march 1, 2019 salary review for speea professional unit ... · chart #5a min mkt ref high mkt level...

Chart #5A

Min Mkt Ref High MktLevel 1/A 29 25.4 1.0 $77,911 1.025 $2,409 3.2% $74,896 $77,600 $80,995 $57,000 $76,000 $95,000Level 2/B 38 28.5 4.6 $92,110 1.035 $2,564 2.9% $85,842 $92,300 $98,587 $67,000 $89,000 $111,500Level 3/C 127 39.6 12.0 $114,471 1.050 $3,177 2.9% $103,198 $113,378 $126,309 $82,000 $109,000 $136,500Level 4/D 304 49.9 20.5 $147,508 1.046 $4,032 2.8% $131,893 $146,613 $163,395 $106,000 $141,000 $177,000Level 5 178 56.2 26.3 $182,092 1.065 $4,841 2.7% $164,776 $182,125 $197,098 $129,000 $171,000 $214,000Level 6 17 59.5 30.1 $217,594 1.077 $5,683 2.7% $202,612 $215,000 $237,544 $152,000 $202,000 $253,000

Chart #5A Total 693 47.7 19.0 $146,106 1.051 $3,975 2.8% $101,761 $146,626 $188,169 - - - - - - - - -

Avg Salary

Avg $ Incr

Avg % Incr

Date of Data Mar 1, 2019

March 1, 2019 Salary Review for SPEEA Professional UnitSalary Distribution by Level for BCAG-6K8C - Systems Engineering - Systems Engineering Engineer

Lower 10% Median

Upper 10%

Boeing 2019 Salary Ref. Tbl.Head Count

After Compa-Ratio

Avg Age

Salary (in $8,000 increments)

LevelsAvg Svc

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Lvl5/6 Lvl 4/D Lvl 3/C Lvl 2/B Lvl 1/A

Monthly Publication September 2020September 2020

ILCALabor Media

AwardWinner

Chart #180A

Min Mkt Ref High Mkt

Level 1/A 2 - - - - - - - - - - - - - - - - - - - - - - - - - - - $57,000 $76,000 $95,000

Level 2/B 13 29.8 6.2 $92,050 1.034 $2,851 3.2% $85,949 $93,000 $97,365 $67,000 $89,000 $111,500

Level 3/C 40 36.5 9.7 $111,957 1.027 $3,194 3.0% $101,298 $111,737 $123,503 $82,000 $109,000 $136,500

Level 4/D 56 48.2 18.1 $147,566 1.085 $4,236 3.0% $133,686 $144,704 $162,749 $102,000 $136,000 $170,000

Level 5 26 56.7 28.2 $183,822 1.114 $5,085 2.8% $172,605 $182,917 $194,221 $124,000 $165,000 $206,500

Level 6 7 58.3 32.3 $211,234 1.078 $5,681 2.8% $200,334 $211,750 $220,651 $147,000 $196,000 $245,000

Chart #180A Total 144 45.0 17.0 $141,287 1.068 $4,015 3.0% $97,580 $140,564 $190,230 - - - - - - - - -

Avg Salary Avg $

IncrAvg % Incr


March 1, 2019 Salary Review for SPEEA Professional UnitSalary Distribution by Level for WHQ-6F4B-6A7 MP&P Engineer-Composite/Interior Compos

Lower 10% Median

Upper 10%

Boeing 2019 Salary Ref. Tbl.

Head Count After Compa-

Ratio

Avg Age

Salary (in $8,000 increments)Levels Avg

Svc

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Chart #79A

Min Mkt Ref High Mkt

Level 1/A0

- - -- - -

- - -- - -

- - -- - -

- - -- - -

- - -$42,000 $55,500 $69,500

Level 2/B5

43.66.9 $79,470 1.195 $1,261 1.6% $73,740 $78,700 $86,340 $50,000 $66,500 $83,500

Level 3/C214

48.1 15.4 $95,058 1.235 $1,279 1.4% $86,702 $96,119 $102,740 $58,000 $77,000 $96,500

Level 4/D312

52.6 23.7 $117,097 1.233 $1,566 1.4% $107,691 $117,608 $125,625 $71,500 $95,000 $119,000

Level 587

54.4 28.1 $136,571 1.301 $1,658 1.2% $127,758 $136,338 $147,333 $79,000 $105,000 $131,500

Level 60

- - -- - -

- - -- - -

- - -- - -

- - -- - -

- - -- - -

- - -- - -

Chart #79A Total618

51.2 21.3 $111,903 1.243 $1,477 1.4% $90,979 $113,701 $133,480 - - -- - -

- - -

Avg Salary Avg $ Incr

Avg % Incr


March 1, 2019 Salary Review for SPEEA Technical Unit

Salary Distribution by Level for BCAG-6G5E - Mechanical & Structural Engineering - Technical Design

Lower 10% MedianUpper 10% Boeing 2019 Salary Ref. Tbl.

