914 salaries in proportion to “theincrease in the cost of living often produced a figure much in excess
T H E J O U R N A L OF I N D U S T R I A L A N D ENGINEERING CHEMISTRY
I 208
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Vol.
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No.
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Because of inadequate information, existing unsatisfactory conditions, and the excessive turnover in many services (see Table VII), the Commission decided to send qualified representatives into the field to make a survey of conditions existing in industrial, commercial, and educational organizations with which the Government comes into direct competition, and properly so. The records’ of the bureau of employment of the Chemists” Club of New York show an increase in 1919 over 1915 of about 100 per cent 46 per cent 460 per cent 150 per cent
in in in in
salaries salaries salaries salaries
ranging ranging ranging ranging
from $1200 t o $1500 from 1500 t o 1800 from 1800 t o 2400 from 2400 to 4000
DATA COLLECTED FROM OUTSIDE ORGANIZATIONS
A list of the firms and educational institutions to be visited‘ was selected by an interdepartmental committee of chemists located in Washington, D. C . , and submitted to the Commission for revision and approval. In the final summing up, satisfactory data were procured from thirty-seven firms and ten universities located in fifteen cities, scattered from Washington, D. C., to Buffalo, N. Y.,and from Boston to Chicago. The firms included manufacturers of canned goods, coal-tar products, drugs, dyes, electrical supplies, gas mantles, illuminating gas, inks, petroleum products, pure chemicals, rubber goods, and steel; also packers, mail order houses, and commercial laboratories. The special agents, selected from the Classification and Research Staffs, procured data on 2600 chemists, and classified’ them in the field according to the Commission’s instructions and tentative specifications. The agents naturally did not have as comprehensive a view of the classification work as a CHARTB whole as did certain members of the research staff who gave Increase, 1915-1919,in -4verage Salary of Government Employees, attention to all phases of the work. After a conference between Compared with Increase in Retail Prices of Food, Earnings in New the Field Agents and members of the Research Staff, somewhat York State Factories, and Wage Rates of Certain Skilled and Undifferent, but perfectly satisfactory, allocations were worked skilled Workmen (From U. S. Department of Labor, Monthly Labor out. The results arrived a t and the average cash bonus for Review, 10 (1920),33). each class, so far as procurable, are set forth in Table X I I . of what outside standards would justify.”l This does not ob- It will be noted that there are some material differences between tain for chemists covered by the Reclassification Act, as can the two sets of allocations. During the conference it was clearly readily be seen from the data contained in Tables IX, X, and pointed out that the data, in some cases, were either inadequate XI. or unsatisfactory for inclusion in a work of the character in Tables I1 and I11 represent tentative allocation of the I 9 1 4 hand. For example, second-hand information, although unchemical force of the Bureau of Chemistry in Washington, and doubtedly correct, was unsatisfactory. Everything admissible both in and out of Washington, respectively. had to come through some responsible officer of an organization. Even certain statements coming from accredited officers, of TABLEI1 which the following is representative, were eliminated: “Our 146 Bureau of Chemistry Workers in the Digtrict of Columbia, Classified1 According to 1914 Positions, Etc. head chemist receives the same as heads of other departments, Salaries Per cent No. Minimum Maximum Average in Grade GRADE about $IO,OOO.” Information of the following character was 3.4 648 600 720 5 Jun.ior Aid ... deleted for averages, but recorded separately in the Field Agents’ 8.9 1200 931 720 Senior Aid.. ......... 13 15.8 1364 1800 classification: “Fifteen chemists’ salaries, $2400 to $4000.” 960 Junior Chemist. ..... 23 43.2 1749 2520 1440 63 Assistant Chemist. ... Such information can be included in the total make-up, but not 2302 17.1 3000 1800 25 Associate Chemist.. 3226 6.8 4000 2760 Chemist, ............ 10 in the averages. As a result of the discussion a few of the chem4.8 397 1 5000 7 3500 Senior Chemist.. ists were also changed from one class to another. For example, TABLE 111 in the case of Assistant Chemists, based on the positions held, 265 Bureau of Chemistry Force In and Out of Washington, Classified’ the Field Agents included salaries ranging from $1600 to $6000. According to 1914 Positions, Etc. -Salaries . inPerGrade cent In the Chemists class, the Special Agents grouped workers GRADE No. Minimum Maximum Average getting from $am0 to $6000, but the ultimate classification 2.1 900 690 6 600 Junior Aid ........... 922 4.6 720 1200 Senior Aid. .......... 13 included those getting from $3000 to $10,000. In the case of 19.3 1620 1328 55 1020 Junior Chemist. ..... 43.9 2520 1731 125 1440 the Senior Aids, the range from $goo to $1500 was changed to Assistant Chemist. ., 21.4 3000 2319 61 1800 Associate Chemist.,. from $goo to $2700. 3317 5.3 15 2760 4000 Chemist.. ...........
