LETTER TO THE PRESIDENT FROM CLARENCE B. RANDALL

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP65B00383R000500030001-8
• Release Decision: RIPPUB
• Original Classification: K
• Document Page Count: 66
• Document Creation Date: December 23, 2016
• Document Release Date: February 19, 2014
• Sequence Number: 1
• Publication Date: June 12, 1963
• Content Type: LETTER

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EXECUTIVE OFFICE OF THE PRESIDENT
BUREAU OF THE BUDGET
Washington 25, D. C.
The President
The White House
Washington 25, D. C.
Dear Mr. President:
JUN 1 a 1963
I have the honor to present to you the final report of the Advisory
Panel on Federal Salary Systems.. In your letter Of January 29, 1963,
you referred to the report of the Senate Post Office and Civil Service
Committee on the Federal Salary Reform Act of 1962 (Pane Law 87-793)
and asked us to consider three subjects: (1) appropriate levels for
executive salaries; (2) the relationship between executive salaries
and those payable to career employees; and (3) the relationship between
executive salaries and those paid to Members of the Congress and the
Judiciary. The pertinent part of the Senate Committee's report reads
as follows:
"The administration was aware of the fact that salaries it
proposed for top career positions would raise the pay of a
number of civil servants to a level above that paid to their
chiefs in Cabinet, subcabinet and similar positions. In his
message of February 20, 1962, relative to salary reform the
President recognized that the salary level of these top ex-
ecutives has been quite properly related with the salary
'revel of Congress; and that in his opinion both were inade-
quate. He indicated that representatives of the executive
branch Stand ready to cooperate with the Congress in deter-
mining what executive and congressional pay scales would be
appropriate.
"Consequently the committee urges the President to recommend.
for consideration at the next session of Congress appropriate
increases in Federal executive salaries at all levels. Such
a recommendation should include salaries for all ranks up
through the level of heads of executive departments. In ad-
dition, it should include proposals for a?rational relation-
ship between executive salaries under the Executive Pay Act
for those under other Federal schedules."
In its earlier work the Panel, in the main, limited itself to the
review of proposals prepared in the executive branch and already
before the Administration in concrete form. Our present effort differs
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substantially in that we are now charged with the responsibility of
developing our own proposals to you on the three Specific subjects
listed above. We present our conclusions and recommendations as an
impartial expression of judgments as to need,' equity, and appropriate
relationships among executive, legislative, and judicial pay scales.
We have been deeply impressed by the vast growth in the problems and
responsibilities of the Federal Government during the years since the
end of World War II. No other period in our history has produced a
parallel increase in demands upon Federal officera-fOr the-kinds'of'
experience and ability now needed to plan, legislate, and administer
programa and activities at home, abroad, and in outer space, and to
provide for prompt adjudication of matters referred to our Courts.
We are engaged in an intensive effort to obtain better and more ef-
ficient ordering of national affairs in a world of change.
There stands out in boldest relief the need for excellence in all
three brarIches of our Government. That excellence will neither be
obtained quickly, nor will it be retained for adequate periods, until
we compensate our top officers on a basis commensurate with the complex
and difficult rbles assigned to them. The Panel, therefore, recommends
early enactment of comprehensive legislation which will: (1) establish
appropriate levels for executive salaries, and (2) relate those salaries
both to the salaries of career employees and to the salaries of the
Members of Congress and the Judiciary.
The Panel has had the advice and assistance of the Director of the
Bureau of the Budget, the Chairman of the United States Civil Service
Commission, and staff members of both agencies working together to
prepare analytical and comparative materials for our consideration.
We acknowledge their contributions to our deliberations.
The principle of comparability
On April 29, 1963, you transmitted to the Congress the first annual
comparison of Federal civilian career salaries with those paid in
private enterprise. In your message of transmittal, you reaffirmed
your support of the provisions of the 1962 Salary Reform Act which
adopted the principle of comparability between pay for Government jobs
and the average pay for private enterprise work at the same levels.
We express our hope that the Congress will take prompt and favorable
action on your recommendations to establish full comparability up to
grade GS-I5 and to approach as near to full comparability as is feasible
for grades GS-16 - 18.
Without favorable action on these matters by the Congress, career pay
will not keep pace with the changes which occur in private industry,
and the executive and legislative branches will both be faced with
recurrent demands for pay adjustments which are not based upon reliable
statistical comparisons.
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We believed a year ago that the compensation of appointive officers'
in the executive branch does not need to be, and probably cannot be,
fixed in terms of comparability with private enterprise. No data
have been presented to us which have caused us to 'change our minds.
We now hold the same View with respect to the Members of Congress and
the Federal Judiciary.
We reaffirm our belief that it would be difficult, if not impossible,
to find positions in the private sectors of our economy which are
reasonably comparable with the top offices in our Government. Obvi-
ously, no direct Comparisons are possible between our legislators and
judges and executives in business and industry. So far as the execu-
tive branch is ccncerned, we believe that any proposal for comparable
pay between top appointive officers and business executives runs into
difficulties which cannot be set aside. In the first place, the op-
portunity to serve and the prestige which accompanies high office can-
not be measured in terms of the dollar value of a salary. Second, ex-
ecutive salary scales in business and industry extend across a wider
spectrum both in terms of dollars paid and responsibilities assigned
to principal officers than it would be feasible to establish in the
Federal Government. To make only one comparison, the 1961 median salary
for the top executive in 1157 corporations (subdivided into seven cate-
gories: manufacturing, retail trade, banks, rail and air transportation,
gas and electric utilities, mining, and life insurance) ranged from
$91,000 per annum in manufacturing firms to $53,000 per annum for life
Insurance companies. We know of no objective means of comparing presi-
dents of concerns in any of these categories with a Cabinet officer or
a major ageecy'head._ Certainly the Cabinet officer, Wand numerous other
Federal officers, have duties and responsibilitleaequal to or greater
than any to be found in private enterprise.
In summary,. we have come to the following conclusions:
1. The Federal Salary Reform Act adopted a manifestly sound prin-
ciple in establishing comparability with private enterprise as the gen-
eral standard for career pay scales.
2. The establishment of comparability pay rates for the career
services (without conciirrent upward adjustment of executive pay) has
further aggravated inequitable compression in top pay throughout the
Federal Government.
3. The higher ranges of executive pay should be fixed well above -
the levels of career pay, but need not, and cannot, be fixed meaning-
fully at rate's comparable with the higher ranges of executive compensa-
tion in business and industry.
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4. Some kinds of positions. now included in the Executive Pay
Act or paid at rates established under special statutee, should be
transferred to the Classification Act salary structure.
5. The lower ranges of executive pay 'for appointive positions,
including the rates now established for certain offices by numerous
special statutes, an justifiably be Overlapped by the'top pay for
some nonappointive, professional or Career-type positions, bufthere
should be a thorough-going administrative review of all positions in
the overlapping zone in order to insure the propriety of the ranking.
For example, some career bureau chiefs and their deputies and some
srieCialized professional or staff positions have responsibilities. .
equal to or greater than those of a number of appointive positions -
paid either under the existing Executive Pay Act or at executive pay
rates established in special pieces of substantive legislation.
6. A new executive, legislative, and judicial salary structure,
as recommended in a subsequent section of this report, will 'establish
rational relationships (a) between executive and career salariee,
without detriment to the principle of comparability, and (b) among
executive, legislativevand judicial salaries.
Principles for fixing the executive salary level
In the light of the conclusions just stated, our first task was to
decide upon principles for fixing the executive salary level.