Head Count

After Compa-Ratio

Avg Age Salary (in $5,000 increments)

LevelsAvg Svc

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Chart #21A

MinMkt Ref High Mkt

Level 1/A0

- - -- - -

- - -- - -

- - -- - -

- - -- - -

- - -$57,000

$76,000$95,000

Level 2/B6

28.64.3

$89,4061.005

$2,4882.9%

$84,052$89,815

$94,350$67,000

$89,000$111,500

Level 3/C14

31.68.0

$107,6640.988

$3,6093.5%

$103,265$106,175

$112,189$82,000

$109,000$136,500

Level 4/D15

45.316.5

$139,6671.027

$4,1713.1%

$131,576$139,895

$150,153$102,000

$136,000$170,000

Level 5

2853.9

25.7$178,855

1.084$4,890

2.8%$163,100

$181,026$190,290

$124,000$165,000

$206,500

Level 6

355.1

26.5$212,302

1.083$6,973

3.4%$204,280

$208,000$222,044

$147,000$196,000

$245,000

Chart #21ATotal

6645.0

18.0$148,236

1.043$4,331

3.1%$102,525

$149,180$188,663

- - -

- - -

- - -

Avg SalaryAvg $ Incr Avg % Incr


March 1, 2019 Salary Review for SPEEA Professional Unit

Salary Distribution by Level for BCAG-6E3G - Flight Engineering - Configuration Design Engineer

Lower 10%Median Upper 10% Boeing 2019 Salary Ref. Tbl.

Head Count

After Compa-Ratio

Avg Age

Salary (in $8,000 increments)

Levels

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Lvl5/6Lvl 4/D

Lvl 3/CLvl 2/B

Lvl 1/A

SPEEA-Boeing

Prof and Tech

Salary Charts

Pages 4-6 Details at www.speea.org

Pandemic survey – P2 Member award – P7 Apply for Ed Wells – P8

Finding your salary chart

If you’re in the SPEEA Prof or Tech bargaining unit at The Boeing Company, you can access salary data for your job code and other areas at

www.speea.org. Look for the Salary Charts link in the ‘Member Tools’ drop-down menu (upper right side of the home page).Because the charts are in a protected area of the website, members need to enter BEMSID with last name for validation. More detailed instructions and links to the salary charts for each bargaining unit are online. A summary table provides tabular data for every populated occupation, job family and skill management code (SMC). In addition, it indicates the chart number on which salaried job classification (SJC) is displayed.

About the chartsSome of the 2019 online salary charts are shown here as an example. Updated charts for this year will be posted at www.speea.org.

2 SPEEA SPOTLITESEPTEMBER 2020

President Ryan Rule

Executive DirectorRay GoforthExecutive BoardMichelle Cooper Treasurer Shaunna Winton SecretaryMike Shea NW Regional VP Daniel Peters NW Regional VP Dan Nowlin NW Regional VP Keith Covert MW Regional VPSPEEA Council OfficersTony Hickerson ChairEmily Brent-Fulps TreasurerBen Blankley SecretaryMidwest Regional Council OfficersR Matthew Joyce ChairChris Streckfus TreasurerEmily Forest SecretaryNorthwest Regional Council OfficersJeffrey Forbes ChairMike Arrington TreasurerDoug Brazeal SecretarySPEEA PublicationsBill Dugovich Communications DirectorLori Dupuis Graphic Designer/Web DeveloperKaren McLean Publications EditorAmber Musselman Communications Support

[email protected] • www.speea.org

published monthly by:Society of Professional Engineering Employees

in Aerospace, IFPTE Local 2001, AFL-CIO, CLC 15205 52nd Ave. S • Seattle, WA 98188 • 206-433-0991

Reproduction rights reserved. No part of this publication may be reproduced without permission. When permission is granted, material

must be used in context and credit given to the SPEEA SPOTLITE.

Original articles and feedback are solicited.

Subscription rate: $2.00 per year. $2.00 of the annual membership dues is paid as a

year’s subscription to the SPEEA SPOTLITE.

POSTMASTER: Address changes to: The SPEEA SPOTLITE, 15205 52nd Ave. S, Seattle WA 98188.