-
.........
.. .....
..
.......
3.5 5000 3830 10 3250 Senior.Chemist 1 Classified by a member of the Commission’s staff and a chemist and a clerk, both many years attached t o the Bureau.
Tables IV to VIII, inclusive, give data on salaries, resignations, etc., of chemists in the government service for theyears 1914 and rgrg, and in part for the intermediary years. Various features contained in these tables will be considered later. 1
Commission Report, p. 81.
EMPLOYEES PERMITTED
TO FIX OWN SALARIES
The Special Field Agents in this work were chemists. The special members from the Research Staff were not. The criticism was made that the employees were permitted to classify themselves and thus fix their own salaries. A glance a t Table XI1 shows that the Special Agents made less advantageous 1
Private communication.
Dec.,
T H E JOURNAL OF INDUSTRIAL A N D ENGINEERING CHEMISTRY
1920
DATAON SALARIES OF CHEMISTS.CHEMIST'S AIDS. ETC.,I N GOVERNMENT SERVICE TABLE IV IN SERVICE 1914. GROUPEDACCORDING TO SALARY RANGES
BUREAUOR
$:% 1200 1400 1600 1800 2000 2200 2400 2600 2800 3000 3200 3400 3600 3800 4000 4500 4600 4800 5000 6000 TOTAL 48 44 26 18 20 .. 7 2 1 .. 42 . 1. .9 . .4 . . 5 . . 1. . 1. 61 .. .. .. .. .. .. . 1. . ... 265 20
SUBDIVISION
............. 30 ........ .. 4336 ....................... . . . . . . . . .... . 21 11 .......... ....... . . ..4 10 5 ... 15 . . . . . . . . . . . . . .. 6 1 . . . . . . . . ................. 15 . . . . . . . . . 19 .. 1 .... 33 54 ......... 77 86
Chemistry 5 Animal Industry 3 Soils Plant Industrv Public Roads 1 Geological Survey Standards .............. 6 Naval Establishments 1 Patent OEce Hygienic Laboratory Mines 14 Internal Revenue 8 Dept . of Agriculture Total Chemists 30
2
4 1
43 2 1 7 1
2
'3
..11 ..21 6
..4 .. 4
1 51 67
TABLEV-IN
. . . . .....................
Chemistry Animal Industry Soils Plant Industry Public Roads Geologiciil Survey Standards Naval Establishments Patent Office Hygienic Laboratory Mines Internal Revenue Nitrate Ilivision Dept of Agriculture Total Chemists
33 2 2 1 1
1 3
'i
.. .. 2
2 .. .. . . . . . ... 55 69
32 45
1 25 39
21 25
.... .........
8 20
2 6
54 80
39 57
5 .. .. .. .. .. .. .. .. 11 1 .. .. .. .. .. .. .. .. 1 .. .. .. 1 .. .... ..2 .... ..4 .. .. .. .. .. .. .. .. .. .. .. .. .. .. 4 2 3 .. . . . . 1 . . .... . 1.
12 20
1 1
9 15
4 6
5 7
.. .. .. .. .. .. ..
.. .. ...... .. .. .. . . . .1 .
3 4
1 1
7 8
.. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. 1 .. .. .. .. .. .. .. .. ..1 .. ..1 .. .. . . . ... . . . .. . . . . . . . . 1 .. 1 2 1
. . .. .. ...... .. .. . . ... . .. .. 1.. ... ... ... ... .. .. .. .. .. .... . . . .. .. .. .. ... ... ... ... ... ... ... ....... ... ... ... .. . . .. .. .... 1 ....
.. ..
.. .. ..
.. . . . . . . . . . . . . . . . .. . . . .. .. .. .. .. .. .. .. .. .. .. ... ... ... ... .. ..2 .. ... ... . . .... ... . . . .. .. .. .. .. .. .. .. .. .. .. .. . 1. . 1. .... .. .. 41 . 1. . .1
TABLE VI-WORKERS WHO REMAINED IN SERVICE FROM 1914 TO 1919. INCWSIVE. GROUPED ACCORDING TO Chemistry 1 1 8 16 28 23 22 11 7 5 5 2 8 1 Animal Industry 2 2 4 3 1 2 2 2 1 Soils 1 1 .. 1 1 2 1 1 1 Plant Industry 2 1 2 2 1 5 2 1 Public Roads 1 1 Geological Survey 1 1 1 3 1 Standards 1 3 1 3 2 1 2 3 1 2 Naval Establishments 5 7 3 3 4 4 1 4 Patent Office 1 9 1 5 5 Hygienic Laboratory 1 2 1 Mines 1 1 1 3 4 2 1 . . 1 1 2 . . 1 . . 2 Internal Revenue 1 1 1 1 Dept . of Agriculture 1 5 12 22 33 28 26 18 3 9 8 6 3 5 2 Total Chemists 1 1 6 14 27 56 40 42 28 4 20 17 11 9 12 2
............. .. . . . . . . . . .. .......... ... ............. ... .......... .
