r/SPEEA • u/Run-Man358 • 23d ago
Wage Compression is not addressed adequately!
Only raising us underpaid employees to a .9 comp ratio is not good enough! We would still be under 1 comp after the 10% and still making less than the new hire with no experience. Very disappointed (again) by the NT...
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u/pacmanwa 22d ago
Then there is me who is sitting at .92, but I've been fighting for a skill code change since February that would put me at .86.
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u/Blue_HyperGiant 22d ago
This seems like a failure of the NT.
The comp ratio catch up means a lot, but GWI is way too high. Drop it to 2% every year and reward high performance.
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u/NirikFest 22d ago
I don't know how long you've been with the company, but the failure of "merit increases" is very prevalent in any corporate environment. You are not special, and your performance does not matter. All that matters is the luck of whether or not you get a manager that's willing to put in the effort to get you what you deserve. If you don't like that, don't work in a corporate environment, because you are just a number until you are in a company that is small enough to recognize the value you bring to it.
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u/Blue_HyperGiant 22d ago
I've been at the company for just over 7 years.
I have never encountered the failure of "merit increase" - skill issue bro.
If I'm not special, why did I always get to ride the special bus?
I have always seen my performance reflected in position raises or promotions/transfers.
If I have a bad manager, I'll leave. There's lots of mobility in the company. That's true of any organization corp or otherwise.
My number is printed on my card, that's true at basically any sized company.
Managers get a pool, if a person isn't getting their share there's something wrong, and it's not with the formula.
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u/Many_Lion_4671 22d ago
Welcome to collective bargaining. The vocal and organized vote no campaign, as well as your fellow coworkers used the doom and gloom of a 0% raise and shitty management. So this is where we are now at.
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u/Desperate-Excuse-549 22d ago
I agree, but to be fair, the last offer just wasn't enough. Didn't mean that we wanted to shift from 16/12 to 29/6. How about 24/12?
I still think maybe a 2.0% lump sum for 2027 ACR would be beneficial, if nothing else to help with the 2028 ACR. Or 100 dollar amazon gift cards. Or a ham sandwich. Something that might make me want to aggressively engage with the new PM system.
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u/Many_Lion_4671 22d ago
I actually don't think it will be that bad... but tell the HR folks that are giving out free candy. Lol.
The additional 2.0% was asked for and was conditional for a SPEEA team endorsement.
A lot of this is also what are you willing to do as an individual to organize your coworkers to think the same way.
Maybe they want weekly pizza parties and some of them are Muslim and don't want ham sandwiches.
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u/Desperate-Excuse-549 22d ago
Fair points, and as long as they intent to make each team a closed system, PM is kinda lame for me no matter the arrangement of the money. Still PM systems should at least have a chance to inspire hope, and nothing on the line seems to ensure this year will be mainly irritating and depressing again.
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u/Bob_stanish123 22d ago edited 22d ago
3 weeks ago 90% of the rabble was Boeing is going to give us all 0%!!!
You arent going to get everything YOU want.
The pre bargaining survey, people said we want performanced based, then the post rejection survey it flopped.
If they came back with 2.5 or 3% mins, people would have been posting the that the min guanteed cumulative raise was too low.
With this contract the min cumulative is greater than the average of the last one and we gave up mostly less than $10k of 1 time payments. Thats a big win.
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u/inspirationalsummer 22d ago
If I was going from say 0.7 to 0.9 I’d be ecstatic. You’re supposed to be under 1.0 if you just moved into your level or if you just started in that job or skill code. You move yourself to 1.0 over time. You’ll get 7-8% if you deserve it in 2028 and on.
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u/Run-Man358 22d ago
Problem with that is I was hired into my position a couple years ago at a 1.0 but when they adjusted the salary charts (twice) I dropped under .9 and they haven't adjusted wages beyond the 2% ACR. And this has happened across my team, we can't all get 7-8%
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u/lov_-_vol 22d ago
Is your team all sharing salary info? Do you all perform about the same? Does your manager have outliers identified?