Periodicals Postage Paid at Seattle, Washington

Volume 64, Number 9, September 2020 ISSN 0194-8687

SEATTLE HALL 15205 52nd Ave. S, Seattle, WA 98188

Mon-Thu, 8 a.m. to 5 p.m. • Fri, 8 a.m. to 4:30 p.m.Phone: 206-433-0991 • 1-800-325-0811

EVERETT HALL2414 106th St. SW, Everett, WA 98204

Mon-Fri, 8 a.m. to 4:30 p.m.Phone: 425-355-2883 • 1-800-325-0811

WICHITA HALL4621 E 47th St. S, Wichita, KS 67210

Mon-Thu, 8:30 a.m. to 5 p.m. • Fri, 8 a.m. to 4:30 p.m.Phone: 316-682-0262 • 1-800-325-0811continued on page 2

Members prefer safety of working from home during pandemicSPEEA members participating in the

union’s recent Workplace Accommodation Survey indicated a distinct preference to

work virtual from home but would like help with office equipment and f lexible schedules as the COVID-19 crisis continues. Launched Aug. 3 at the direction of the SPEEA Executive Board Communications Committee, the survey collected 220 responses from SPEEA members through the home email system. The survey closed Aug. 10. While not statistically accurate, results provide a basic “radar” check of workplace situations and preferences as of the beginning of August.

Key findings• The majority of members in the Northwest

and Midwest are working virtual from home either full-time or at home with lim-ited trips into the workplace.

• Some 130 respondents noted family responsibilities. Of these:

o 72% listed school age and/or young children at home.

o 54% listed caring for a parent or other family member.

• Help with childcare and the ability to flex work hours was noted as a need.

• Several members listed family members with health issues that bring added risk – compromised immune system due to cancer, multiple risk factors, etc.

• Until the pandemic subsides, members indicated a strong preference to staying out of the workplace. A full 68% of respondents rated working virtual from home or virtual with limited trips into the workplace for specific tasks as either their first or second choice.

• Desk chairs, larger or a second monitor, stand-up desks and other ergonomic accom-modations are the major need for members working from home. The ability to check out a desk chair or computer monitor was frequently mentioned in comments. Many also noted an internet allowance – much like cell phones – would be appreciated.

• People going into work want better enforcement of face-mask use and more frequent cleaning.

SPEEA is using the results to continue advocat-ing on behalf of members.

Boeing pension lump sum – 2020 vs. 2021Are you inter-

e s t e d i n t he Boeing Company

Employee Retirement Plan (BCERP) lump sum commencement option in the coming months? The following information can help you with plan-ning your timeline.

Conversion from monthly to lump sum

The IRS publishes seg-ment rates and mortality tables used to convert a monthly pension benefit into a lump sum of money.The segment rates are based on applicable average-duration, high-quality corporate bond yields (bonds rated AAA, AA, or A) published by the U.S. Treasury. Lower segment rates gen-erate larger lump sum benefits and higher seg-ment rates result in lower lump sums.

• Segment 1 - used to discount pension checks that would have been received within the first five years

• Segment 2 - used to discount pension checks that would have been received after five and before 20 years

• Segment 3 - used to discount pension checks that would have been received from years 20 onward.

While the segment rates are updated monthly, the BCERP must use IRC 417(e) segment rates from November the year prior to determine the lump-sum amounts.

6.0%

6.5%IRC 417(e) Segment Rates over time

4 5%

5.0%

5.5%

6.0%

3.5%

4.0%

4.5%

5.0%

2.0%

2.5%

3.0%

3.5%

0.5%

1.0%

1.5%

2.0%

0.0%

0.5%

Nov‐09 Nov‐10 Nov‐11 Nov‐12 Nov‐13 Nov‐14 Nov‐15 Nov‐16 Nov‐17 Nov‐18 Nov‐19

Segment 1 Segment 2 Segment 3Segment 1 Segment 2 Segment 3

President's Corner


INTERNATIONAL FEDERATION O F P R O F E S S I O N A L A N D TECHNICAL ENGINEERS

Telecommuting extends to end of year at SpiritWICHITA – Spirit AeroSystems recently

announced telecommuting will continue through the end of 2020.

The temporary telecommuting applies primarily to those working on the commercial program. Many working on the defense program still go to the Spirit worksite in Wichita.SPEEA reminds those at the worksite safety is every employee’s top priority. If lapses occur, report the lapse to your manager and also let SPEEA know through your Council Rep or email [email protected].

