Prof and Tech Salary Charts for 2018
2018 2017 2016 2015 2014 2013
Out;of;Sequence;Raises 32; 1; 10; 19; 8; 4;
Promotions 79; 75; 85; 92; 85; 64;
2018 2017 2016 2015 2014 2013
Out;of;Sequence;Raises 39; 22; 22; 25; 22; 14;
Promotions 53; 56; 80; 83; 81; 64;
By Matt Kempf
SPEEA Sr. Director of
Compensation and Retirement
Salary charts for the Professional and Technical Bargaining Units at The Boeing Company are scheduled for posting at
www.speea.org in early May with updated 2018
The detailed salary charts are a valuable tool for
SPEEA members to see how their salaries are
progressing and to help with conversations about
performance and career management. Members
can access salary charts using their BEMSID and
About the online charts
Salary charts are available for every unique
combination of bargaining unit, job family and
occupation with more than 10 eligible individuals.
In addition, each Skill Management Code (SMC)
with more than 25 individuals eligible for the salary
exercise has their own additional salary chart.
Promotional and Out-Of-Sequence
Salary adjustments since the 2017 annual salary
review and prior to the 2018 salary review are
summarized below. For data specific to individual
jobs codes, see the detailed charts online. The
online charts, E and F, include the number of
promotions and Out-Of-Sequence (OOS)
raises by level as well as average increase amount.
The minimum promotional increases are $2,500
for Techs and $3,500 for Profs. A 6-year history
of the frequency of Promotions and Out-Of-Sequence raises in the Prof unit is in Chart 1. The
same information for those in the Tech Unit is in
Chart 2. To account for fluctuations in the size of
the respective bargaining units, the frequencies are
expressed as a rate per 1,000 eligible employees.
For an employee to be eligible for the salary
exercise, the employee must have been hired by
Boeing before Nov. 1 of the prior calendar year
and in the unit on both the fund computation
date (Dec. 31) and on the increase effective
date. For both units, the rate of promotions has
decreased from the peak in 2015.
OOS As of
Prof 12,299 $132,057 $136,252 $8.60M 0.498% 1,368 $6,290
Tech 4,847 $100,184 $105,433 $1.75M 0.309% 446 $3,923
Because less than 0.5% was spent on the Professional and Technical bargaining units, an additional $29K (Prof)
and $1.08M ( Tech) was added to the Salary Review Funds.
Note: The figures shown here reflect data for individuals eligible for the salary exercise.
The Prof and Tech units have a Salary Adjustment
Fund Percentage and a Lump Sum Award
Percentage that add up to a Compensation Pool
Percentage of 5.0%.
For 2018, eligible Professional Unit employees
received a Salary Adjustment Fund Percentage of
3.2% and a 1.8% Lump Sum Award Percentage.
The Technical Unit received a 5.0% Salary
Adjustment Fund, making the Lump Sum
Award percentage 0.0%.
In addition to the 3.2% Salary Adjustment Fund
Percentage, employees in the Prof Unit received
an additional $29,000 in Salary Adjustment
Funds to account for promotional funds that
were not expended. By contract, Boeing must
spend at least 0.5% in promotions and out-of-
sequence raises. Amounts less than 0.5% are
added to the Salary Adjustment Fund the next
year. For the same reason, the Tech Unit received
an additional $1.08 million in Salary Adjustment
Funds to account for the promotional funds that
were not expended.
Chart 3 shows the distribution of the salary
adjustment for SPEEA Prof and Tech bargaining units at Boeing
The Compa-Ratio is the ratio of an employee’s
salary to the Salary Reference Table (SRT) for
the employee’s job family and level. Employees
with a Compa-Ratio greater than “1.0” indicates they are paid more than the SRT median.