Looking at the career salary structure on the one hand, and at the
executive 'salary structure on the other, logic and equity of treatment
for individuals under both systems support the first basic principle
which we recommend for fixing the executive salary level. This prin-
ciple has two elements: (1) establishing a sound progression from toy
career salaries to successively higher executive pay levels, and (2)
setting of executive pay levels at such intervals that they will reflect
on a uniform and rational basis the differences in importance and respon
Sibility among the several classes of positions paid at executive rates.
Analysis of the different levels of executive responsibility convinces
us that the interval between the top and bottom of the executive pay
scale traditionally has been too mall to reflect the substantial dif-
ferences in the several levels. Consequently, in the executive pay
scales which we recommend, a ratio of 100:80:70 is established for the
three most commonly-used departmental titles of Secretary, Under
Secretary, and Assistant Secretary, respectively.
The second principle which we recommend for fixing executive salary
level is to restore a substantial differential between Congressional
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and Cabinet salaries. Since the 1955 and 1956 salary acts, the Salary
Of a Member of Congress has been 90 percent of the salary of a Cabinet
officer, and greater than that if the tax deduction of $3,000 for living
expenses of Members of Congress is taken into account. Prior to that
time, in fact for eighty-eight of the laet one hundred Years, Congressional
salaries were from 63 to 67 percent of the Cabinet salary. The differ-
ential reflected in Part the nature of the executive responsibilities of
the department heads. Further, tradition and statute have required that
they have no other gainful employment during their tenure of office- a
restriction not applicable to members of the nationallegislature. His-
torically iMportant, also, is the fact that when the differentials were-
established, and fOr many years thereafter, the Congress was not in ses.,
sion for as many months a year as national needs now require. In recog-
nition of the greater length of the Congressional year and the greater
demands upon the MeMbers, we do not recommend restoration of as great a
differential as formerly prevailed.
In the light of the principles just discussed, and our conclusions con-
cerning the infeasibility of adopting comparability with private enter-
prise as a basis for executive pay, we turned next to comparisons be-
tween salary for top offices in the Federal Government and salaries in
other forms of public service. It seemed to us that we should examine
particularly the relationships between Federal salaries and salaries
paid to the chief officers in .State and local governments, colleges and
universities, and nonprofit institutions such as the philanthropic foun-
dations. We were not surprised to find that the Federal Goverdment had
not kept pace in some instances, but we were not prepared for quite such
startling and significant differences as we have discovered.
The Federal Government will always be able to command the services of
persons who recognize their obligation to give of their time and talents
to the Nation. It should not, however, be at a competitive disadvantage
with other forms of public service in attracting the best talent. We are
convinced that our top salary structure no longer provides positive en-
couragement to men and women of the highest ability, dedication, and
conviction about the American way of life to accept Federal appointments
in either the executive branch or the judiciary, or to seek Federal
elective office with assurance that the financial demands upon them can,
in most instances, be met from their salaries.
The main body of the figures supplied to us concerning salaries paid at
the higher levels of responsibility in other forms of public service is
too bulky to include as a part of this report. We wish, however, to
illustrate the dramatic impact of the figures. First, in the case of
State and local governments, the following summary tale is significant:
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Mayors Administra-
Payl/ Gover- and City tive and Public
? 0:00, nors Managers, Professional Corporations judges Total
$60 .._ __ __ 1 __ 1
-- 2
1 24
17
. 127 177
-jail 681
626 902
1/ Includes salaries, official mansion (valued at $5,000
unless government specifically states another value),
and allowances when specified.
50-$59
1
1 "
--
--
4o- 49
-5
3
9
35-39
2
1
11
3
30- 34
10
6
24
10
25- 29
2
16
. 146
18
Total
27
24
184
41
To give three concrete illustrations, 28 positions? in the City Government
of Los Angeles are paid salaries above those of our Cabinet officers. .
Mayors and city managers in the 24 cities examined in 13 States all are ?
paid more than $24,000. The City of San Francisco (with 18,000 employees)
has 24 positions which are paid over $2000001 whereas the United States
Department of Commerce (with 29,000 employees) has only four positions
paid more than $20,000.
Similarly, in the field of education, we find that 511 principal admin-
istrative officers of colleges and universities are paid $20,000 per annum
or more; and 157 of these, including 81 college presidents, are paid in
excess of $25,000. In our public school systems with enrollments of 6,000
or more students, 143 School administrators have salaries ranging from
420,000 per annum to almost $50,000.
The major foundations and other nonprofit institutions have pay scales
quite similar to those of our major universities, with a range from
$20,000 to more than $50,000. The average salary paid to the highest
principal full-time officer by 17 large foundations was $35,353. The
median figure was only slightly less.
We also thought that it would be pertinent to examine the salary structure
in certain activities closely allied to the Federal Government. A sample
-Study of 14 nonprofit contractors of Federal research and development work
revealed that 186 officers, technical directors, and other staff received
salaries ranging from $23,000 to $45,000. Similarly, 79 of some 600
officera of the Federal- Reserve Banks are paid in'excess of $20,000 per
annum. The annual salaries of the Presidents of the twelve Federal'
Reserve Banks range from $32,500 to $70,000, a sharp contrast with the ?
members of the Federal Reserve System's Board of Governors. The Chairman
now is paid $20,500 and the members $20,000.
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In the Farm Credit Banks 50 officers are paid more than $20,000, with
26 of the 35 Presidents authorized to be paid up to $25,000. The sal-
ary and post allowance authorized for the 29 Under Secretaries of the
United Nations brings their compensation to more than $30,000 a year)
and the 91 senior officers immediately below the Under Secretaries have
a compensation range from almost $19,000 to over $25,000.
Additional summary data are attached as an appendix to this report.
In none of these positions do we find responsibilities greater than
those prevailing in the top echelons of the Federal Government.
Members of your Cabinet, their principal associates, and agency heads,
and their predecessors in other administrations have seldom been at-
tracted to serve their country solely by the amount of compensation
attached to their offices: But no President, in our opinion, should
be limited to selecting only those who can afford to make substantial
sacrifices for the privilege of public service, nor should those who
are willing to serve be required to make substantial sacrifices for
the privilege. The same principle holds for the Congress and the
judiciary.
Giving up a high income to accept a lesser income in a Federal office
has been a common experience in the history of our country. We believe,
however, that such action should not require the individual to draw down
his personal resources in large amounts in order to support himself and
his family while in office. The sacrifice must be of an order which
many, not just a few, are prepared to make, and it should be no greater
in a Federal position than in any other form of public service. Further-
more, there are many able young men who have accumulated no reserves to
help them maintain themselves in public office. It is particularly im-
portant that inadequate pay scales neither deny our country their serv-
ices nor create the kind of economic pressure of family responsibility
which cuts their service short when they do accept public office.
Our country cannot afford to depend only upon rich men to run its affairs.
Neither should we place excessive reliance on business executives on leave
of absence who are both expected to, and want to, return to their compa-
nies after short periods of public service. Both may render valuable,
unselfish service, but, as we stated in our report to you in February
19620 "it seems to us bad public policy to make it difficult for others
of comparable ability to serve the Government." The United States can-
not argue that independent means and the honor of office are appropriate ?
substitutes for proper compensation for the positions in which its of-
ficers are serving.
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We support fully the principle that appointive officers, as well as
the Judiciary, should not have other gainful pursuits, and that their
earned income should be limited to their Government compensation. We
'add,parenthetically, our belief that appointive officers should not be
denied the right to retain resources which their own prudence and suc-
cess have made it possible for them to accumulate. Appropriate.invest-
ments and the income from such investments, under adequate safeguards
and proper ethical standards, do .not, of themselves, create a conflict
of interest.