Boeing pension lump sum - Continued from page 2

Trying times as Boeing launches another study By Ryan Rule, SPEEA President

The COVID-19 crisis, 737 MAX issues and the loss of more than 2,600 co-workers to voluntary and involuntary

layoffs make the current times arguably the most difficult ever for aerospace professionals. If that wasn’t enough, The Boeing Company announced a study that includes consolidating the 787 line either in Everett or South Carolina. One thing I learned during previous terms as SPEEA president, serving on negotiation teams and just being an active union member is Boeing – along with Spirit AeroSystems and Triumph Composite Systems – is always studying some form of consolidation, work movement or outsourcing. It’s never comforting to learn the company is spending time and effort analyzing moving your job rather than spending that energy on making the best products. However, moving jobs away from SPEEA engineers and technical workers or the machinists – a combination that brought decades of success to Boeing – is very much a risky move. Now is not the time for Boeing to take risks.That’s not to say the workforce in North Charleston, South Carolina, is not up to the task of building great aerospace products. It took time, but today our hardworking Boeing co-workers there are just as concerned as we are about Boeing moving their work. One big difference is SPEEA members have a union advocating and fighting for our jobs as well as regularly meeting with senior management to

address issues, including ensuring the quality of our products. In North Charleston, employees are just individuals subject to the whim of local leadership. Without a strong employee voice in the workplace, bad decisions by management can have significant ramifications to the employees and the company.

Union advantagesAdvanced training through the Ed Wells Partnership – a joint SPEEA-Boeing initiative – is one of many negotiated benefits SPEEA achieved for members and what makes our workforce the world leader in aerospace. The Aerospace Competitive Economic Studies (ACES) by the Teal Group and commissioned by SPEEA and the IAM, rated Washington as the least-risky location to design and manufacture a new airplane. The study in 2018 and update in 2019 showed South Carolina has a long way to go before reaching the high level of Washington’s aerospace industry. Of course, there are people at Boeing who would rather not work with a unionized workforce. Those people will always be around. There are also people – including many in management – who recognize the value of a unionized workforce. They see the value of having a contract with employees that clearly sets out the parameters of employment and the processes used to deal with employees. With a contract comes a more standardized set of expectations

on both sides. These standards make it easier for the workforce to remain focused on the products, knowing the working environment will be more stable.

Questions and problemsSPEEA – and all unions – do an awful lot of work that should be done by the company. As just one example, ask any SPEEA officer, Council Rep, or staff Contract Administrator how much time they spend dealing with questions and problems caused by Boeing’s switch from TotalAccess to Worklife. Add to this the help provided to members with retention ratings and appeals, retirement seminars and general help navigating health-care issues and anyone with open eyes sees the advantages for employees and their company having a union-represented workforce. Boeing will continue to study site consolidation, work movement and outsourcing. We can be sure of that. But, during these times of multiple crises – be it COVID-19, the 737 MAX, workforce downsizing or reducing manufacturing rates – the smart move is to reduce every risk possible. That means sticking with what has and continues to work best. What has always worked best for Boeing is to give work to its experienced, legacy workforce in the Pacific Northwest and to our Midwest supplier Spirit AeroSystems. That’s what brings success to the company, employees and our customers.

Prof and Tech salary charts for 2020 .......................P4-6

Upgrade rights in SPEEA contracts .............................P6

SPEEA member wins award for industrial engineers .........................................................P7

Latest layoff notices at Boeing, Spirit AeroSystems ............................................................P7

Put your experience to work at Ed Wells ...................P8

The segment rates have all dropped sharply since March 2020 and are currently lower than they were November 2019.

This year vs. nextAs of July 2020, Segments 1, 2 and 3 are at their lowest point in the past 40 years. There is no guarantee the segment rates in November 2020 will be lower than November 2019. However, if interest rates stay where they are currently until November 2020 or even decrease more, individuals interested in the BCERP lump sum option should strongly consider delaying their commencement until Jan. 1, 2021, even if they terminate their employment in the fall of 2020. Since retiree medical and pension are separate benefits, an individual may terminate employ-ment in September 2020, enroll in retiree medical in November 2020, and delay pension commencement until January 2021.


Continued on page 5

By Matthew Kempf, CFP®, CEBS SPEEA Sr. Director of Compensation and Retirement

Salary charts for the Professional and Technical Bargaining Units at The Boeing Company will be posted at www.speea.

org by early September with updated 2020 sal-ary adjustments.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 last name.

About the online chartsSalary charts are available for every unique combination of bargaining unit, job family and occupation with 10 or more eligible individuals. In addition, each Skill Management Code (SMC) with 25 or more individuals eligible for the salary exercise has its own salary chart.

Promotional and Out-Of-SequenceSalary adjustments since the 2019 annual salary review and prior to the 2020 salary review are summarized on the next page. 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.To account for f luctuations 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 Dec. 31 of the prior calendar year and in the unit on both the fund computation date (Dec. 31) and on the increase effective date (March 13). For both units, the rate of promo-tions has decreased from the peak in 2015.