1
....
....
1 4
.. .. .. ..
TABLEVII-SEPARATIONS FROM BUREAUOF CHEMISTRY. GROUPEDACCORDINQ T O SALARIES AT TIME OF LEAVINQ Below $1200 $1200 $1400 $1600 $1800 $2000 $2200 $2400 $2600 $3000 53200 $3500 $3600 $4000 Total 2 2 5 1 3 1 2 1 17 2 8 4 1 2 1 18 5 2 1 1 1 19 7 2 2 4 1 35
......... ...........
..
Based on average of 1914 and 1919 forces. or 255
..
.. ..
.... .. ..
.. ..
.. ..
..
..
.. .. .. ..
.... ..
17 16 4 7 43 31 21 7
65 4 322 504
245 25 14 35 6 9 79 31 47 10 22 4 38 325 565
SALARYRANGES
.. .. 1 . . . . ... . . . .. . . .. .. ... ... ... ... .. .. ... ... ... ... ... ... ... ... .. .... . . . . . .. .. .. .. ...... .. .. . ... ... ... ... .. 1.. ... ... .. .. .. .............. .. . . . . .. .. .. .. .. .. .. .. .. .. .. ... ... ... ... .. ..2 .. ... ... . . .. .. . . . . . . . . . . . . . . . .
. . . ...
. . . .. .. .. .. ..... .. .. .. .. ... .. . .. . . ... . . . .. . . .. .. .................... . . . . .. ....... ... ... .... ... ... .... ... ... ... .. .. .. .. ................... ................... .. .... .. .........
P914 1915
.. .. .. .. .... .. .... .. ..
SERVICE DECEMBER1919. GROUPEDACCORDING TO SALARY RANGES 33 42 25 24 12 9 6 5 2 5 1 6 3 3 2 1 1 3 1 1 1 2 2 2 1 1 1 5 4 2 3 6 1 1 .. 1 2 1 1 1 2 3 1 13 9 1 6 3 2 2 3 1 1 5 7 3 3 4 4 1 4 15 12 1 6 5 1 2 2 2 3 4 2 1 1 1 2 . . 1 . . 2 1 1 1 1 12 1 6 6 1 2 45 50 34 32 21 2 10 11 6 3 5 2 90 84 52 59 33 3 25 20 11 9 8 2
....................... ......... 2 2 ............. . . . . . . . .4. 911 12 . . .12. . . . . . . .............. . . . . . . . . .. ... ..... ... .... .. .1.. . .82 . ... .. .. .................... 1 1 1 . . . . . . . . . . . . . . . . . . . ............ 3 5 .
I209
.. ..
139 19 9 16 2 7
20 31 21 4 22 4 182 294
Percentage 6.4 7.11 7.51 13.71
.
FOR FIVSYEA .RS (1914-1919) I N SALARIES OF WORKERS W H O REMAINEDI N SERVICE Number of Times Promoted Minimum Maximum Minimum Maximum Total Total Annual Annual 3 4 5 6 7 8 9 $120 $1200 $240 21 6 4 144 180 720 $ 4 4 15 0 120 750 24 1 180 960 36 192 2 2 1 400 720 80 164 1 120 1020 24 204 2 2 400 1600 80 320 3 3 5 3 1 625 2025 125 405 3 6 11 7 3 1 50 840 10 168 7 500 1000 100 200 2 200 1680 . 40 336 3 7 6 3 1 100 180 500 900 2
TABLEVIII-PROhlOTIONS
I-.
............... .......
Chemistry AnimalIndustry.,, Soils Plant Industry Public Roads Geological Survey Standards ................ Naval Establishments Patent Office Hygienic Laboratory Mines Internal Revenue
0 16 2
1 43 3 3 4 2
2 46 9 5 5 1 1 2
2
..
....................... ........... 5 ................. ........... 2 1
. . . . . . . 5. . . . ............. 9 ...... 1 ................... 11 1
...........