With the top of the career pay systems as a point of departure, With
reasonable differentials between executive salary ranks, and with a
base line comparison of executive salaries in several kinds of public
service, we have developed an executive pay scale. We believe that
this pay scale is conservative but adequate; that it bears a sensible
relationship with salaries paid in other kinds of public service, and
that it will have a high degree of public acceptance as a positive
force for encouraging the ablest of our people to accept public office.
Settingthe executive salary scale
We recommend that top salaries in the executive branch of the Government
be fixed in accordance with a six-level scale, as follows:
Level I Cabinet Secretary $50,000
Level II Deputy Secretary Of Defense, Under
Secretary of State, heads of the
most important agencies 45,000
Level III Cabinet Under Secretary, Regulatory
Commission-Chairman, heads of large
agencies 40,000
Level IV Assistant Secretaries, Regulatory
Commission Members, Deputy heads of
large agencies, and heads of certain
agencies and outstanding Bureau chiefs. 35,000.
Level V Administrative Assistant Secretaries,,
chiefs of major Bureaus, and highest-
level staff 33,000
Level VI Beads and board members of smaller
agencies, deputy heads of other
agencies
30,000
Vote: In the above scale, Level V would constitute the ceiling
which top career salaries may approach but not equal or surpass.
Should private enterprise rates continue to rise 3 percent an-
nually, the recommended GS-18 rate of $25,500, could undergo
several annual upward adjustments before encountering the ceiling.
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We believe that some 400 positions in the executive branch would be
included in the universe to which the foregoing six-level structure
applies, but we have not attempted to designate all of the positions
which might be included at each level. The Panel believes that it
does not have the competence to differentiate among all of the posi-
tions below that of the Cabinet Secretary, with the exception of the
positions of. Deputy Secretary of Defense and Under Secretary of State,
both of whom, because of the unique nature of their responsibilities,
we believe should be paid at the level we suggest.
In response to our request, the Director of the Bureau of the BUdget
and the Chairman of the Civil Service Commission have prepared de-
tailed schedules of all of the positions which might fall into levels
III, IV, V and. VI. We do not recommend that the positions be given a
statutory arrangement by title within each of the levels (possibly
excepting those of subcabinet rank in the Departments), but that the
President be authorized and directed to distribute and arrange such
positions into such schedules as may from time to time appear to him
appropriate; and that such schedules be published in the Federal
Register. We believe that such an authorization is thoroughly consist-
ent with the responsibilities of the President as Chief Executive and
a far better and more equitable means of setting salaries than a stat-
utory prescription such as that now set forth in the Executive Pay Act
and many other individual pieces of legislation.
We point out that to accomplish this purpose there is need for: (1)
a thoroughgoing review of all positions for which compensation now is
set by position title in the Executive Pay Act and other special en-
actments; (2) selection for return to the Classification Act salary
structure of certain career positions now compensated under special
_enactments; (3) assignment of positions to the respective levels of
the new salary structure; and (4) amendment or repeal of all statutes
affected.
We also point out that adoption of the levels recommended by the Panel
call for appropriate adjustments in military pay proposals now pending
before the Congress for the Chiefs of Staff and other officers holding
four-star or three-star rank in the uniformed services. In this con-
nection, our report on military pay systems, presented to you on
December 20, 1962, included the following statement: "The increases
proposed for service personnel of three and four-star rank (0-9, 0-10,
and Chief of Staff) should be considered interim recommendations
subject to review and revision when decisions are reached on changes
in executive pay."
Similarly, adoption of the levels of executive pay recommended in this
report would call for appropriate adjustment in the salaries of the
career Ambassadors and career Ministers in the Foreign Service, and also
in the salaries attached to the chiefs of missions in EMbassies of Class
1, 2, 3, and 4. We believe that no chief of mission should receive a
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salary greater than the Secretary of State, as is now the ease for
Ambassadors in Class 1 Embassies. We suggest that the Secretary of
State be authorized to set the salaries of chiefs of mission of the
four classes at Levels I, II, III, and IV, respectively ($50,000,
$45,000, $40,0001 and $35,000).
We advance for consideration four other proposals which have a bearing
upon the total compensation of appointive officers in the executive
branch. Each has been suggested for inclusion in appropriate statutes,
but we have no view as to their inclusion in salary legislation. We
recommend for officers appointed by the President:
1. Reimbursement in full for the costs of removing their resi-
dences to the seat of government at the time of appointment and back
to their homes at the expiration of their terms of service.
2. Per diem in lieu of subsistence and expenses while in official
travel status up to $50 per day.
3. Under common standards and safeguards, and within limits ap-
propriate to the purposes and functions of their departments and agencies/
reimbursement for other legitimate expenses incurred in the line of
official duty. In this connection, we point out that official entertain-
ment and representation allowances have been provided in more nearly
adequate amounts far some of the departments and agencies in recent
years. We believe such allowances should be authorized throughout the
executive branch.
4. Separation pay at the rate of one month's pay for each full
year of service up to a maximum of three months' pay.
Relationships among,executim legIslativ, and judicial salaries
With the establishment of a Cabinet salary at the level of $50,000, the
weight of long tradition indicates that a higher figure should be set
for the Supreme Court. We recommend that the salaries of the Associate
Justices of the Supreme Court should be set at $60,000, and that of the ?
Chief Justice at $601500. We recommend that the salaries for the United
States Court of Appeals, the Court of Military Appeals, the Court of
Customs and Patent Appeals, and the Court of Claims beset at $451000,
and that the salaries for the United States District Courts, the Tax
Court, and the Customs Court be set at $351000. A special problem in
the judicial salary structure must be noted. The Commissioners of the .
Court of Claims perform essentially the same functions as judges of the ?
'United States District Courts in nonjury cases except that the
Commissioners recommend rather than enter judgMent. We recommend that
the salaries of the Commissioners of the Court Of'Claime be set at
$26,500.
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The Panel has had called to its attention the fact that existing law
provides smaller annuities for the widows of Supreme Court Justices
than are provided in other comparable situations. We recommend that
the Congress be asked to take appropriate action to bring this legis-
lation up to date. .
We recommend that the salaries of the speaker and the Vice President
be advanced to $6000001 and that their present allowances of $100000
be increased to $15,000. ?
We recommend that the salaries of the Mbmbers of the Congress be ad-
vanced to $35,000, of which $5,000 should be deductible for income tax
purposes to offset their living expenses. We recommend that the Congress
increase proportionately the salaries of other officers of the legislative
branch, fitting them into the appropriate levels of the structure recom-
mended for executive pay.
We also recommend that the Congress be urged to take appropriate action
to increase very substantially the number of trips each year for which
each Member of Congress may be reimbursed by the Federal Government for
the conduct of official business in his State or district. We hesitate
to recommend any figure for such increase, but we point out that the .
existing limitations relate to an era in which travel for more than a
few hundred miles from Washington required absence from legislative
duties for far longer periods than air travel now takes to our most
distant States. We also recommend an increase to a maximum of $50 per
day in the allowance for per diem in lieu of subsistence for 1,016mbers
of Congress in official travel status.