Lump Sum Award & Salary Adjustment Fund

The Prof and Tech units each have a 2020 Salary Adjustment Fund percentage of 3%, which is split between a Guaranteed Wage Increase of 2% and a Selective Salary Increase pool of 1%. The Prof and Tech units also have an additional Lump Sum Award percentage of 2%.

1,400

1,600

SPEEA‐Represented Professional Unit by 2020 Salary and Level

800

1,000

1,200

1,400ep

resented

Employees

200

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t of S

PEEA

Rep

resen

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< $70k $70 ‐$79k

$80 ‐$89k

$90 ‐$99k

$100 ‐$109k

$110 ‐$119k

$120 ‐$129k

$130 ‐$139k

$140 ‐$149k

$150 ‐$159k

$160 ‐$169k

$170 ‐$179k

$180 ‐$189k

$190 ‐$199k

$200 ‐$209k

$210 ‐$219k

$220 ‐$229k

$230 ‐$239k

> $240k

Cou

Base Salary

Level 1 Level 2 Level 3 Level 4 Level 5 Level 6

Levels Count Ave. Age Ave. Service Ave. Salary Lower 10% Median Upper 10%Level 1 963 25.8 1.4 $80,122 $75,264 $80,340 $84,460Level 2 1,488 31.5 4.9 $92,757 $85,281 $92,003 $101,644

Base Salary

Level 1 Level 2 Level 3 Level 4 Level 5 Level 6

, , , , ,Level 3 3,763 41.5 12.1 $117,823 $105,253 $117,046 $131,548Level 4 4,405 50.4 20.1 $151,737 $135,100 $151,250 $169,266Level 5 1,983 56.4 27.3 $188,926 $169,811 $188,102 $209,648Level 6 186 59.6 30.5 $226,139 $207,328 $223,496 $246,730Total 12,788 44.8 15.8 $136,350

900

1000

SPEEA‐Represented Technical Unit by 2020 Base Salary and Level

600

700

800

900

1000

ted Em

ploy

ees

300

400

500

600

ount of SPE

EA Rep

resented

Emp

0

100

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< $60k $60 ‐ $69k $70 ‐ $79k $80 ‐ $89k $90 ‐ $99k $100 ‐ $109k$110 ‐ $119k$120 ‐ $129k$130 ‐ $139k$140 ‐ $149k > $150k

Coun

t of S

Levels Count Average Age Aveerage Service Average Salary Lower 10% Median Upper 10%$ $ $ $

0< $60k $60 ‐ $69k $70 ‐ $79k $80 ‐ $89k $90 ‐ $99k $100 ‐ $109k$110 ‐ $119k$120 ‐ $129k$130 ‐ $139k$140 ‐ $149k > $150k

Base Salary

Level 1 Level 2 Level 3 Level 4 Level 5

Level 1 95 27.9 1.6 $67,006 $58,365 $67,848 $71,114Level 2 382 38.3 6.2 $75,614 $66,240 $74,625 $86,818Level 3 2,157 49.8 15.6 $97,501 $84,875 $97,500 $110,609Level 4 1,754 53.6 22.4 $120,834 $105,951 $120,664 $135,286Level 5 337 55.9 28.1 $142,312 $127,717 $141,720 $158,810Total 4,725 50.3 18.0 $106,976

Special section: SPEEA-Boeing Prof and Tech Salary Charts 2020

Prof and Tech Salary Prof and Tech Salary Charts for 2020Charts for 2020


Bargaining Unit Count of Individuals

Average Old Base Salary

Average New Base Salary

OOS Dollars Spent

OOS As % of old base*

# of OOS

Avg OOS incr.

Prof 12,788 $132,378 $136,350 $11,652,792 0.698% 1,272 $9,161

Tech 4,725 $103,358 $106,976 $2,268,509 0.446% 383 $5,923

Because Boeing spent less than 0.5% was spent on the Technical Bargaining Unit, an additional $274,300 (.054%) was added to the Technical Unit Salary Review Funds.

Note: The figures shown here reflect data for individuals eligible for the salary exercise.

Spirit AeroSystems salary chartsSalary charts for the Wichita Technical and Professional Unit (WTPU) and Wichita Engineering Unit (WEU) at Spirit AeroSystems will be published after salary adjustment data becomes available. “Salary adjustments took effect in July with retroactive increases to be reflected in the Sept. 17 paychecks.