. . .. ... ... ... ... ... ... ... ... ... ... ... ... . . . .. .. .. .. .. .. .. .. .. .. .. .... .. . . . . . . . . .. .. .. .. . . . . .. ... . . . ..
allocations for themselves than did the non-chemist members of the Research Staff In regard to the charge that the employees classified themselves. the Commisssion says :I The classification experts with whom we consulted warned us that it was essential that we gain and retain the confidence of the employees affected by our work . Your Commission has had no secrets to conceal We were engaged in a public work and we were all agreed that the best way t o avoid misunderstandings was to conduct our inquiries in such a n open. above-board fashion that everyone interested might know not only our conclusions but the processes by which these conclusions were reached . In justice to the employees i t should be stated that the most careful scrutiny of the members of the Commission and its specialists has failed to reveal a single instance where an employee detailed to our Commission has even attempted t o use the opportunity thus afforded to bring about a result inimical to the public interest
.
.
.
1
. .
Commission Report. p 15
.. ... .. .. .
$2
Average Annual
$
.
E 87
66 112 118 175 251 54 110 141 138
FEATURES ESSENTIAL IN DETERMINING COMPENSATION
So far our observations have been centered around salaries. but in determining compensation or a wage policy. other elements must be and were taken into consideration. such as recent and contemplated salary increases. the working environments. privileges. restrictions. equities. bonuses. insurance. profit sharing. pensions. health provisions. etc. Some of the advantages and disadvantages obtaining in one or more of the government departments are pointed out by the Commission and are in substance as follows: ADVANTAGES-A 7.hr . work day; comparative security and permanency of tenure; 30 days each sick and annual leave. generously administered. although discretionary with the heads of departments. and some bureaus do not grant any sick leave; an annual bonus of $240 for salaries up to and including $2500;
I210
T H E JOURNAL OF I X D P S T R I A L A N D ENGINEERING CHEMISTRY
greater freedom for some to engage in research work than that given by many commercial organizations. DISADVANTAGES-InadeqUate living wage to meet the high cost of living; unequal entrance salaries for the same work; no plan for pay increases as usefulness increases; stagnation in salaries; “red tape” restricting individual initiative and originality, which is particularly distasteful and deadening to professional workers; written consent for doing any outside work (such as teaching in any educational institutions, publishing articles on any subject, writing books, either gratis or for compensation); refusal to grant leave for employees to study a t educational institutions; limited opportunities for advancement compared with progressive industrial practice; forbidden to teach in any institutions giving preparatory work €or civil service examinations; forbidden to indulge in any political activity or express views publicly on political subjects; employees on account of the appointment law are “foreigners” in Washington, and are required to establish themselves a t a high living cost, high transportation expenses to return home for voting and other purposes ; lack of opportunity for healthy recreation and social intercourse; inadequate eating facilities for half-hour lunch period; scant health provisions; inadequacy of a $4.00 per diem allowance, based on the 1914law, for subsistence while traveling on official business, and the necessity of the employees paying the unavoidable increases out of their own meager salaries; lack of any thorough safety program; no provisions for retirement. (Retirement law passed since Commission’s Report.) Before leaving the above, permit me to quote a few of the Commission’s observations:1 I n general, there should be as little regulation as possible of employees’ activities, literary and otherwise, outside of office hours. Aside from matters connected with the official work of the employee, such restrictions are for the most part unnecessary and humiliating. Moreover, if adequate compensation is provided for an employee’s official work, there is little danger of his carrying outside work to the point where it will really detract from his efficiency. The comparatively few cases of this sort, as well as of indiscretion, can be dealt with more effectively as they arise, than by attempting to prevent them through restrictive regulations, the chief effect of which is to lower the morale of the entire force. Finally, every effort should be made to stimulate initiative and originality on the part of scientific and other professional workers. It is peculiarly appropriate that the Federal Goverment should take the lead in research work of all kinds, but it cannot do so unless it is able to attract and retain independent thinkers of the highest type. The reduction of red tape to the minimum, the encouragement of freedom of thought and action to the maximum, and the direction of research by thoroughly trained investigators would all assist to make this possible. The Special Agents were requested to procure data on all matters considered above and others from the educational institutions and the industries visited. Many were known in a general way but required verification. The following general summaries include the essential features found in one or more, but not necessarily all of the different organizations visited. The observations here recorded are and must of necessity be relative to some extent, and some readers may disagree with some of the grouping. EDUCATIONAL INSTITUTIONS
ADvAmAGEs-Comparative security and permanency of tenure; usually attractive environments; assured social and scientific prestige; few embarrassing and irritating restrictions; flexibility and freedom of time; few fixed hours of work; liberal vacation periods in which to study, recuperate, prosecute research work, write, enhance one’s income, etc.; a Sabbatical year with half pay; no limits as to sick leave (One official interviewed said: “Sickness is not a choice but a necessary evil, and we do not put any limit on it”) ; freedom to use the laboratory facilities; abundant recreational facilities; freedom to patent inventions and enjoy royalties (government workers 1
Commission Report, p. 100.