Need for public understanding and support
We are convinced that all Americans want and expect the highest compe-
tence in the conduct of national affairs. We are also convinced that
the overwhelming majority of them will support substantial adjustment
in executive, legislative, and judicial pay if they have assurance that
more adequate compensation will provide a major incentive to our ablest
men and women to serve in elective and appointive offices in the Federal
Government. In our judgment, the four men in American life best equipped
by experience to convey that assurance with undisputed authority are the
'Presiderd-and his predecessors, former Presidents Eoover, Truman, and
Eisenhower. We believe that public statements by you and our former
Chief Executives would do more than anything else to promote general
understanding of the isdues and proposals contained in this report and
early consideration of our recommendations by the .Congress.
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Furthermore, we stress the fact, and urge that it be made known as
widely,as possible, that in either absolute or comparative terms our
proposals are not costly. The total additional salary expense of the
pay scales which we suggest will not exceed $20 million a year. This
is a small price for correcting the inadequacies of today's compensa-
tion, which we are convinced is so low that many able people will not
accept public office. The Bureau of the Budget and the Civil Service
Commission are prepared to present detailed cost figures.
We are confident that important leaders of American life, 677 of whom
have been canvassed by the National Civil Service League with a request
for their recommendations on the salary levels for the Cabinet and the
Congress, will also support substantial adjustment. In fact, of the
387 replies which it was possible for the League to tabulate, 158 agreed
with figures equal to those recommended by the Panel for the Cabinet
salary figure; and 115 agreed with our recommendation for Congressional
pay. One hundred forty-two suggested a $30,000 figure for Members of
Congress. Only six replies suggest no change in Cabinet pay, and only
33 suggest no change in Congressional pay. We recommend that the National
Civil Service League be asked to urge, its respondents to make their indi-
vidual views known to the leaders of both parties in the Senate and House
of Representatives. Finally, we recommend that the appropriate agencies
of the Federal Government be authorized and directed to supply descriptive
information about our proposals to individuals and groups requesting it.
Effective date of legislation
We recommend that the Congress be furnished with all necessary informa-
tion early enough to permit consideration and enactment of legislation
along the lines we suggest in this session. We also recommend that the
new pay rates be effective on January 1, 1964. We believe that this
date will give time for full public discussion, and will be fair to all
concerned. Furthermore, in our judgment, an effective date of January 1,
1964, coming in the second session of the present Congress, will minimize
any adverse affects upon the next administration of the limitations con-
tained in Section 6 of the Constitution which, in pertinent part, reads
as follows: "NO Senator or Representative shall, during the Time for
which 'he was elected, be appointed to any civil Office under the Authority
of the United States, which shall have been createdl or the Etholuments
whereof shall have been encreased during such time.'
We believe, Mr. President, that we have now completed all Of the tasks. .
.which you asked us to undertake. With the filing of this report, we.
recommend that our Panel be discharged. Then we' shall be free to speak .
our minds as private citizens, not as advisors to the President of the
United States. Each of:us, in our years of'public service, has known
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13
its obligations, its rewards, and its penalties. We should like to
be at liberty to put the weight of our judgment and our experience
into an effort to pay the principal officers of our Government more
adequately for carrying the responsibilities imposed upon them in a
democratic society.
Respectfully,
(Signed) Clarence B. Randall
? Clarence B. Randall
? Chairman, Advisory Panel on Federal Salary Systems
for and on behalf of:
Omar Bradley, General of the Army
John J. Corson, Woodrow Wilson School of Public and
International Affairs, Princeton University
Marion B. Folsom, Eastman Kodak Colgoutly
Theodore V. Houser, Sears, Roebuck & Company (Retired)
Robert A. Lovett, Brown Brothers Harriman
George Many, American Federation of Labor and Congress
of Industrial Organizations
Don K. Price, Graduate School of Public Administration,
Harvard University
Robert Ramspeck, Former Member of Congress from Georgia
Stanley F. Reed, Associate Justice (Retired), Supreme
Court of the United States
Sydney Stein, Jr., Stein Roe &Farnham
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Appendix,
? ILLUSTRATIVE SALARY DATA
PAID BY
VARICUS AMERICAN NON-FEDERAL ORGANIZATIONS
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Private EnItERELt!
Total CoOpensation of the Three Highest Paid Executives
in .1,157, Corporations, 19611/
Median Compensation
Second
Third
Highest,
Highest
Highest
Industry Division
Paid?'
Paid./
? Paid!!!
Manufacturing
$91,000
$63,000
$51,000
Retail Trade
87,000
64,000
61,000
Banks
82,000
.55,000
40,000
Rail and Air Transportation
81,000
49,000 -
40,000
Gas and Electric Utilities
74,000
.49,000
37,000
Mining
71,000
46,000
40,000
Life Insurance
53,000
35,000
30,000
_
1/
? Compensation includes base salary plus any bonus or incen-
tive award earned in 1961. Firms included, with the ex-
ception of banks and insurance companies, are restricted
to those listed on the New York Stock Exchange.
2/
Usually the President or Chairman of the Board.
./Usually Executive Vice President or Vice President of a
major function.
4/
? Usually Executive Vice President or Vice President of a
major function.
Source: "Top Executive Compansation"--Studies in Personnel
Policy No. 186--National Industrial Conference
Board-1962.
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PAY RATES OF $25,000 OR MORE IN STATE AND LOCAL GOVERNMENT
Tabulations which follow do not include all State
and local government positions paying $25,000 or
more. For example, only a few localities of less
than I0o20oo population are covered and there are
known to be school superintendents and City man-
agers Paid $25,000 or more in other localities in
the lower population brackets. Hence, the term
"Partial" appears on each tabulation.
' Source: U. S. Civil Service Commission
Special Study, March 1963
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I. STATE AND LOCAL GOVERNMENT POSITIONS WITH PAY OF $25,000 OR MORE
SUMMARIZED BY OCCUPATION AND PAY BRACKET
Partial Tabulation, March 1963
000
$50-59
11/
. . .
$40-4
pf
5 -
$35-3
3/ ?
2?
$30-34
10 4/
?
$25-29
92/
Totals
.27
Governors
, State Administrative
and Professional
, .
1
2
1/
5-
606,
71
8)
9/ 68
Mayors and City
Managers .
1
1
'
z10/
o--,
i11/
e
t,--
- 24
City Administrative
and Professional
3
9
,
19
12/
85--
116
School Superintendents
1
2
.
5/
113.
15
23
Public University
Presidents, Officers,
and Department Heads
3/
4?
72/ ?
1
294/ --
4915/--
89
Public Corporations
1
9
3
10
18
41
Judges
1
76/ --
133
48617/
--
626 I
Totals
1
3
29
26
217
738
I
1014 ?
1/ Pay of 1 position includes quarters and/or other allowances valued at $5,000 or more.
E./ Pay of 4 positions' includes quarters and/or other allowances valued at $5,000 or more.
3/ Pay Of 2 positions includes quarters and/or other allowances valued at $5,000 or more.
*g/ Pay of 10 positions includes quarters and/or other allowandes valued at $5,000 or more.
5/ Pay of 7 positions includes quarters and/or other allowances valued at $5,000 or more.
Z./ Pay of 1 position includes allowances of $12,894.
7/ Pay of 1 potition includes fees, allowances, and services of an undetermined amount.
81 Pay of 1-position has a salary range that extends over $25,000.
Pay of 3 positions includes quarters and/or other allowances valued at $5,000 or More.
1-6/ Pay of 1 position includes $5,000 for expenses.
11/ Pay of 1 position includes $1,500 for expenses.
12/ Pay of 10 positions has salary ranges that extend over $25,000..
0/ Pay of 1 position includes $4;000 for expenses.
tEl Pay of 12 positions includes 'quarters and/or other allowances valued at $5,000 or more.
15/ Pay of 8 positions includes quarters and/or other allowances valued at $5,000 or more.