Prof Unit Count Promo Prof OOS Prof Promotions Out‐of‐Sequence Raises Count of Tech2020 12788 1070 202 84 16 2020 47252019 12478 1083 96 87 8 2019 48532018 12299 977 391 79 32 2018 4847

Prof

2017 13300 998 10 75 1 2017 54852016 14192 1205 149 85 10 2016 60742015 14811 1357 279 92 19 2015 64812014 15542 1327 124 85 8 2014 69122013 15686 1006 55 64 4 2013 73732013 15686 1006 55 64 4 2013 7373

Graph 1: Professional Unit History of Promotions and Out of Sequence Raises

1100

120

e

Graph 1: Professional Unit History of Promotions and Out‐of‐Sequence Raises

40

60

80

100

Per 1

,000

Eligible

2020 2019 2018 2017 2016 2015 2014 2013‐

20

40

60

Per 1

,

2020 2019 2018 2017 2016 2015 2014 2013Out‐of‐Sequence Raises 16 8 32 1 10 19 8 4 Promotions 84 87 79 75 85 92 85 64

‐

Graph 2: Technical Unit History of Promotions and Out‐of‐Sequence Raises

80

100

120

le

Graph 2: Technical Unit History of Promotions and Out‐of‐Sequence Raises

40

60

80

Per 1

,000

Eligible

2020 2019 2018 2017 2016 2015 2014 2013Out of Sequence Raises 8 9 39 22 22 25 22 14

‐

20

40 Per 1

2020 2019 2018 2017 2016 2015 2014 2013Out‐of‐Sequence Raises 8 9 39 22 22 25 22 14 Promotions 73 51 53 56 80 83 81 64

‐

An eight-year history of the frequency of Promotions and Out-Of-Sequence raises for those in the Prof Unit is in Graph 1.

An eight-year history of the frequency of Promotions and Out-Of-Sequence raises for those in the Tech Unit is in Graph 2.

Continued from page 4

Continued on page 6

Compa-RatioThe 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. Conversely, a Compa-Ratio less than “1.0” shows salary is less than the SRT median.

Compa-Ratios play an important role in helping to determine an employee’s base salary increase. If all other things were the same, an employee with a lower Compa-Ratio will receive a higher raise than a similarly situated employee with a higher Compa-Ratio. Graph 4 on the next page illustrates the relationship between average raise and average Compa-Ratio for the two units.

Employees in the Tech Unit received an additional $274,300 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. Boeing spent more than the 0.5% on the Professional Unit. Additionally, the settlement of the intern grievance added an $2,178,361 to

the Tech Unit Salary Review Funds.

Salary Reference TablesSalary Reference Tables (SRTs) are built by Boeing for each job, occupation and level. They are adjusted annually based on market and business conditions. The SRT minimum is 70% of the SRT midpoint and the SRT high is 125% of the SRT midpoint.

SPEEA-Boeing Salary Charts

www.speea.org Drop-down menu: Member

Tools/Salary Charts


2.0% to 2.4% 2.5% to 2.9% 3.0% to 3.4% 3.5% to 3.9% 4.0% to 4.4% 4.5% to 4.9% >5.0%Prof Unit 10.5% 36.2% 39.4% 9.6% 2.6% 1.3% 0.4%Tech Unit 5.4% 13.5% 22.8% 37.2% 13.6% 4.0% 3.4%

0.0%

5.0%

10.0%

15.0%

20.0%

25.0%

30.0%

35.0%

40.0%

45.0%

Percen

t of U

nit

Graph 3: Distribution of 2020 Raises

4.5%

5.0%

Graph 4: 2020 Average Raise by Compa‐Ratio (Before Raise)

3.5%

4.0%

4.5%

verage Raise

<0.85 0.85‐0 90

0.90‐0 9

0.95‐00

1.00‐0

1.05‐0

1.10‐ 1.15‐20

1.20‐2 >1.25

2.5%

3.0%

3.5%

Averag

<0.85 0.85‐0.90

0.90‐0.95

0.95‐1.00

1.00‐1.05

1.05‐1.10

1.10‐1.15

1.15‐1.20

1.20‐1.25 >1.25

Prof Unit 4.0% 3.4% 3.2% 3.2% 3.0% 3.0% 3.0% 2.7% 2.8% 2.8%Tech Unit 4.5% 3.9% 3.7% 3.6% 3.6% 3.7% 3.7% 3.4% 3.3% 3.4%

2.5%

Compa‐Ratio GroupingCompa‐Ratio Grouping

Profs and Techs

Upgrade rights in SPEEA contractsIf you think you are improperly classified

for the work you are currently doing, the SPEEA-Boeing Prof and Tech contracts

outline a process to ‘challenge’ your current classification.The process starts with the employee seeking resolution with his/her first-line manager. If the issue is not resolved, the employee has an appeal process, noted in Article 22.5 of the SPEEA Prof and Tech contracts. Documentation and research are important factors to pursue an upgrade.