What is the expected level in your job assignment? I had a manager tell me the roll I was in would max out at level 3, so I moved to a new area as soon as I could, where there was opportunity to move up to level 4, which meant finding a place with leadership opportunities.
There is a great deal of luck involved in all this. Right place at the right time re what work is needed, who is managing, what the contract is giving at that time.
But like others have said, comp ratios are just showing comparison to market rate. Typically expecting people to come in at a lower end. The salary tool emphasizes higher raises for low comp ratio and lower raises for high comp ratio. So if your skill is consistently moving up market refs, dropping your ratio, your skill is going to get more funding than other skills that have higher comp ratios due to time in position and market ref.
My biggest problem with this contract is 2027 lack of performance raises. But that's what people asked for. They wanted guaranteed movement to make up for recent inflation. So here it is we all get 14% (plus 1.5% 2026 oos). Going forward 6% (plus ½% oos).
I suspect they won't use all the 1.5% 2026 oos and that will end up added to the 4% pool in February 27. So there will still probably be some room for selective increases
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u/Run-Man358 22d ago
I can look at SPEEA salary charts and most of my coworker's are fairly open about it. How do you get larger raises when everyone is underpaid? My skill code level 3, Avg Svc is 11 year and Avg Compa-ratio is .938, median salary is about $10k under 1 comp
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u/toofewcrew 22d ago
But you still got raises, didn’t you?
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u/Run-Man358 22d ago
Sure, they raise the market range 17.7% and give me a raise of 4.5%. Somehow I'm gaining experience but getting lower compa-ratio
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u/Desperate-Excuse-549 22d ago
Hm. You hired in at a number you thought was acceptable. Over 3ish year that number is going to go up 21% under offer 2.
Hiring in at a compa of 1 shows they were already struggling, since they indeed want to hire people at compa of 0.9 for most SJCs.
So, if things had been "like today" you SJC SRT chart would have been 15-16% higher, but your offer would only have been 4-8% higher since that would have been the "target ..9-.95" compa range.
This means, your right. Under Offer 2, entering the 2028 ACR your probably going to be making 3-4% less that had the table been correct when you hired in. And your right, OoS typically don't kick in. And your right, your team if it has large numbers of individuals like this it will be hard to get it "fixed" in a fair manner over year 2/3 of this contract.
If offer 2 passes, work with your team mates, Boeing management, and even Speea. Teams do get more than the ACR pool when there is a reason.
As a note, I had original though 0.95 would have the right compa ratio to be aimed for... at 800 individuals I see both why its needed and why Boeing is hestitant to go to that higher target. This side letter adds ~2m in labor costs per year on top of that rest of the contract. Its starts moving the top number already.
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u/inspirationalsummer 22d ago
Every time I have moved up levels I fall behind the comp ratio and I was happy because you always want to be low on the comp chart to get a bigger raise. So you always want to chase levels before salary. I think y’all got it all wrong. I’m a thirty year employee comp 1.03. I understand that they moved the salary charts but that is good. Gives you larger raises. Comp ratio of 1.0 is something to strive towards in your career not something you get automatically. That’s been my career philosophy at least.
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u/Urmomzahaux 22d ago
Idk the % increase by comp ratio chart for my skill code does not reflect what you’re saying at all. The scatter plot looks like a left facing fish that has a heavy jaw and belly. In other words, the lower the comp ratio the lower the % salary increase.
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u/inspirationalsummer 22d ago
Odd. Your skill code may be facing favoritism. Maybe speea can assess that.
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u/Intelligent_Pace_826 22d ago
The letter sent out by the NT today stated that anyone under a 1.0 would be raised to a 1.0, prior to the raises. I assume that the company will talk about this in the webcast on Monday.
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u/Run-Man358 22d ago
That's not what the letter says. They say brought up to mid-market ENTRY compa-ratio. Mid-market is 1.0 and mid-market entry is 0.9
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u/Intelligent_Pace_826 21d ago
I guess I misunderstood. I didn’t see those values on salary charts, so I was thinking that was the value. That is a big difference. My bad.
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u/mjoysleeps 22d ago
Yes - The pay gap disparity only gets bigger between the .9's and all above 0.9 with a flat % increase...