A1
Your current annual base salary
A2
Immediate raise — A1 × 0.10, starting October 16, 2026The full raise applies starting 2027 (see Part C below). No back pay for earlier in 2026
—
This is salary, not a bonus. Your paychecks from Oct 16 to Dec 31 (77 days) simply use the new, higher ratePaid through your normal paycheck, not a separate payment
$0
Also assume the same bonuses from August (bumps + stock grant) carry over?Not confirmed either way. Turning this on or off doesn't change the salary note above
Total one-time cash — the bonuses above, if turned on ($0 if the toggle above is off)
$0
A6
Filing status → your combined tax rateFederal income tax plus FICA, using current tax brackets
—
A7
Net one-time cash after tax$0 unless the bonus toggle above is on. The salary note above isn't a lump sum — it's taxed like a normal paycheck
$0
Everything in Part A depends on this offer actually being ratified. If the
toggle above is off, the one-time cash rows correctly show $0.
Your bargaining unit
B1
Your skill codeSearch by code or job title
Your levelOnly levels with published data for this code are shown
Market referenceWhat Boeing pays, on average, for your code and level
—
B2
Your compa-ratio = A1 ÷ market referenceBelow 1.0 means you're paid under the typical rate for your job
—
S
Your rating scoreDrives your raise starting 2028 — 2027 is flat for everyone regardless of rating. 4 years, 1=Did Not Meet 2=Met 3=Exceeded. Add them up: 4 to 12. Default is 8 — four years of "Met," the most common outcome
8
B3a
Your share of the raise, based on ratingBased on how Boeing actually rewarded each rating level in 2026
—
B3b
Adjustment for being below or above marketNo dedicated fund exists for this in what's known about September — but ordinary raises typically favor people paid below market anyway, which is what this reflects
—
B3
Combined multiplier = B3a × B3b
—
How fast do salary ranges themselves move?Only affects September's own numbers above and in Part C. August's comparison keeps its own separate assumption either way
| Year | Compa | Rate | Base salary |
|---|
—
Your total raise, 2027–2030
46.4%
If everyone got the average share
of the pool
of the pool
10.0%
The immediate raise alone,
before any yearly raises
before any yearly raises
2027 is a flat 4% for everyone — no rating, no market position, no pool.
Starting 2028, your rate becomes 4% guaranteed + your combined multiplier × 2%, and can shift
slightly year to year as your pay moves closer to (or further from) the typical rate for your
job. Unlike August's offer, none of this depends on inflation.
August's methodWhich version of August's offer to compare against
August's inflation assumptionAugust's raise partly depends on inflation — pick a value to compare against. September's doesn't use one
2.5%
—
August's total raise
(same salary, job, and rating)
(same salary, job, and rating)
—
September's total raise
(from above)
(from above)
—
Difference in 2030's
salary alone
salary alone
—
Total extra salary,
2027–2030 combined
2027–2030 combined
—
Difference in 2026 pay
(Sept's salary vs August's back pay)
(Sept's salary vs August's back pay)
—
Difference in one-time cash
(bonuses only, both offers)
(bonuses only, both offers)
—
Total difference, everything combined
salary and cash, all years
salary and cash, all years
Rating score where August starts paying moreIf this ever happens for your salary and job — many people won't see it at all
—
How much more September pays you than August, at each rating score:
Year-by-year base salary, both offers, in dollars:
| Year | August | September | Difference (Sept − Aug) | Total so far |
|---|
Each row is that year's base salary under each offer — not a one-time
payment, but what you'd actually be paid for the full year. The last column adds up the yearly
differences, which is why it can be bigger than the 2030 difference alone: earning more every
year adds up to more than just the difference in the final year. Bonuses aren't included here —
see the table below.
| One-time cash | Back pay (August only) | 2025 bonus | 2026 bonus | Stock grant | Total |
|---|---|---|---|---|---|
| August's actual offerKNOWN | — | — | — | — | — |
| September, as toggled aboveDEPENDS ON TOGGLE | — | — | — | — | — |
August's row is a known fact — Boeing already put those numbers on
the table, and they don't change no matter what you toggle. September's row follows your
toggle above: off shows $0, which tells you how much of August's one-time money September
would need to match.