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are forbidden to profit financially by patenting new discoveries) ; freedom to engage in politics; limited insurance provided free or a t reduced rates; retirement a t a certain age on half maximum salary (An employee of the city of Philadelphia may retire a t the age of 60 and upwards, after having been employed for 20 or more years, and receive 50 per cent of his average salary during the past 5 years of employment, not t o exceed $100per month, in weekly payments the remainder of his life For this privilege he contributes 2 per cent of his monthly salary, not t o exceed $4.00 per month); increases in salaries from 2 5 to 50 per cent; comparative freedom to engage in expert or consultation work. (Such work is officially encouraged by some institutions, not merely for the purpose of increasing their prestige, but also as tending to keep the professors in closer touch with the commercial phases of their subjects, thus enhancing their value as teachers. Consultation work in one institution varied from $725 per annum to $15,000. In fact, the teaching position is looked on by some as a sort of a retainer’s fee. One Board of Health urges its employees to engage in some teaching of their special subjects for the purpose of “keeping them on their toes.”) DISADVANTAGES-A generally inadequate living wage to meet the high cost of living. (For this reason many are leaving teaching to engage in commercial work.) Some would here class the distasteful routine features of certain teaching, b u t this is paralleled in some form in every vocation of life. THE INDUSTRIES
ADVANTAGES-Generally the best salaries and substantial raises (one firm’s rate of increase per year is $300 for employees receiving up to and including $3000, and about $600 for all above $3000. A chemist was on the pay roll of the Bureau of Chemistry nearly five years and was then getting $ 1 6 2 0 per annum; he resigned to accept a $5000 job and three years later was getting $25,000); certainty of profiting if the employee makes good; enjoyment of royalties and bonuses on improvements, discoveries, patents, etc. ; free insurance from $500 to $5000; a “Safety First” program (the death rate due to accidents in the Government, during the first I O months of 1919,was higher than t h a t of so hazardous an industry as mining) ;I retirement a t 65 to 7 0 after serving from 15 to 2 5 years, with income ranging from 50 to 75 per cent of salary, and varying from $1200 t o $5000 annually as maximums; profit sharing varying from 5 to IOO per cent of previous year’s salaries, depending on actual accomplishments, mental attitude, and financial status of firms; participation in stock purchasing a t par on the installment plan; disability compensation (one firm pays married persons two-thirds of regular salary and single ones one-half for a period of 5 2 weeks; meals a t cost; medical and dental service free or a t cost. (In the Government “scant provision is made for medical and surgical relief”) ; liberal recreational facilities provided either free or a t cost (scant recreational facilities in Government) ; purchasing supplies on contracts of firms; providing employees food and clothing a t cost; freedom to engage in political activity; freedom to teach, talk or write on any subject not a business secret o r confidential in nature on own time. DIsADvANTAGEs-I,ess social and scientific prestige ; less favorable surroundings; longer hours (average : industries 44 per week, Government 41); more intensive application (this is open to debate and if true obtains only in some cases. Application is generally reflected by success attained) ; consideration of direct financial returns; less annual vacation (on this point the Commission, on comparing the leave of the industries and the Government, says: “The total amount that is granted in the two services is approximately the same”); no sick leave (many Federal employees do not get any. On the question of sick leave in the industries, the general reply was: “We have no fixed policy, but our salaried employees are taken care of”). 1
Commission Report, p. 103.
Dec., 1920
T H E J O U R N A L OF I N D U S T R I A L A N D E N G I N E E R I N G CHEiMISTRY
With the information now available the Commission adopted specifications for chemists, classified the positions, and outlined schedules of compensation for the respective classes, which are as follows: SPECIFICATIOSS
TITLEOF CLASS-JUNIOR
AID I N CHEMISTRY SPECIFICATIONS OF CLASS DUTIES: T o assist chemists in the performance of routine laboratory work; ani3 to perform related work as required. Examples-Caring for chemicals and apparatus; assisting in the construction of apparatus for chemical work: caring for and feeding laboratory animals used in chemical nutrition experiments; making solutions; performing simple routine analyses. Q u ~ 1 . 1 F r c . 4 T r o ~ s T r a i n i nequivalent g to that represented by graduation front high school, including one year of chemistry and one year of physics; wcuracy atid carefulness. PRINCIPAL LINES OF PROXOTION 'To: Senior Aid in Chemistry COMPENSATION FOR CLASS ANNUAL: ~840-$900-$960-$1020-$1080-,$1140-$1200
TITLEOF CLASS-SENOR AID
