Attitudes and decisions regarding older workers should become an increasingly important issue for industrial/organizational psychologists in the 1980's. A variety of problems encountered by older workers has prompted concern about age discrimination in industry. Situational factors also affect the extent to which stereotypes about groups influence decisions about individuals. This study attempts to provide empirical information on the age perceptions of 40 managerial jobs. Managers (N=120) were asked to complete either a frequency grid questionnaire or a numerically anchored rating scale describing their perceptions of the age distribution in each job. Jobs were classified as older, younger, or age neutral only if results obtained using the two questionnaires provided converging classifications. Sixty-two percent of the jobs were classified as older, younger, or age neutral jobs using the convergence criteria, indicating that these jobs could be reliably classified by managers according to their age characteristics. This research suggests that future studies should take a more interactionist approach to unfair decision-making by examining personal and contextual factors. Data tables and the two questionnaires are provided. (ABL)