171V Pay of 7 positions includes $5,000 for expenses.
r7/ Pak of 1 position includes $2,500 for expenses.
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II. STATE AND LOCAL GOVERNMENT POSITIONS WITH PAY OF $25,000 OR MORE
Partial Tabulation, March 1963
,
State
Gov-
er-
nors
State
Admin-
istra-
tive
and
Profes-
sional
.
Mayors
and
City
Mena-
gers
City
Admin-
istra-
tive
and
Profee-
sional
School
Super-
inten-
dents
Palle
Univer-
sity
Predi-
dents,
Offi-
cers,
-add
Depart-
meat
Heads
Palle
Corpo-
ration
Pool..
tions
Judges
.
Total
Alabama
I1/
11/-
2/-
2-
4
Alaska
Arizona
11/
1
11/
3
Arkansas
California
11/
7
6
492/
5
27
2
38
135'
Colorado
1
1
2
Connecticut
1 1/
1
Delaware
.
Florida
I/
I-
1/
3-
3
3
l
3
14
,
Georgia
1/
I-
2/
2-
42
7
14
Hawaii
'
1-1/

1-
2
Idaho
Illinois
1/
1-
1
1
3
1
42/
82
93
Indiana
1/
I-
2
3
Iowa
11/
1
3.
5
Kansan
1
7
8
Kentucky
Louisiana
1/
1-
-1T
1
1
1
8/
1-
Maine
J.
1
Maryland
1
1
1
1
8
12
Massachusetts6/
1-
3
1
6/
1-
6
Michigan
1
4
1
26 '
32
Minnesota
.
I-1/
_
,10
.i.?
3-1/
5
Mississippi
11/-
I
2'
Missouri1/
1-
2
5
2
10
Montana
Nebraska
i
1
.
2
Nevada
tr.-......"-AN
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New Hampshire
?
?
,
New Jersey
1/-
I-
1
1/-
1
1
9
13
_
New Mexico
1
-91
1
New York
1/
1-
38
47
1
8
35
301?
432
r,
North Carolina
1
1
.
42/
,
5-/
North Dakota
1
.
,
1
1
Ohio
Ili .
1
_
.
-
3
17
Oklahoma
11/
'
1
.
Oregon
.
1
. .
.1
Pennsylvania
1
1/-
1
15.
1
1
1
154
165
Rhode Island
1
?
,
. 1
South Carolina
,
1-1/
1
2
South Dakota
Tennessee
I1 /
1
Texas
1 1- 7
2
2
1
6
Utah
I-1/
1
Vermont _
r p
Virginia
I-1/ '

1
Washington
1
1
2
West Virginia
1
1/-
1
2
Wisconsin
11/
1
3
wyoming
.
Total
27
68
24
116
23
89
41
626
1,014
if One position has quarters and/or allowances valued at $5,000 or more.
V Two positions have qUarters and/or allowances valued at $5,000 or More.
3/ Four positions have quarters 'and/or allowances valued at $5,000 or more.
W Five positions have quarters and/or allowances valued at $5,000 or more.
3/ Ten positions have a salary range that extends over $25,000.
Z/ One position has a salary range that extends over $25,000.
17 Includes an expense allowance of $1,500.
"8/ InClUdes an expense allowance of $2,500.
5/ Seven positions have expense allowances of $5,000 each.
15/-Includes expense allowance of $4,000.
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Washington
1
1 .
West Virginia
1
1
...
Total
18
8
8
31
8
4o
23
14o
276
The following States report no positions with pay of $30,000 or more: Arizona, Arkansas,
Colorado, Delaware, Idaho, Kansas, Kentucky, Maine, Maryland, Montana, Nebraska, Nevada,
New Hampshire, New Mexico, North Dakota, Oregon, Rhode Island, South Carolina, South Dakota
Vermont, Wisconsin, and Wyoming.
1/ Position has quarters and/pr alloWances valued at $5,000 or more.
2/ Three positions have 'quarters and/or allOwances valued at $5,000 or more.
3/ Four Positions have quarters and/or allowances valued at $5,000 or more
V Five positions have quarters and/or allowances valued at $5,000 or more.
5/ Includes one position with an expense allowance of $4loo0.
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Partial Tabulation, March 1963
State
Gov-
sr-
nors
State
Admin-
istra-
tive
and
Profes-
sional
Mayors
and
City
Mans.-
gars
City
Admin-
istra-
tive
and
Profes-
Aional
School
Super-
inten-
dents
Public
Univer-
sity
Presi-
dents,
Offi-
cers,
and
Depart-
ment
Heads
Pane
Corpo-
ration
Posi-
tions
Judges
Total
Alabama
. 1-I/
11/ -
I/
.1-
3
Alaska
'11/
1
California'
1 t
1/- 1
2
10
2
12
1
29
Connecticut
11/
1
Florida
11/ . 1
1
1
_
4
Georgia
31
0
4
Hawaii
f
1-
1/
1-
2
Illinois
1 1
1
2
1
3/
4-
7
.17
Indiana
2.
2
Iowa
1
1
Louisiana
1/
1-
1
2
Massachusetts
2
2
Michigan
1
1
2
Minnesota
12/1/
1-
2
Mississippi
11/
1
Missouri
11/
1
New Jersey
1/
1-
I
New York
17
1 3
1
16
1
5
21
119
167
North Carolina
1/
1-
1
Ohio
1/
I-
1
1
5-4/
8
Oklahoma
1-1/
6
1
Pennsylvania
14/
1
1
14.
17
TennesseeI*
1/
_
1
Texas1-
I/
1
-
Utah!/1
1
Virginia
1/
1-
,
1
(Continued)
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/V. STATE AD LOCAL GOVERNMENT POSITIONS WITH PAY OF
$25,000 OR !)RE, BY OCCUPATION
Partial Tabulation, March 1963
A. Governors
Alabama 425,000 plus use of executive mansion*
Alaska 25,000. ? plus use of executive mansion*
Arizona 22,500 ? ,plus use of executive mansion.*
California 44,100 plus use Of executive Mansion.*-
PreitiOtLgoVernor elected to retain
previous salary of $40,000
Florida 22,000 $19,000 mansion fund.
Georgia 16,000 $17,500 mansion fund and $8,993
in other allowances.
Hawaii lot, 500
plus use of executive mansion.*
Illinois 30,000 plus use of executive mansion.*
Indiana 15,000 $12,000 mansion fund.
Iowa 20,000 plus use of executive mansion.*
Louisiana 20,000 plus use of executive mansion.* ?
Michigan 27,500 plus nominal appropriation for
expenses.
Minnesota 19,000 plus $10,000 expense fund.
Mississippi 25,000 plus use of executive mansion.*
Missouri 25,000 Plus use of executive mansion.*
New Jersey 35,000 plus executive mansion and fund
for maintenance and.expenses.*
New York 50,000 plus executive mansion.*
North Carolina 25,000 plus executive mansion and fund
for maintenance and expend's.*
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Ohio
Ok1ahaz
$25,000
25,000
Pennsylvania -
35,000
Phode.Island
'
25,000
Tennessee
18,000
Texas
25,000
Virginia
25,000
West Virginia
17,000
Wisconsin
20,000
plus executive maniiOn-and fund
for maintenance and expenses.**
plus executive mansion and fund
for.mainienance and expenses.* .
plus executive mineibn and rand
for maintenance and expenses.*
plus $18,000 mansion fund.
plus executive mansion.*
Plus executive mansion and fund
for maintenance and expenses.*
plus $12,500 mansion fund. .
plus executive mansion and fund
for maintenance and expenses.*
*Executive mansion and/or other expenies, if a value is not specifically
stated, are assumed to have a value or at least $5,000.