CHEMISTRY SPECIFICATIONS OR CLASS DUTIES: T o assist chemists in the performance of chemical work, or to make routine chemical analyses; and to perform related work as required. Exaiizples-Constructing apparatus for chemical operations; making routine analyses such as determining the ultimate composition of orgaiiic compounds, determining the ash and moisture contents of animal and vegetable products, or making nitrogen and sulfur determinations: assisting in chemical investigations. ~uAL1FIcaTIoNs: Training equivalent to that repre3ented by graduation from high school, and by not less than 2 yrs. college work, including a t least fifteen college credits in chemistry; accuracy and carefulness. P R I N C I P A L LINES O F PROMOTION FROX:.Junior Aid in Chemistry To: Junior Chemist; Junior Metallurgist COMPENSATION FOR CLASS ANNVAL : $1 200-6 1320-$1440-$1560-$1680-$1800 IN
TITLEOF CLASS-JUNIOR CHEMIST SPECIFICATIONS O F CLASS DUTIES: T o perform, under immediate supervision, routine work in chemistry; and to perform related work as required. Examples-Making routine determinations in analyses of ores, alloys, soils, fuels, paints, insecticides, water, beverages, and foodstuffs;preparing material used in nutrition experiments; assisting in the isolation and analysis of proteins: synthesizing simple organic compounds; measuring the solubility of chemical compounds; pekforming routine measurements of the hydrogel:-ion concentration of solutions; assisting in the construction and operation of apparatus for chemical manufacturing on a small scale; serving as an observer in chemical plant performance tests: making tests for the control of operations in industrial chemistry; preparing reagents and solutions for use in analyses; constructing simple apparatus. Training equivalent t o that represented by graduaQUALIFICATIONS: tion with a degree from an institution of recognized standing, with mhjor work in chemistry, including general inorganic, analytical, and organic chemistrv; additional training in one or more of the following optional lines: Eiological, dairy, engineering, explosives, food, fuel, inorganic, metallurgical, organic, petroleum, pharmaceutical, physical, or soil chemistry; ability to read scientific French or German; and initiative. P R I N C I P A L LINES OF P R O M O T I O N FROM: Senior h i d in Chemistry To: Assistant Chemist COMPENSATION FOR CLASS ANYOAL: $1 800-$1920-$204O-82 160
TITLE OP CLASS-ASSISTANTCHEXIST SPECIFICATIONS OF CLASS DUTIES: To perform, under supervision, either individually or with the assistance of subordinates, general work in chemistry; and t o perform related work as required. Examples-Preparing indicators for special work; ascertaining the degree of ionization of acids, bases, and salts; studying the setting of gels determining yields in chemical processes; conducting simple industrial chemical inyestigations; supervising control operations in industrial plants; isolating organic compounds from plant and animal tissues; preparing special Ieagents for work in biological chemistry; isolating proteins and
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ascertaining their chemical and physical properties; performing digestion experiments, including the control of nitrogen balance: making independent analyses of ores, alloys, soils, fuels, paints, insecticides, water, beverages, and foodstuffs; determining the purity of chemical reagents; determining the fineness of bullion used in coinage; performing electroanalyses of sil\-er, copper, zinc, and other metals; studying methods for the assay of pharmaceutical products; determining the strength and purity o f medicines: determining accuracy of the compounding of prescriptions; analyzing official samples of food or drug products as a basis for determining the necessity for federal prosecution under the Food and Drugs Act; appearing as analyst witness in cases involving violations of the Federal Food and Drugs Act. QUALIFICATIONS:Training equivalent t o that represented by graduation with a degree from an institution of recognized standing, with major work in chemistry, including general inorganic, analytical, and organic chemistry and by not less than two years graduate work in one or more of the following optional lines: agricultural. analytical, biological, dairy, engineering, explosives, food, fuel, inorganic, metallurgical, organic, petroleum, pharmaceutical, physical, or soil chemistry: ability to read scientific French and German, and t o prepare chemical manuscripts in clear and concise English; and initiative. , PRINCIPAL L I N E S
OF
PROMOTION
FROM:Junior Chemist To:
Associate Chemist COMPENSATION FOR CLASS ANNUAL: $2400-$2520-$2640-$2i60-$2880-$3000
