SPEEA Salary Charts

2013 SPEEA Salary Charts


Contractual salary increases were distributed to Professional and Technical bargaining units at The Boeing Company effective March 8, 2013. The salary adjustment pools were:

Bargaining Unit

Contractual Fund Size

Minimum Increase

Professional Unit

5.0%

2%

Technical Unit

5.0%

2.5%

Boeing WEU

3.0%

Note 1

Note 1: A minimum of 3% over the life of the 3-year contract is guaranteed to continuous employees.

To help you understand how the funds were distributed, we’ve prepared the following detailed salary charts. Before going to the detailed charts, you are strongly encouraged to read the explanations below.

How the charts are organized.
All employees eligible for the salary exercise are grouped by major organization, occupation and job family.    No charts are printed for employee groups having fewer than 10 employees. This is done to give a measure of confidentiality on individual salaries. For groups with 10 or more employees, four charts are prepared (described further below). For groups with 20 or more employees, two additional charts (a total of six) are prepared.   Job families with 25 or more employees in a single skill management code (SMC) also get an additional report.  The intent is to allow employees to compare themselves more directly to their peers.

Compa-Ratio
The Compa-Ratio is the ratio of an employee’s salary to that of the SRT market reference middle value for the employee’s job family and level. An employee having a Compa-Ratio greater than 1 indicates they are paid more than the market reference.  Less than 1 is a salary less than the market reference.

Demographic Data
Some tables include demographic data such as Head Count, Average Age, Average Service, and Average Salary. These may not provide a meaningful comparison to individual employees’ salaries.  For example, some individuals may have been in their respective level longer than others.

What is included in a chart package
The charts are prepared as Adobe Acrobat PDF files. The file naming convention is chart number, major organization, occupation, job family and, if necessary, skill management code.

Chart “A” – Salary Distribution by Level

The graphic display at the top is a histogram showing the number of employees by salary range. The population in each level (levels 5 & 6 are combined) is shown as a different color stacked on each other to show the total population. This display gives you the picture of salaries paid to your peers and where you stand.

The table at the bottom of the display shows, by level, a variety of information for employees in this group. The salary used in the table is after the application of the 2011  salary increase. The Compa-Ratio is also computed using the salary after the 2011 salary increase.

Chart “B” – Compa-Ratio Distribution by Level

The graphic display at the top is the histogram of the employees by their after Compa-Ratio. As with Chart “A”, the population in each level is shown as a different color. The overall population within the category is the cumulative of the bars.

The table at the bottom is identical to that in Chart “A.”

Chart “C” – Distribution Data

Four individual plots are shown on this page. The top two displays, distribution by salary increase and distribution by % salary increase, give you an idea how your increase stands in comparison to others. The bottom two displays, distribution by age and distribution by company service, let you see the demographics of your group.

Chart “D” – Job Family Salary Percentiles

This display is intended to show the relationship of actual salaries within a job family to the salary reference table. For each level, six values are shown, the three salary percentiles (lower 10%, median and upper 10%) computed from the actual salaries and the three SRT values.

Chart “E” – % Salary Increase by Compa-Ratio

Charts “E” and “F” are only prepared if 20 or more employees are in the chart population. The scattergram display in each is inherently more revealing of personal information than the bar chart style.

This display plots individuals based upon the percent salary increase received and the before Compa-Ratio.  Different symbols and colors are used depending on the individual’s level.

The before Compa-Ratio is used to better replicate the data the salary planning tool uses in its deliberations. The computer tool used by managers in determining the actual salary increase considers the following variables: 1) how much money is available; 2) the Individual Performance Assessment scores assigned employees; and 3) the Compa-Ratio of employees before an increase is given.

The table at the bottom of the page is similar to that in charts “A” and “B” but has a few different columns. Two new columns worth noting are the “# of Recl-OOS” and “Avg. $ Recl-OOS.” These give, respectively, the number of reclasses and out-of-sequence salary adjustments and the average dollar increase of the reclasses and out-of-sequence salary adjustments since the previous salary review.

Chart “F” – Salary by Age

The final chart in the package gives a more “career” perspective to your salary position. It displays a scattergram of employee salary versus age. The symbol plotted in the scattergram corresponds to the percentage of the salary increase.

As a reference to the individual points, the display includes the percentile lines (10% - lower decile, 25% - lower quartile, 50% - median, 75% - upper quartile and 90% - upper decile) for a larger relevant comparison group.

The table at the bottom of the page is identical to that in chart “E”.

Demographic Data
Some tables include demographic data such as head count, average age, average service, and average salary. These may not provide a meaningful comparison to individual employees’ salaries.

Accessing the charts

The links below go to the salary charts for each bargaining unit. The first file in the collection is a summary table providing tabular data for every populated occupation, job family and SMC. In addition, it indicates the chart number on which that SJC classification is displayed.

The SPEEA Salary Charts are in a protected area of the web site.

When you click on the link below, you'll be asked to enter your BEMS ID and your last name for validation. The following people are on the validation list:

1.   All dues-paying SPEEA members who are active employees or on leave of absence.

2.   All employees on a layoff status who were dues-paying SPEEA members at time of layoff

Your user name is your company email address and your password is your BEMS ID or Spirit ID (not including any leading zeros) and your last name (all lower case letters) with no spaces separating them.

For example:

  • Jane Smith jane.smith@boeing.com
  • Jane Smith with a BEMS ID of 230588 is "230588smith
NOTE: Some people in the workplace have reported difficulty viewing the files on account of the default security settings for Internet Explorer. Downloading the file by right-mouse-clicking and choosing “Save Target As” or “Save Link to Disk” may be a work-around. Alternatively, if you contact Computing Support, they may enter the speea.org domain as a trusted site on your computer.

2013 Professional Unit - (Washington, Oregon, California, Utah)

2013 Technical Unit - (Washington, Oregon, California, Utah)
2013 WEU Boeing- (Wichita Engineering Unit at Boeing)
2011 Salary Chart links
2010 Salary Chart links
2009 Salary Chart links