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B. State Administrative and Professional Positions
Alabama State Hospital Superintendent $2500001/
California
Florida
Georgia
Director of Finance 30,319
Director, Coordinating Council Higher
Education 29;184.
Attorney General 27,300
Administrator, Resources Agency 25,000
Administrator, Health and Welfare
Agency 25,000
Administrator; Highway Transpottation.
Agency 25,000
Administrator, Youth and Adult .
Correction Agency 25,000
Director, Inter-American Trade
ExpositiOn- 50,000 ,
Director, Mental Health 22,0001/
General Manager, Citrus Ccamission 25,000
Attorney General 16,000V,
Controller 26,1452/
/11inois Attorney General 30,000
Iowa Director, Mental Health 25,000
Kansas Director, Institutional ManageMent 25,000
Maryland Chairman, Roads Commission ' 25,000
Massachusetts Commiesioner of Education '20,000 . 25,000
Michigan Psychiatric Institute Director 31,539
Mental Health Clinic Director 28,042
Psychiatric Administrator 25,719
Medical Superintendent .. 25,568
Mississippi State Tax Collector 25,000
New Jersey COmmissioner of Institutions 20,500/
New Mexico Chairman, Revenue Structure
Committee 25,000.
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New York _Attorney General $36;750
Controller 36;750
Lieutenant Governor 33;500
19 Department and Agency Heads ? 28,875
Secretary to the Governor 27,500
Counsel to the Governor - 27;500
Commissioner of. General Services 27,300
Commissioner of Housing and
Community Penewal ' ' 26;000
? Director of Atomic Development 26;000
? Deputy Commissioner of Education 25;395
10 other positions 25,200
North Dakota Hospital Superintendent ?- 45,000
Ohio Superintendent of Education 25,000
Oregon Chancellor of Education 25,000
Pennsylvania Commissioner of Mental Health 25,000
Washington . Supervisor of Mental Health- ? 25,000
Plus quarters and/or other allowances valued at $5,000.
/ Plus fees, allowances, and other services totaling $12,8944
3/ Including fees, allowances, and other services.
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Arizona
California
Florida
C. Mayors and City Managers,
Phoenix ? $29,500
Long Beach 26,000
Los Angeles City 25,000
Los Angeles County -
? .(Chief Administrative Office) 32,808
Oakland 26 0-
San Diego 28,56
San Francisco 32,790
Dade County 30,000
?Miami 25,000
Miami Beach. 25,425
'Illinois .Chicago
Louisiana New Orleans
35,000 ?
1/
25,000
Maryland Baltimore 25,000
Missouri Kansas City 27,000
St... Louis 25,000
_ .
New Jersey Newark 25,000
New York New York City 50,000
Ohio Cincinnati 30,000
Cleveland ? 25,000
Toledo 25,000
Pennsylvania Philadelphia 30,000
TexaS Dallas. 27,610
Houston ? 25,000
Wisconsin Milwaukee 24,000
?
2../ Plus $5,000 for expenses.
Plus $1,500 for expenses.
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D. 2.1.1z Administrative and Professional Positions
California Los Angeles City.
General Manager, Water and Power
440;560
General: Manager; Airports '
35,000
Asiiistant General Manager Water
and Power ,
33,768
City Schools Businees Manager
32;565
Chief Aseistant City Attorney
31,140
Chief Electrical Engineer, Water and
'Wei- ::
31,140
Auditor-Controller, Water and Power "
31,140
Chief Engineer, Water Works, Water and
Power S31,140
General Manager, Harbor Department
30,312
Deputy Superintendent of Schools
City Schools Controller
29,653
29,185
?
Assistant Chief Electrical Engineer,
Water and Power .
26,568
Assistant Chief Engineer (2)
26,568
City Schools Deputy Controller
26,165
Operation and Maintenance, Water and
Power
25,524
Design and Construction, Water and
Power
25,524
City Schools Deputy Business Manager
25,143
7 Associate School Superintendents
25,149
Chief Administrative Officer
25,050
Los Angeles County
County Council
28,464
Superintendent of Charities
28,464
District Attorney-
27,500
Assessor
27,500
Sheriff .
27,500
Chief Engineer
21,3k8
26 6c
9 Positions
20208-
25,11
San DiegO
Assistant City Manager
25,020
?
City Attorney
25,020
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San Francisco
'
Controller 00;528
Chief AdMiniatrative Officer 28;812
Public:Utilities 26;444
Assessor - 25;215
District Attorney 25;215
City Attorney 25,215
Florida Dade County
County 'Attorney 3C 000
Hospital Attorney S 25;000
Medical Examiner 25,000
Illinois ? CChicago
Director Of Public Works
Polibe and Fire Departments (2)
Massachusetts Boston
25,000
30,000
'Development Administrator 30,000
General Manager, Transit Authority 40,000
Business Manager, Transit Authority 25,000
Missouri Kansas City
'New Jersey
New York
Hospital Director 25,000
Radiologist 25,500
Pathologist ? 25,500
St. Louis
Executive Director, Metropolitan
Sewer District 25,000
General Counsel, Metropolitan Sewer,
District 25,000
Newark
Director of Hospitals 25,000
New York City
Controller 40,000
5 Borough Presidents 35,000
President, City Council- 35,000
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.Chairman, Housing Authority $35;000
Chairman, Transit Authority 35000
4.Diatrict Attorneys - ' 34,500
Exeautive Deputy Superintendent of
SChoole 32;500
Deputy Mayor 30,000
City AdMinistrator 30;000
11. DeputySuPerintendents 27,500
Commissioner offTraffic 27,500
2 Members Transit AUthority 27,500
General Manager, Transit. AUthority 27;500
Executive Secretary to Mayor 25;000
Assistant to the Mayor 25;000
Corporation Counsel 25,000
First Deputy Controller 25;000
Budget Bureau Director 25;000
Commissioner of Hospitals 25,000
10 Hospital Direct brb of Services 25,000
Fire Commissioner 251000
Police Commissioner . 25,000
Ccomissioner, Public Works 25,000
.Commissionerl.SanitatiOn 25,000
Commissioner, Parks . 25,000
General Counsel, Transit Authority 25,000.
Chairman, Housing and Redevelopment
Board 25,000
Pennsylvania Philadelphia
Managing Director 26,500
Director of Finance 26,500
City Solicitor 26,500
City Representative 26,500
Executive Director,
General Hospital e25s000
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E. School Superintendents
California Long each $260000
.Los Angeles 37;500
Oakland 26,250
San Diego 29;400
San Francisco 31,000
Colorado Denver 27,500
Florida Dade County 25,000
Illinois Chicago 48,500
Maryland Baltimore 25,000
Massachusetts Boston 25,000
Michigan Detroit 33,000
Minnesota Minneapolis 1/
29,500-
Missouri Ladue 26,500
St. Louis 25,000
Nebraska Omaha 27,000
New York New II.rk City 37,500
Ohio Akron 25,000
Cincinnati 30,000
Cleveland 25,000
? Pennsylvania Philadelphia 27,500
Texas Dallas 33,000
Houston 25,000
Wisconsin Milwaukee 29,000
1/ Plus $4,000 for expenses.
