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.
In general, we group the charts by major organization, occupation and job family. For some job families with many employees, we go down an additional level, skill management code (SMC). The intent is to allow employees to compare themselves more directly to their peers.
Occasionally, for less populated job families, we will group multiple job families that have the same occupation and the same Salary Reference Table (SRT) values.
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.
In the salary charts and the data tables, the Compa-Ratio is calculated both before and after the application of the 2010 salary increase depending on what seems appropriate. Which value is used is clearly indicated.
For each bargaining unit, a summary report is prepared that has information on each job family and skill management code. The summary data includes averages for age, service, salary, $ increase, % increase and compa-ratio (both before and after the application of salary increases). Besides the summary data, there is an index that tells you the chart number in which a job family and skill management is included.
With regard to information by level, in the Technical Unit, some job families designate the levels as “A”, “B”, “C” & “D” rather than 1, 2, 3, 4. For the purposes of the summary tables and salary charts, level “A” is combined with level 1, “B” with 2 and so on.
What is included in a chart package
No charts are printed for employee groups having fewer than ten (10) employees. This is done to give a measure of confidentiality on individual salaries. For groups with ten or more employees, four charts are prepared (described further below). For groups with twenty (20) or more employees, two additional charts (a total of six) are prepared.
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 2009 salary increase. The Compa-Ratio is also computed using the salary after the 2010 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.
By using the Compa-Ratio as the “bucketing” variable, in effect this display normalizes the salary distribution by level and allows the salary distribution within levels to be compared. This display not only lets you see where you stand with respect to your peers but also how your level stands with respect to the other levels within the job family.
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. Individuals' symbols may be hidden if they request an invisible dot prior to chart publications.
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 salary planning tool takes into account all of these factors for employees in the salary group (usually job family within a major organization) and proposes an “Individual Salary Decision Range” (ISDR) of salary increases. These ISDRs roll out to the line managers to make the final decision based on the usual constraint that the manager cannot exceed the available funds within their work group.
Describing in greater detail how the salary planning tool works is beyond the scope of this explanation but there are some generalities. First, all other things being equal, the lower the Compa-Ratio, the higher the proposed ISDR. Second, the higher the individual performance assessment score the higher the proposed ISDR.
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. For four of the five SPEEA contracts (the exception is Spirit WTPU), there is a guarantee that at least one-half of 1% will be distributed as promotional salary increases accompanying reclasses or as out-of-sequence salary adjustment (a salary increase not accompanied by a change in level).
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. While not a hard and fast rule, there is a strong correlation between salary and increased experience. On this display, we are using age as a surrogate for experience.
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”