TITLEOF CLASS-ASSOCIATECHEMIST SPECIFICATIONS OF CLASS DUTIES: To perform under general direction, either individually o r with associates or subordinates, specialized work in chemistry which may or may not involve supervisory duties; and to perform related work as required. ExamplesStudying the relations between the chemical composition and the physical properties of ferrous and non-ferrous alloys; planning a n d supervising industrial chemical investigations;. drafting general specifications for the design of chemical plants; studying the availability and utilizntion of raw materials and finished chemical products; conducting field investigations of chemical plants and processes: controlling yields in chemical processes; ascertaining the properties of emulsions; applying crystallographic methods to chemical analyses; perfecting methods for preparing organic compounds such as color intermediates; synthetic pharmaceuticals, photographic chemicals, and coal-tar derivatives; determining the structure of organic compounds; isolating and identifying organic compounds from plant and animal tissues; isolating and investigating toxic substances from plants and animals, conducting nutrition experiments to determine the relative food value of various proteins; isolating and identifying organic compounds from soils; devising new analytical methods; testing the accuracy of existing methods; determining the ingredients in patent medicines and,secret remedies; preparing reports to be used as evidence, and appearing as expert witness in cases involving violations of the Federal Food and Drug Act, Internal Revenue, or other Federal laws. QUALIFICATIONS:Training equivalent t o that represented by graduation with a degree from an institution of recognized standing, with major work in chemistry, including general inorganic, analytical and organic chemistry, by not less than 3 yrs. graduate work, and by one year's professional experience, in one or more of the following optional lines: Agricultural, analytical, biological, dairy, engineering, explosives, food, fue!, inorganic, metallurgical, organic, petroleum, pharmaceutical, physical, or soil chemistry; ability t o read scientific French and German, and to prepare for publication, in clear and concise English, manuscripts embodying the results of chemical investigations; and proved technical and scientific proficiency. P R I N C I P A L LINES O F P R O X O T I O N FROM:Assistant Chemist T o : Chemist COMPENSATION FOR CLASS ANNUAL: $3240-$3360-$3480-$3600-$3i20-,$3840
TITLEO F CLASS-CHEMIST SPECIFICATIONS OF CLASS DUTIES: T o perform one or more of the following functions.
(I)
T o carry on, either individually or with associates or subordinates, highly specialized lines of chemical research; (2) t o act in a consulting or advisory capacity on problems in chemistry; (3) t o plan and execute major lines of chemical work; or (4) t o perform major administrative work under executive direction; and to perform other related work. Examples-Planning and conducting the more advanced and difficult chemical investigations; planning and directing the work of staffs of investigators; furnishing expert advice to the various government agencies; conducting research t o obtain information for establishing or improving important industrial processes for the general public welfare as provided for in specific enactments by Congress; planning and directing chemical work essential to the enforcement of laws enacted by Congress; coordinating
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T H E JOURNAL OF I N D U S T R I A L A N D ENGINEERING CHEMISTRY
chemical and related work t o increase the efficiency of investigations requiring the coeperation of government establishments and important industries. QUALIFICATIONS:Training equivalent t o that represented by graduation with a degree from an institution of recognized standing, with major work in chemistry, b u t not less than 3 yrs. graduate work in chemistry and by not less than 4 yrs. professional experience of which a t least 3 yrs. shall have been in work of the grade required of a n Associate Chemist; proven ability t o carry on or t o direct research work in chemistry; ability t o read scientific French and German, and t o prepare for publication, in clear and concise English, manuscripts embodying the results of chemical investigations. PRINCIPAL LINES OF PROMOTION FROM:Associate Chemist To: Senior Chemist; Assistant Chief, Bureau of Chemistry; Chief, Bureau of Chemistry FOR CLASS COMPENSATION ANNUAL: $4140-$4320-$4500-$4680-$4860-$5040
TITLEOF CLASS-SENIOR CHEMIST SPECIFICATIONS OF CLASS DUTIES: To perform one or more of the following functions: (1) To carry on or direct the most difficult and comprehensive lines of advanced chemical investigations; (2) t o act as consulting specialist in the field of chemistry; or (3) t o perform major administrative work involving the broadest lines of policy; and t o perform other related work. Examples-Assuming responsibility for the most exacting and intricate chemical investigations: deciding questions of policy involving chemical standards for commercial products; directing groups of workers on major chemical projects; serving as chief of an important chemical division of a bureau. QUPLIFICATIONS:Training equivalent t o that represented by graduation with a degree from an institution of recognized standing, with major work in chemistry, but not less than 3 yrs. graduate work in chemistry, and by not less than 8 yrs. professional experience, of which a t least 3 yrs. shall have been in work of the grade of Chemist; large capacity and proven ablity t o perform, direct, or administer work in the most difficult and comprehensive lines of chemistry. PRINCIPALLINES OR PROMOTION FROM:Chemist To: Assistant Chief, Bureau of Chemistry; Chief, Bureau of Chemistry COMPSNSATION FOR CLASS
* * * * *
DISCUSSION OF TABLES