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F. Public University Presidents, Officers, and Department Heads
Alabama
Arizona
California
University-of Alabama, Pr?dent $27;50C'
Auburn University, President 24,00=
University of Arizona, President 22,5001(
University of California, President 38;000,
Vice President 30;000 '
Chancellor, Berkeley Campds 30;000
Chancellor, Los Angeles Campus 30;000
Vice President, General Counsel 30,000
Vide President, Treasurer ? 29;000
Dean, Hastings College of Law ' 26,189
Vice President, Government Relations 26;000 ?
Vice President, Finance 26;000
Vice President, Business 25,000
'Chancellor, San Diego Campus 25,000
Part-time positions with annual
rates of:
Dean, School of Medicine
(San Francisco) 40,600
Dean, College of Letters and Science 40,356
Dean, School of Business 38,820
Dean, School of Education 35,300
Dean, Graduate Division 33,048
Dean, College of Agriculture 30,696
Dean, School of Public Health
(Los Angeles) 28,920
Dean, School of Public Health
(San Francisco) 28,700
Dean, School of Dentistry 28,000
Dean, School of Medicine
(Los Angeles) 26,580
Dean, School of Law 26,448
Provost 26,000
Dean, School of Library Science '25,850
Dean, College of Chemistry 25,000
State Colleges Systems, Chancellor 32,000
Vice Chancellor 25,500
Colorado University of Colorado
Dean, Medical School 26,500.
Connecticut University of Connecticut, President 25,000-
1/'
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Florida University of Florida, College
of Medicine
Head, Department of Psychology $25,000
Head, Department of Radiology 25;000
Head, Department of Surgery 25,000.:
Georgia Medical College, Preiddent 28,0004
University of Georgia; President 25;0001/
Georgia State College, President 20,5001/.
Georgia Institute of Technology
President 25,00011
Hawaii University of Hawaii, President 32,8001(
Illinois University of Illinois, President 36,000
Western Illinois, President 25,50*
Eastern Illinois, President 25,50*
Northern Illinois, President 25,000-14
Indiana. Indiana University, President 30,000
Purdue University, President 30,000
Iowa Iowa State University, President 26,000
State University of Iowa, President 26,000
Head of University Hospital 30,000
OA.
Kansas University of Kansas
Chairman, Pathology Department 25,000
Chairman, Radiology Department 25,000
Chairman, Psychiatry Department S 25,000
Chairman, Surgery Department 25,000
Chairman, Obstetrics Department 25,000
Chairman, Pediatrics Department 25,000
Chairman, Internal Medicine
Department '25,000
Louisiana Louisiana State University, President 25,000
Maryland University of Maryland 1 President 25,000
Massachusetts .University of Massachusetts 20,000 7'25400,
Minnesota University of Minnesota, President .31,5001/
. .Vice President, Business 25,750
Vice President, Academic 25,750
Nebraska University of Nebraska, Chancellor 27,500'
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?
New York
North Carolina
Ohio
Pennsylvania,.
South Carolina
Utah
Washington
West Virginia
State University of New York
President
Dean; Upstate Medical College President,
Buffalo College of Education
City College of New York, President
4 City College Presidents
Consolidated University President
University of North Carolina,
President
Women's College, President
North Carolina State, President.
Ohio State University, President
? Vice President, Business and
Finance
Vice President, Instruction
Dean, Medical School
Chairman, Department of.
Medicine
Bowling Green State, President
Kent State University, President
Miami University, President
? Ohio University, President
Pennsylvania State University, President
University of South Carolina, President
University of Utah, President
University of Washington, President
University of West Virginia, president
1/Plus quarters and/or other allowances valued at $5,000.
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$28,875
26;000
25;000
30;000
30,000 ,
22 5001/,
1/
22;
22,
221
36,0001/
26,976
26,976
26,952
30,000?
681/ ?
25;0
25,0001/1
2500001,1
25,0002/
36,000
20,0001/
25,0001/
30,000
30,000 .
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California
Louisiana
New York
G. Public Corporations Positions
East By Municipal Utility District
General Manager ? $33;600
Attorney 27,600
Director, Port of New Orleans ltol000
Port Of New York Authority
Executive Director 60,000
Deputy Executive Director 45,000
General Counsel 45;000
Chief Engineer 45;000
Director, Finance 40000
Director, Marine l'erminals 40, 000
Director, Port Development 1i0, 000
Director; Aviation , 40,000
Director, Administration 35,000
Director, Public Relations 35,000
Director, Personnel 33,300
Director, Tunnels and Bridges 33,300
General Attorney 33,000
. First Deputy Director, Aviation 33,000
General Solicitor 33,000
Controller 31,350
Director, Terminals 31,000
Director, World Trade 30,000
Deputy Director, Port Development 29,500
Deputy Chief Engineer 29,000
Deputy Director, Marine Terminals 28,400
Engineer of Construction 28,000
Deputy Director, Transportation
Policy 27,500
Chief Architect 27,500
Deputy Director, Aviation -27,000
Deputy Director, Real Estate 27,000
Assistant Chief Engineer, Design 26,000
Deputy Director, Operations Service 25,558
Chief, Port Commerce 25,558
Engineer, Research and Development 25,536
Deputy Director, tunnels and Bridges 250000'
Triboro Bridge and Tunnel Authority
General Manager 45,000 '
Assistant General Manager 37,500
Counsel 32,000
Assistant Civil Engineer 26,000
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-Penneylvania
South Carolina
Texas
Delavire River 'Basin Commission,
Executive Director
South Carolina Public Service Authority,
General Manager
Lower Colorado River Authority,
General Manager
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$25,000
25,000
25,000
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California
H. Judges
Chief Judtice, Supreme Court
6 Associate Justices,
Supreme Court 27,300
10 Presiding Justices, District
Courts Of Appeal 25,200
20 Associate Justices, District
Courts Of Appeal 25;200
Administrative Director of Courts 25,200
Georgia Atlanta
7 Supreme Court judges 27,500
Illinois
7 Supreme Court Justices 30;000
20 Circuit Court Judges 29;000
53 Superior Court judges 29,000
Cook County
1 County Court Judge 29,000
1 Probate Judge 29,000
Louisiana Chief Justice, Supreme Court 22,5001/
Maryland Chief Justice, Court of Appeals 25,500
. '7 Associate Justices, Court of
Appeals 25,000
Michigan 8 Supreme Court Justices 25,500
Wayne County
18 Circuit Court Judges 25,001
New Jersey ? Chief Justice, Supreme Court 27,000
8 Associate Justices, Supreme Court 26,000
? 2/
New 'fork SChief Justice, Court of Appeals 3900003,
6 Justices, Court of Appeals ? 360859='
80 Supreme Court Justices , ? 34000
20 Supreme Court Justices 26,000.
State Administrator, Judicial
Conference 31,075
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Pennsylvania
Chief Justice, New York City
Court $26;000
Chief Magistrate 30;000
27 Justices, Magistrate Court 25;000
53 Magistrates 25,000
Chief Justice, Court of
Special Sessions 26,000
23 .justices, Court of Special
Sessions 0 25;000
9rJustices,'CoUnty Court - 34;500
14 justices, 'Municipal Court 34;500
Presiding Justice 30,000
34 Justices, Domestic Relations
Court 25,000
Presiding Justice 26;000
22 Justices, Surrogate Court 25;000
5 Surrogates 34;500
1 Surrogate 33,000
Chief Justice, Supreme Court 33,000
6 Associate Justices 32;500
President Judge Superior Court 31;000
6 Associate Judges, Superior Court 30,500
95 Judges, Common Pleas Court 25,000,
24 Orphans Court Judges 25,000
6 Allegheny County Court judges 25,000
14 Philadelphia County Court Judges 25,000
1 Dauphin County Court judge 25,000
j3 Plus $2,500 for expenses.
