September Offer — SPEEA Interactive Calculator (draft)

PART A · You, and cash after ratification set these once — everything below follows from them

Your bargaining unit

Your skill codeSearch by code or job title

Your levelOnly levels with published data for this code are shown

A1

Your current annual base salaryUntil you type your own, this shows a typical salary for the unit selected above

A2

Immediate raise — A1 × 0.10, starting October 2, 2026The full raise applies starting 2027 (see Part C below). No back pay for earlier in 2026

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A3

This is salary, not a bonus. Your paychecks from Oct 2 to Dec 31 (91 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

No ratification bonus is confirmed, so there is no one-time cash to work out. Rows A7–A9 appear if you turn the toggle on. The 2026 salary above (A3) is unaffected either way — it is part of the raise, not a bonus.

A7

Total one-time cash — the bonuses above

$0

A8

Filing status → your combined tax rateFederal income tax plus FICA, using current tax brackets

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A9

Net one-time cash after taxThe 2026 salary note above isn’t part of this — that is taxed like a normal paycheck, not a lump sum

$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.

PART B · What drives your raise based on the code and level you picked in Part A

B1

Market referenceWhat Boeing pays, on average, for the code and level you set in Part A — change them there

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B2

Your compa-ratio = A1 ÷ market referenceBelow 1.0 means you're paid under the typical rate for your job

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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 ratingMeasured from Boeing's own Feb 20, 2026 salary review — not set by you, and not published in the offer

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B3b

Adjustment for being below or above marketMeasured from the same review. September's offer doesn't name a separate fund for this, but ordinary raises do favor people paid under market

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B3

Combined multiplier = B3a × B3b

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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

PART C · Your base salary through the term changes slightly each year as your market position shifts

Year	Compa	Rate	Base salary

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Your total raise, 2027–2030

46.4%

If everyone got the average share
of the pool

10.0%

The immediate raise alone,
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.

Compare to the August offer

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%

1Base salary over the term — the raises themselves, no one-time money

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August's total raise
(same salary, job, and rating)

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September's total raise
(from above)

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Difference in 2030's
salary alone

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Total extra salary,
2027–2030 combined

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. One-time money is handled separately, in 2 below.

2One-time cash — bonuses and back pay only; these totals are cash, nothing else

Offer	Back pay (August only)	2025 bonus	2026 bonus	Stock grant	Cash total
August — what it would have paidREJECTED · NOT PAID	—	—	—	—	—
September — only if a bonus is offeredDEPENDS ON TOGGLE	—	—	—	—	—

None of August's money is coming. That offer was rejected, so this row is not cash you are owed or giving up — it is a yardstick. The figures are exact, because Boeing published them, and they don't move no matter what you toggle. Use the row to ask one question: how much one-time money would September need to put up to match what August put on the table? September's row follows your toggle above — off shows $0, since no ratification bonus has been confirmed. August's back pay is shown here but is not added into the net below as cash — it is part of August's 2026 raise, so it is counted once, in the 2026 comparison. Only the bonuses and stock grant carry into the cash line.

3Net of everything — 1 and 2 combined; this is the bottom line

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Difference in 2026 pay
(all GWI money, both offers)

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Difference in one-time cash
(bonuses only, both offers)

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Total difference, everything combined
salary and cash, all years

Neither figure includes EIP. The incentive payout is a discretionary bonus against company targets that are not published, not an entitlement in either offer, and not something a member controls or is guaranteed. Treating it as pay would flatter both offers with money nobody is promised. Base salary, the 2026 raise and any ratification cash are all things the contract would actually commit to — those are what is counted here.

4How the gap changes with your rating — everything above assumes the rating you set in Part B

Rating score where August starts paying moreIf this ever happens for your salary and job — many people won't see it at all

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How much more September pays you than August, at each rating score:

PART D · Reclassification activity context only — not counted in any figure above

D1

Reclassification events recorded at your code and level, 2026How many people in your own code and level had one, out of how many are in it

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D2

Average amount when one happenedThe average raise attached to those events

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This is not a promotion forecast, and none of it is in your salary numbers. Everything in Parts A through C, and the whole August comparison, is base salary and the raises in the offer. Reclassification is separate and is shown here only as background.

What's at stake if that bonus doesn't happen you've toggled one on above — this is what its absence would cost

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

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Extra points/year needed to make up for itSpread evenly across all 4 years

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Total at risk, across the unionProfessional unit

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Appendix · How does this compare to an IAM 751 mechanic? optional — off by default

Show the IAM 751 comparisonA different union, a different contract. Nothing in this appendix changes any figure above — it is background, not part of what September pays you

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%

Assumed IAM raise per year, 2028–2030IAM's known schedule ends with 7% in 2027. Nothing is bargained yet for 2028 onward, so this is your assumption, not a contract term

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)

0% is the floor, not the likely case. It assumes IAM bargains no raise at all for 2028, 2029 and 2030. Their last four increases were 13%, 9%, 9% and 7%. Their inflation-indexed COLA also keeps running regardless. Move the slider to see what a more realistic assumption does to these numbers.

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

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SPEEA salary that exactly ties
this mechanic at this OT%

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of SPEEA earns less than this
today

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of SPEEA earns less than this
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).

What a September Offer Might Be Worth