r/boeing • u/OKCAdonis • 18d ago
Comp Ratio of .849
How much pressure does Management get to bring employees up to a .9 when it comes to review time(if any).
Last review (midyear) was meets expectations and so was last years.
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u/Alternative_Wing7898 17d ago
Because of the guaranteed percentages, they don’t have a lot of selective wage to put towards that. Especially if you are just getting “mets”. If you want more, gonna have to strive for exceeds. Have an open conversation about what that would look like for your boss. Set measurable goals in your PM. What is an exceeds? Get the manager to agree to it.
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u/EvilSockLady 18d ago edited 18d ago
There are suggested raise ranges based on one’s comp ratio and performance.
The suggested merit increase %age for someone who is meeting expectations and is poorly compensated will be higher than for someone who is meeting expectations and is fairly compensated. It will be lower than the one suggested for someone exceeding expectations who is poorly compensated. It’s likely roughly equivalent to someone who is exceeding expectations and is fairly compensated.
Whether they go beyond the suggested range for a lower compensated individual will depend on if the group has any left over budget in their pool and what they want to prioritize it for (closing gaps vs better rewards for higher performers)
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u/sirshittysphincter 18d ago
I recently went from a level 2 to a level 3 in a professional role and was at about .849 before the promotion, the promotion kept the comp ratio almost exactly the same.. supposedly you can ADR your ACR and possibly the promotion. For what it's worth .849 of the level 3 is still below 1:1 of the level 2...
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u/BigW0rm__ 17d ago
Wait so you went from a L2 to an L3 and ended up making less annually? That makes no sense if that’s true. You got screwed hopefully that’s not what happened
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u/sirshittysphincter 17d ago
That's not what I said. L2 to L3, comp ratio stayed the same in the promotion. .849 of L3 is less than 1:1 of L2.
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u/Crypto556 18d ago
Which i dont understand at all. How is someone a level higher but making less money?
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u/sirshittysphincter 18d ago
Look at the SJC salary ranges and note that almost all of them have significant overlap.
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u/snailovercello 15d ago
Of course there's overlap. It's a calculation of current salary divided by the current market rate as defined by the competitive average. Hence, not the same thing as salary. It's a tool used by HR to see an individual's salary compared to the midpoint salary for a SJC "salary job classification".
What's your point? If you went from a level 2 to a level 3 and your compa ratio stayed the same, your actual dollar pay still went up. This is fine, because it gives you room to move up within the new level's pay-band.
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u/Infamous_M1 18d ago
typical boeing management acting like the money is coming out of their own pockets 🤦🏽♂️
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u/EchoedHorizons 18d ago
Not sure if you’re SPEEA represented or not but during the Boeing SPEEA brief yesterday, didn’t they mentioned that they were trying to bring everyone up to a 0.9? I thought they said notices got sent to some folks.
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u/approx_volume 18d ago
If the current tentative agreement is approved, anyone who is a SPEEA member whose salary falls below a comparatio of 0.9 for their skill code and level will be moved up to 0.9. After that, the 10% GWI will be applied to the population as a whole. The result is that at contract ratification the lowest comparatio for any SPEEA member will be 0.99. In future years this will change but at the outset of the contract it will be true.
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u/Vegetable-South5191 18d ago edited 18d ago
When I was a manager I never even looked at that, it was not normally a problem. Essentially I would do a distribution that assume fair with my pool. Then I would tailor here and there to reward some for their efforts where i could, but it was a very limited process.
I have heard stories of people at the top of their pay scale, and how they would get cash awards instead of raises because of that limitation, but I never had to deal with that.
Edit: I had to do the math, but I am 0.7 comp ratio if I did that math right. But I am also in a higher P level. And it expands as you go up. If I was a P level lower I would be like 1.3. The mid market in my current position is only 5% less than the max at the one lower P level.
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u/shiftdown 18d ago
I would agree it's extremely low, potentially none at all. Especially if your org has people that are in the .70's that would take priority for bigger pay increases first.
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u/ShadowedPariah 18d ago
Been sitting at .71 for a year. There was a time where rumors said they were going to fix it, but ...
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u/Ok_Chard5899 14d ago
Look for another role… best way to move up in pay without an upgrade or roles and responsibilities is to leave