2/ Plus $5,000 for expenses.
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Educational Institutions
Salaries of $20,000 or More 'Aid to Administrative Officers
of Colleges and Universities
(12-Month Year)
Vice Dean
Presi- Presi- of the Dean of Other
dent dent College School Officials Total
$45;000 and more 2 .- .. .._ -- 2
40000-$44,999 3 ._ .. .. , .. 3
35;000. 39;999 12 2 ... ... .. 14
30;000- 34;999 18 3 __ 7 2 30
25,000.. 29;999 46 26 3 24 9 108
'20,000- 24,999 96 55 29 133. 41
Total 177 86 32 164 52 511
Source: National Education Association Research Report 1962-R2
"Salaries Paid and Salary Practices in:Universities,
Colleges, and Junior Colleges, 1961-62." Report Over.
918 responding universities and colleges.
National Mean Salaries of Presidents
of Colleges and Universities
Enrollment Public Private
10,000 and more $26,100 $32,200
5,000-9,999 21,400 25,700
2,500-4,999 17,190 21,480
? 1,000-2,499 14,890 17,040
999 13,070 13,360
Below 500 13,810 11,630
'Source: Office of Education OE-53015-62, "Higher Education
? Salaries 1961-62./ Survey covered all 1,964
Institutions listed in "Education Directory,
1960-61, Part 3: - Higher Education."
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Salaries of $20000 or More Paid to Central Office
Administrators of Public School Systems
With Enrollments of 6;090 or More
4MINME,
$40;000 and more
35;000-439;999
30,000-- 34;999
25;000. 29;999
20,000? 24,999
' ..."
Total
SuPerin-
tendent
Deputy. '
Superin-
tendent
Assistant
Superin-
tendent
Director02.:_tia
1
2
4
25
111
1
2
4
21"
98
..
...
__
3
4
..
...
.
..
1
7
..
..
..
..
2
41011101.11
2
126.
7
8
143
National Mean Salaries of Superintendents
of Public School Systems
Enrollment
Salary
100,000 or more
$26;573
50,000.-99,999
21,451
25,000-49,999
20476
12,000-24,999
17;569
6,000-11,999
16,368
Source: Netional Education Association Research Report
1963-R2 "Salary Schedule Maximums for Administrators,
1962-63, School Systems Having 6,000 or More Pupils."
The surveycovers 417. systems including all systems
of 6,000 or more pupils, with a 100% coverage of
systems of 12,000 Or more and a 50% sample of systems
of 6,000 to 11,999.
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SALARY ANALYSIS
FOUR-YEAR UNIVERSITIES AND COLLEGES: 1961-62
Size and Type-
of Institution
PRESIDENT
Minimum--Maximum
Mean
10;000 and .over--Public
$26;100
$17,350.-$38,000
10,000 And over--Private
32,200
20,000-- 45,000
5;000 to 9,999--Public
21,400
14,000-, 30,680
5,000 to 9,999?Private
25,700
15,860-- 45,000
2;500 to 4,999-,Pdb1ic
17,190
12,000-- 25,000
2,500 to 4,999--Private.
21,480
14,000-- 35,300
ACADEMIC VICE PRESIDENT
$13,520?$30,000
10;000 And over--Public
$20,090
10,000 and over--Private
23,180'
15,000-- 36,500
5;000 to 9,999--Public
16,710
13,500-- 22,000
5,000 to 9,999--Private
18,460
10,000-.- 30,000
2;500 to 4;999?Public
13,870
7,320.!. 17,500
2,500 to 11.,999--Private
15,900.
10,350-- 22,300
? Source: Higher Education Salaries:
1961-62
Office of Education, 1962
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ARRAY OF SALARIES PAID TO PRINCIPAL FULL-TIME EXECUTIVES OF
17 LARGE TAX EXEMPT FOUNDATIONS, BY TITLE OF OFFICER
.....-___
Presidi
dent
?
Vice
Preed-
ident
/
Secretary&
Tress,
urer
DireCtora/
. ind-
Trustee
Asiiitint
Director
Aiiist.:-
int tic-
reitirk.
Tieasur-
.ei '
Nuibei of
foundat1ons
8 C
9
9
6
5
2
7
NuMber Of
. officers!"
8 0
12
9
.
7 '
12,
28
.
15
Average salary ($)
$36,050,
$29,500
$21,017
$17,046
$261652
$17,246
$14,614
Range OM $)
30 - 50+
-
17 -
11+ .- 0+
9+ - 27+
22 ...- 35
12+ - 22+,
10+ - 22
MultiiiIe-Offiders of 'some foundation; account for the difference in count between number
of'fOUndations and. nUdber of. officers.
Includee Secretary-Treasurer, where combined title is used*
Includes variants of title of Director.
ource: Statistics Division
. Internal Revenue Service
May 1963 .
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Non-Profit Contractors
Salaried of $22,800'or-More Paid to Executives ,
--irinEhei Staff Orion-Profit Contractors
bf Governmental esearch and Development Work
Exedu- Technical Other
ttves .Directors Staff Total
$40;001--$45;000
9
35;001.,. 40;0oo
5
xrpool...- 35.0000,
7
25;001,- 30;000 21 44
22,801-- 25,000 lo ...22
Total ?52 86
...
..
9
5
2
21
10
36
75
76
48
186
Source: Contracting-out study made by the Bureau of the Budget and
Civil Service Commission; covering 14 non-profit contractors.
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Salaries of Presidents
Federal Reserve Banks
Bank
Reported' '
Annual Salary
New York
$70,000
Chicago.
50,000
Cleveland
40,000
'Philadelphia
35,000
Richmond
35,000
Atlanta
35,000
St... Louis
35,000
Minneapolis
35,000
Dallas
35,000
San Francisco
35.,000
Boston
33,000
Kansas City
32,500
Source: Annual Report, 1962.
Board of Governors, Federal Reserve System.
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FARM CREDIT BANKS
-
Officers of Farm Credit Banks with Salary Range
The Maximum of Which is 420,000 or More
Maximum
President
Vibe-
President
Other
Total
$30;000
.a.
oDa.
1
1
25;000
24;000
.26.
3
,...
Imo/
.....
26
3
23;000
3
..-
1
4
22;000
3
__
3
20,000
-...-
13
Total
35
?.12
13
....L.-..."
2
50
Source: Letter from Governor R. B. Tootell,
Fara Credit Administration, April 4 , 1963
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Secretary-General-
United Nations
Tuy7 ?222200 or More for
Staff of United Nations
Gross
Salary
Representation
Allowance Residence
Total
$4622oo $22,500 $15,000 $8337000
0. 111
21
Rank--f
Gross Salary
Post Adjustment
Nev York
Total -
Minimum Maximum
Minimum
Maximum
Minimum
Maximum
Under Secretary
29
$27,000
$27,000
$ 3,600
$ 3,600
$30,600
$30,600
D-2--Director
26
20,500
22,300
2,880
3,120
23,380
25,420
Officer.
65
16,300
20,500
2,520
2,880
18,820
23,380
al Source: Table of "Total Emoluments, United Nations Professional Staff"
10:01A: February 1963.
.e/ Source: "Information on the Operations and Financing of the United Nations,"
a February 6, 1962, Joint Committee Print of the Senate Committee on
Foreign Relations and House Committee on Foreign Affairs. The numbers
shown in ranks D-2, D.41, and P-5 are those in posts "rdbject to geo-
graphical distribution."
1
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ST
4/U/] : UIH-1-