The accompanying tables lend themselves to extended discussion and a multitude of deductions. It is proposed to call attention here to only a few of the salient features. Table I11 is included for the reason that the Bureau of Chemistry force outside of Washington is an integral part of the Bureau. The average salary paid chemists outside of Washington is about $93 less than the average paid in Washington. It would be manifestly unfair to increase salaries in Washington and neglect the outside force. Certain subdivisions, represented by Tables IV, V, and VI, include Washington workers only, others out-of-Washington employees, and some include both. Tables IV and V show that there have been some unequal upward revisions of salaries, from 1914t o 1919,inclusive. In 1914nearly one-half of the chemists in the Naval Establishments received $1200, while in 1919none were paid less than $2000. The rgrg figures do not include the annual bonus. The factors underlying the increases differ in various organizations; in the Bureau of Internal Revenue there is the enforcement of the recent Prohibition and the Anti-narcotic Laws; in the Patent Office we find the difficulties of filling the lower paying statutory positions, rendered vacant by resignations. The increases in the Naval Establishments are due to several factors; first, they represent war expanded units, and, second, the close relation existing between these chemists and other groups of workers in the Navy Department. The war brought about a great demand for workers in shipyards, with resultant keener competition and the shifting of these employees from yard to yard. A committee was appointed, of which V. Everit Macy was chairman, to adjust the problems, keeping in mind "general and material increases in the cost of living." The
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report of the committee is commonly known as the "Macy Award," and covers the employees of privately owned shipyards working for the Government. The Macy Award represents material enhancements in salaries. The increases were later passed on to chemists in the Naval Establishments through the "Henry Award." The "Henry Award" prescribes higher qualifications for the various groups of workers than does the Macy Award. The Henry Award became effective in July 1919, and provides the following compensation: Chemists, $7.60 to $12.00 per diem, and Assistant Chemists $5.20 to $7.20 per diem. Promotions are made in the increment of 40 cents per diem. The Nitrate Division was created during the war and therefore shared in proportionately higher salaries. The director of this division receives a higher salary than any othercivilian government chemist. Table VI1 shows the resignations from the Bureau of Chemistry from 1914to 1919,inclusive. The percentage of those resigning receiving the higher salaries, $3000 and above, is nearly equal to the percentage resigning receiving salaries below $3000. Table VI11 covers increases in salaries from 1914t o 1919, inclusive. The increases are exclusive of the bonus. Those not receiving an increase are not included in the totals and averages. The average annual increase, exclusive of those who did not receive an increase, varies from $54 in the Patent Office to $251 in the Navy Establishments. During these five years of material increase of living, 12 per cent OF these workers did not receive any increase in salaries but material increases were made in a number of bureaus. In the Naval Establishments all salaries advanced and one chemist's salary was increased nine times, TABLE IX 105 Chemists of 10 Educational Institutions, Classified According to Positions Held a t End of 1919 Calendar Year Salaries Per cent in GRADS No. .Minimum Maximum Average Grade Junior Aid ,. 6 720 720 720 5.7 Senior Aid.. , .. 6 900 900 900 5.7 Junior Chemist. . . . 25 1250 2400 1908 23.8 Assistant Chemist. 15 2000 3500 2878 14.3 4500 Associate Chemist.. 27 1800 2991 25.7 Chemist 20 3000 6125 4975 19.1 Senior Chemist.. , 6 5000 8000 5650 5.7
-
..... .. .. ... . . . ....... ............. . .. .
TAELE_X_ 1372 Chemists of 37 Firms and 10 Educational Institutions Located in 21 Cities, Classified According t o Positions Held a t End of 1919 Calendar Year 4alaries' P e r cent in Grade No. Minimum Maximum Average GEADE 1254 10.9 Tunior Aid.. .. . . . . 149 1664 720 16 2700 900 1589 1.2 senior Aid.. 638 3000 1080 2062 46.4 Junior Chemist . . 239 6000 1600 Assistant Chemist. 3334 17.4 130 6000 1800 Associate Chemist.. . 3888 9.5 6758 11.9 163 3000 10000 Chemist. . . 37 5000 15000 10138 2.7 Senior Chemist.. .
-
. .. . . . . . ... .. .. .... . ... . . . .. . .. ..
TABLEX I Comparison of Average Salaries of Chemists in the Washington Service, the Educational Institutions, and Industries Included in the Above Tables
.. . . . .. . . .. 1192 1164 . . ..... 1419 1738 2264 3042 .. . ............ 3904
Junior Aid.. . .. Senior Aid.. . . . . Junjor Chemist. Assistant Chemist. . Associate Chemist.. Chemist. . . . . Senior Chemist..
720 900 1908 2878 2991 4976 5650
1254 1589 2062 3334 3888 6758 10138
38.124.5-
.
34'4+ 65.6432.1463.5444.7f
7.7 33.3 45.3 91.8 71.7 122.2 159.5
Tables IX, X, and X I give a clear picture of salaries. Omitting Junior and Senior Aids, the increases shown in Table X I over comparable Government Chemists, in cases of the educational institutions, varies from 32 t o 65 per cent, and in case of chemists in all organizations from 45 to 159 per cent.