D1
Your chance of a promotion or reclass in any one year
—
D2
Your chance of getting none across all four years
—
D3
Expected total across the term
—
Based on the same 2026 data used for the August offer. Nothing suggests this
is changing for September, but that hasn't been confirmed either.
Your dollars at riskJust the bonus — your ongoing raise isn't at risk the same way, since a different deal would still include some kind of raise
$0 — toggle is off
Extra points/year needed to make up for itSpread evenly across all 4 years
—
Total at risk, across the unionProfessional unit
$0 — toggle is off
Overtime, as a % of a standard work yearApplied to both sides below — extra hours beyond the standard 2,080, each paid at the overtime rate
0%
Compare against your 2030 salary instead of today'sUses your own selected skill code, level, and rating above — the mechanic's own pay isn't projected forward (see note below)
| Grade | Min rate (new hire) | Max rate (6+ yrs) | Your total at this OT% | Min vs. you | Max vs. you |
|---|
IAM 751 represents mechanics and other skilled trades at Boeing — a
completely separate union and contract from SPEEA. Rates are from their own wage card,
effective September 11, 2026, after a 20¢ COLA and 9% GWI. Grade A and 4 through 11 are shown;
the wage card's Nurse(B) rate is a different job classification and isn't included. IAM 751
members also get a small COLA indexed to inflation on an ongoing basis — real money, not
included in the totals above, since we have no reliable way to project future inflation.
"Max rate" assumes 6 years of service, per IAM's own stated progression schedule. Overtime:
mechanics get time-and-a-half; this proposed SPEEA contract is stated as straight time plus
$8.50/hour instead — a flat add, not a multiplier, so the two structures compare differently
as overtime hours increase.
Compare the whole SPEEA workforce againstUses the OT% above for both sides
—
SPEEA salary that exactly ties
this mechanic at this OT%
this mechanic at this OT%
—
of SPEEA earns less than this
today
today
—
of SPEEA earns less than this
after this contract (2030,
rating S=8 assumed)
after this contract (2030,
rating S=8 assumed)
Professional
Today, relative to this mechanic
After this contract (2030), relative to this mechanic
Technical
Today, relative to this mechanic
After this contract (2030), relative to this mechanic
Professional and Technical are shown separately, each
on its own dollar scale — the two units have meaningfully different typical pay (Technical's
average is well below Professional's), and combining them into one chart compressed Technical's
distribution into a sliver against Professional's wider range. Each bar is a $20,000-wide slice
of that unit's own pay distribution — taller means more people at that pay level, not a
percentage. The last, grayed-out bar collects everyone above roughly the 97th percentile into
one "and up" total — very few members earn in that range, and spreading them across their own
bars was stretching the axis and compressing the detail right around the mechanic's pay, which
is where the actual comparison happens. The shaded zones show below (red) and above (green) the
mechanic's pay at the current overtime setting; the dashed line marks that exact figure. Each
unit's own Today and 2030 charts share a scale so the shift between them is directly comparable,
but Professional's scale and Technical's scale differ from each other.
| Prof min | Prof max | Tech min | Tech max | |
|---|---|---|---|---|
| Salary today | — | — | — | — |
| Salary, end of contract (2030) | — | — | — | — |
These use reconstructed individual salaries (compa position
times that person's own level's market reference) from Boeing's Feb 20, 2026 salary review
charts — real people, not a per-level average. 11,192 of 11,513 Prof and 2,868 of 3,423 Tech
members were recoverable this way; the small remainder isn't included. "After this contract"
projects each person's own current salary forward through the full September offer (2027 flat
4%, 2028-2030 differentiated), assuming a S=8 rating ("Met" all four years) for everyone, since
individual ratings aren't known. Each unit's own pooled compa-adjustment table is used for its
own members. The mechanic's own pay isn't projected forward the same way — the wage card only
gives current rates, plus a COLA we're not quantifying (noted above).