What the 2026 Offer Is Worth to You — interactive

Live version of the printable worksheet. Pick your Prof skill code and level for your exact market reference and promotion odds; everything recalculates as you type. Prof unit only — Tech's post-2026 fund percentages are not yet confirmed, so this tool does not cover Tech.

Independent member analysis — not an official SPEEA or Boeing document, and not voting advice. Data: Feb 20, 2026 salary review, individual-level, 168 skill codes (114 Prof, 54 Tech), 14,060 people with reconstructed compa-ratios. Where your specific code has enough measured data, this tool uses it directly (marked MEASURED); otherwise it falls back to a unit-wide pooled average (POOLED). See the footer for full sourcing and open items.
Which method should model your raise?
Both methods use the same contract fund percentages — they differ in whether your compa-ratio changes the dollar amount you get. Pick one; the whole tool below recalculates from it.
How confident should you be in each number?
MEASURED Contract text, Boeing's published figures, or individual-level Feb 2026 salary data. Applies to all of Part A, B1 (market reference), and Part D (promotion odds). Treat as close to certain.
MODELED Inferred from that same Feb 2026 data — but that data reflects the old single-fund contract. Applies to B3a (your rating's multiplier) and B3b (compa adjustment). A reasoned estimate of how the mechanism behaves, not a confirmed rule for 2027–2030.
ASSUMED A forward construction with nothing to measure against — the PFM did not exist before this contract, so no chart could show how it behaves. Applies to B4 (PFM share). Grounded in Art. 11.7's text, not confirmed by Boeing.
Before you trust C6: forced distribution of ratings is banned under this contract (Art. 4.5), so the rating distribution Table 3 was built from may not hold going forward — managers could rate more generously or more conservatively than Feb 2026 history suggests. And your own rating-score guess (S) is the input most likely to be optimistic; try it two points lower and watch how much C6 moves — for most people it moves more than compa-ratio does. Treat C6 as the center of a plausible range, not a guarantee — check it against Table 7's spread for your score before relying on it.
Technical unit members: the fund percentages are the same as Prof's, but Tech's own Feb 2026 data showed zero pay variation to model a rating scale from — every one of 2,868 Tech individuals received exactly the same 2.0% floor, with nothing left over to differentiate by performance or market position. This tool's own method still lets you pick Technical below, using Prof's rating curve with a "borrowed" disclosure since there's no Tech-specific alternative — but SPEEA's own method, which never depended on compa-ratio in the first place, is arguably the more honest fit for Tech precisely because it matches how Tech's pay has actually behaved historically. Try both and compare.
PART A · Cash after ratification same for everyone, whatever your rating
A1
Your current annual base salary
A2
Ratification raise — A1 × 0.03Joins your base, not a lump sum
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A3
Retro lump — A2 × 183/365Fixed: Feb 20, 2026 to Aug 22, 2026 ratification, 183 days
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A4
2025 incentive bump — A1 × 0.0655 × 0.40Fixed formula for all Prof employees: the 2025 EIP paid 6.55% of eligible earnings at the 131% company score; the offer adds 40% on top
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A5
2026 incentive bump — A1 × 0.02Paid spring 2027, at a 100% company score
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A6
Gross one-time cash = A3 + A4 + A5
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A7
Filing status → combined marginal rateFederal + FICA, from your taxable income
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A8
Net one-time cash = A6 × (1 − A7)
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A9
RSU grant — 40 units × share priceNot cash now — see A10/A11
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A10
First vest, 2027 — A9 ÷ 3Then again in 2028 and 2029
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A11
Net of tax at each vest — A10 × (1 − A7)
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RSUs vest in thirds in 2027/28/29, taxed as ordinary income at each vest, forfeited if you leave first — except qualifying retirement (55+/10 yrs or 62+/1 yr, ~6 months' notice), layoff with a signed release, or death/disability. All of Part A requires ratification by 11:59 PM Aug 21 2026.
PART B · What drives your raise your rating first, your market position second
Your bargaining unit
B1
Your skill codeSearch by code or job title
Your levelOnly levels with published data for this code are shown
Market reference (B1)
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B2
Your compa-ratio = A1 ÷ B1
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S
Your rating score4 years, 1=Did Not Meet 2=Met 3=Exceeded. Add them up: 4 to 12. Assuming a perfect 12 flatters your own answer — 8–10 is the honest range for most people
9
B3a
Merit multiplier for that score MODELEDInferred from Feb 2026 raises under the old contract — see the panel above
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B3b
Compa adjustment for your code and band
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B3
Your merit share = B3a × B3b
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B4
Your PFM factor ASSUMEDThe PFM didn't exist in Feb 2026 — this is a modeled allocation, not a measurement. Live in the Part C table, not shown as a separate line here
see Part C ↓
Compa bands and the merit-share table are read live from your chosen code where we have 30+ reliably-measured individuals in that band; otherwise from the Prof-wide pooled average. Both are shown at the source line above. Market references are assumed to rise 3%/year over the term — the same fixed assumption the printable worksheet uses internally to build its tables, not a control you can move here either.
Why this might not match SPEEA's own calculator

  • Their tool's dollar output does not depend on your compa-ratio at all. Three test cases with compa-ratios of 0.88, 1.10, and 1.34 (different salaries, different skill codes) all returned the exact same 29.4131% four-year total. Compa-ratio only drives a one-line comment in their tool ("you may receive average selective funds…"), never a formula.
  • At their "Typical" settings the pool math agrees almost exactly — their 29.41% matches this tool's pool-average baseline of 29.4%, a good cross-check between two independently-built tools.
  • Their "Inflation" scenario does nothing when "Individual Performance" is left at Typical — a structural quirk of how their formula is built (the two terms cancel algebraically), confirmed by testing it directly rather than reading the formula alone. Try it: set your rating score to 8 under "SPEEA's own method" and move the CPI floor slider — the total won't move.

PART C · Your base salary through the contract the true year-by-year simulation, not a 2-rate approximation
C0
Your chosen CPI floorAny value 0–3%. See the actual ten-year history below before picking one
2.5%
What the CPI floor has actually been — Q3 CPI-W, the measurement year that sets the following March's floor:
Ten-year average after the 3% cap: 2.2%. Excluding the 2021–22 COVID surge, the other eight years averaged 2.1%, median 2.25%. Q3 2026 — which sets the March 2027 floor — was tracking above 3% at mid-year.
YearCompa-ratioMerit sharePFM shareRateBase salary
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Your total base gain (C6)
29.4%
Pool average, no P/OOS
31.9%
SPEEA headline (bundles P/OOS)
PART D · Promotion and out-of-sequence the odds, not the average — for your exact code and level
D1
Your chance of a reclass/OOS in any one year
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D2
Your chance of receiving nothing across all four years
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D3
Expected total across the termAn average across everyone at your level and code, not a forecast for you
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Rates are 2026 actuals for your chosen code, applied as four independent annual draws. New in this contract: a $3,500 minimum promotion increase.