Tools to prepare for a classification ‘challenge’

• Salaried Job Classification (SJC) descriptions and level guides

• Salaried Employee Classification Worksheet (SECW)

• Documentation of your work/responsi-bilities for the previous 12 months

Learn more about the process at www.speea.org (drop-down menu: Member Tools/Career Information). Contact a contract administrator for more information. Their contact information is also online (drop-down menu: Contact Us/SPEEA staff).

Special section: SPEEA-Boeing Prof and Tech Salary Charts 2020

Graph 3 shows the distribution of the salary adjustment for SPEEA Prof and Tech Bargaining Units at Boeing.

Graph 4 on the next page illustrates the relationship between average raise and average Compa-Ratio for the two units.


Boeing Commercial Airplanes

SPEEA member wins award for industrial engineersBy Karen McLean SPEEA Publications Editor

EVERETT – Congratulations to Brandon Pittaway, an Industrial Engineer (IE) who won a Boeing Commercial Airplanes

(BCA) IE Achievement Award for summer 2020. “It blows my mind to have that honor,” he said. “I didn’t even know I had been nominated until I was selected.” He was nominated anonymously by a peer for the summer quarter.Pittaway, a SPEEA member, started as a final assembly scheduler for engine hang and faring installation for the 777 Final Assembly, then worked in functional test prior to his current role as lead IE in Final Body Join on the 777 legacy line.He accomplished that in less than two years. “I love learning new things and serving my team – helping to develop them and making sure they’re doing alright.” The award recognized his accomplishments, including:

• Led scheduling and crew cycling improvement efforts that contributed to an operating cost savings of more than 1,500 hours per unit

• Implemented operational milestone Key Performance Indicators which enabled a 3-hour reduction to Line Recycle (which refers to every time a plane moves to final assembly)

• Established a cross-functional group including Operations, Tooling, Factory Support Collaboration Center (FSCC) and leadership to review and investigate missed Day 1 jobs.

“What I love about my role is working together to solve issues. I can’t do it by myself. Working with various engineering groups and the shop, you work together to build a product to trans-port people from one side of the world to anoth-er. The scope and the scale blow my mind,” he said, adding, “what I love most is working

with a diverse group of people. I am so grateful.”

About his work Final Body Join has been called the ‘heartbeat’ of the factory for the 777 legacy main line. That’s where the FWD and AFT parts of the plane connect with the MID section. In a four-day cycle, the various specialized teams connect the pieces together structurally and systemically, he said. While others connect and install the pieces together, including hydraulics, wiring and cabling for flight controls, Pittaway leads a five-person team of IEs collecting data and input, analyzing and collaborating on how to improve the workflow productivity and quality. “I love every second of it,” he said. “Part of my role is to help with recovery planning – incorporating processes that are important to prevent the line from falling behind.”On bigger projects, he’s reporting key data to executive leaders. He’s also working with nearly every other engineering expert, including mechanical, design and production engineers. “We’re getting everyone to work together, not just on the shop floor, but everyone.”He's taking classes through the Learning Together Program at Boeing to earn a graduate certif icate in computer science with an emphasis on software design and development. Automating processes, such as data dashboards, are one of his areas of focus to gain efficiency. Growing up, he was drawn to business as much as engineering. For a senior project in high school, he job-shadowed a health care executive who showed him the value of building teams through leadership skills. Having exceled at math, especially in high school, Pittaway decided to pursue a technical path at the University of Washington. He chose industrial engineering because of the way IEs collaborate

with other fields of engineering to “optimize production and increase efficiency and quality,” he said. “I knew that would be a good fit for me.”

Why SPEEAPittaway sees the difference SPEEA makes, with contract benefits, for example, including technical and professional development through Ed Wells Partnership and outreach related to Science, Technology, Engineering and Math (STEM). That contributes to the company’s success.“I see the union as very important. There is an agreement, a partnership with the company to support having a strong technical workforce to do amazing work,” he said. “There is also camaraderie – we’re always going to be there to work with each other.” He also appreciates other benefits of SPEEA, such as overtime pay when necessary. “I appreciate being compensated for the extra work required to get the job done the right way,” he said. “I also appreciate the ability to vote on contracts.”

Update on latest layoff notices at Boeing, Spirit AeroSystems The Boeing Company and Spirit

AeroSystems i s sued add it iona l involuntary layoff notices to SPEEA-

represented employees July 31.• The Boeing Comapny – In the Puget

Sound region, Boeing issued 148 notices of intent to layoff and another eight notices to employees in Oregon. The layoff effective date is Oct. 2. These additions bring the total of SPEEA-represented layoffs - involuntary and voluntary - to about 2,660.

• Spirit AeroSystems – In Wichita, Spirit issued a total of 26 new layoff notices to employees in the Wichita Engineering Unit (WEU) and Wichita Technical and Professional Unit (WTPU). Added to the 12 SPEEA-represented employees who received involuntary layoff notices in May but were assigned to a special ventilator project, Spirit has now issued 38 notices to employees in SPEEA bargaining units with planned exits between Sept. 4 and Sept. 29. A total of 15 represented employees also applied for voluntary layoff.

SPEEA Contract Administrators continue to review the layoff information provided by Boeing and Spirit to ensure accuracy and com-pliance with union contracts.Workplace Council Representatives and SPEEA Contract Administrators are available to answer members’ questions. The SPEEA website is being regularly updat-ed with information to assist members. Go to www.speea.org (drop-down menu: Member Tools/Layoff Information).

SPEEA member Brandon Pittaway won the Boeing Commercial Airplanes (BCA) Industrial Engineer (IE) Achievement Award for Summer Quarter. A peer nominated Pittaway, who is lead IE in Final Body Join on the 777 legacy line.

Society of Professional Engineering Employees in Aerospace, IFPTE Local 2001, AFL-CIO, CLC15205 52nd Ave. S • Seattle, WA 98188

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Put your experience to work at Ed WellsBy Jerry DiLeonardo SPEEA co-director, Ed Wells Partnership

The cadre of rotationa l Program Administrators (PA) make up the engine at the Ed Wells Partnership. When you

are taking an Ed Wells class, chances are good one of these folks took the idea of that class and turned it into a career development opportunity for the SPEEA-represented population. The Ed Wells Partnership has positions for six or seven rotational PAs. These PAs come from the Prof and Tech bargaining units on two-year rota-tions, eventually returning to their former or other related position at the end of their rotation. The typical PA is an experienced unit member with a passion for helping others develop their careers.From those who are in the middle of their career to those who are nearing retirement, a rotation at the partnership has a lot to offer. Being able to connect with Boeing Subject Matter Expert instructors to broaden your network, enhancing your teaming/project management skills and helping develop the generation of engineers coming behind you, are all aspects of the job you may find rewarding.Holly Bauermeister, a Lead Certification engineer and Federal Aviation Administration (FAA) designee, joined Ed Wells for a rotational assignment for two reasons. “I wanted to be able to devote more time to mentoring other women engineers on technical career paths,” she said. “Also, I want to bring more certification and safety related offerings to Ed Wells.”Kelly MacDicken, a former PA who now works directly for Ed Wells, already worked in training

when she left Flight Test Instrumentation. “I had been involved in Test and Evaluation University where I was part of the training steering team.” She signed on with Ed Wells for the two-year rotation, then applied for the full-time opening last year.“The Ed Wells team is fun, highly motivated and generous,” she said. “It was the best surprise in coming here and is the reason I applied to stay after my rotation was over.”Co-workers’ expertise and passion appealed to David Topping, an Associate Technical Fellow (ATF) engineer in Global Fleet Care, Fleet Management. “As a member of the Technical Fellowship, I thought I had a good idea of the technical depth and breadth of technical knowledge of my colleagues. Not only is there great depth and breadth of technical and professional knowledge and experience at Ed Wells, there is an amazing level of passion among Ed Wells instructors to share what they know.” That would apply to Francis Garcia-Fritts who is finishing a PA assignment and will return to Customer Engineering at the end of this year. “I love learning and have taken many classes from Ed Wells over the years. I felt I wanted to pay it forward,” Garcia-Fritts said. What was

most rewarding? “Being able to develop a class from scratch and then teach that same class.”Typically, two to three rotational opportunities open each year. The positions are advertised in the “About Us” page of the Ed Wells Partnership website (edwells.web.boeing.com) on the Boeing intranet and our bi-weekly email all SPEEA-represented employees receive.If you think you are the right person for this type of assignment, I encourage you to keep an eye out for an opening and apply.Ed Wells rotational assignments can either enhance or a be a capstone to your career.For Topping, the PA rotation served as a capstone – to share his knowledge before he retired in March. “I got so much more out of this experience than I ever thought I would.”

Ed Wells Partnership program administrators are shown here in 2019 at the Museum of Flight for the annual recognition event for Ed Wells instructors.

march 1, 2019 salary review for speea professional unit ... · chart #5a min mkt ref high mkt level...

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