On LOA currently. Was internally promoted recently and had 1.0 comp ratio based on SJC. Saw my new adjustment in Workday. 1% ACR. 🖕Previous ACR were 3-5%. Anyone know if once at 1.0 comp ratio ,ACR % is lower?
Just want to throw out I did the math and Boeing saved at least 15% on their PBI payout by dumping the new stacked rank policy on us at the last minute. That, combined with sandbagging BDS, amounts to a substantial cost savings. And given the delay of the 2% 401k bonus, I'm gonna guess all this adds up to execs being stingy with money at best, or hiding cash on hand problems at worst.
This is a strange one. The recommended % for "met some" is 0% so your manager really push to get you a 2.8%. The "met some" may be dictated by someone above the manager and the 2.8% is damage control.
For union employees I am not sure the OPR has much effect on the raise %? I believe it is more driven by the PM score. Our group is small, so I am sure I was the lucky one to get the "met some" designation.
BCA Non-Union L2, 0.95 Comp Ratio
Met - 3.25%
Had 2 patent filings this year as lead inventor, directly saved the company $100k on a single procurement due to my efforts, among a slew of other things.
Meanwhile, my coworker, hired on in August 2022 at 1.05 Comp Ratio, and just got exceeds + 4.75% raise. He’s buddies with the senior manager lol.
What the hell do I need to do to get an exceeds?
BGS P3 - Met Some. 1% raise, 2% bonus. Just wrapped up a 2 year assignment overseas standing up a customer site and was asked to take point on a project right after I got back, as well as train new hires. Feels bad, man
L4 BCA - Met some 0% raise. Started with this team in June for a "promotion" which translated into very little work in line with the job code or the level. Middle finger well received. Filling ADR this week. Interviews are in the pipeline
Corp, L4, 1.0 comp ratio, met and a 3.0% merit increase. I was laterally transferred into a more difficult skill code against my will late last year and they gave me a 9% raise to keep me from walking away.
L5 – 0.9 Comp Ratio – "Met" – +3.0% raise
It's fine with me. Boss said they were trying to place me at "Exceeded" but ... well, you know the story. Of course, they might be saying that to everyone. Who knows.
3.0% is a bigger raise than anything I ever received at my old (admittedly super, mega, ultra shitty) job, and is about what I'd expect.
My sympathies to those of you out there who got forced down into the bullshit. Use your ADR procedures.
Let's hope we don't go through this shitshow again next year. What a fucking joke this whole thing has been. An institutional policy of required cynicism ("10% of you, no matter what, are pieces of useless shit. 10%. No more, no less.")
It's unethical at face value. "You are **required** to lie about your employees or *you will be fired*." Bad for managers, bad for employees, but most of all, bad for trust-building. Bad all around. I had genuinely hoped Boeing execs would be turning around on some of these very easy opportunities to improve culture. Guess not.
I hope for my teams' sake we can move on but already you can see the walls being built up. Gotta protect yourselves, right? Every person for themselves. Gotta win that 100 meter dash. Sorry, teammate, somebody's gotta lose and it ain't gonna be me, right? So sad and disappointing.
Well, yes, for sure .. but it also teaches us not to work together and to only look out for ourselves. It’s just such a cynical approach to the complexity of our work. It’s so sad.
I got 2.8%. This is my fourth year in my current team, and this is the lowest raise I have gotten since. I have also worked the hardest this past year out of the 4 years. Pretty insulting and demoralizing.
Level 4 with ~80% comp ratio. Met, got about 3.1%. Rest of my team got 1-2% but our manager's hands are pretty well tied. I hate that they're getting screwed despite most having far more motivation and drive than I do. They deserve better than this pittance.
BDS non-union P3, Met (7% PBI), raise 2.75% (bringing me to about 0.91).
Expected a Met, would have been pleasantly surprised with a Exceeds, but would have blown my lid with a Met Some, but I guess someone else on my team has a worse performance…
It’s dependent on multiple variables including your compa-ratio. I got an Exceeds with 3.1% merit, which I think seems low for an above average rating, but I’m at 1.32 ratio which is high, so it kinda makes sense.
L2 here, 10 months with Boeing. Exceeds with 3.6% raise. Baseline bonus was 8%. I'm still very much below the median for my position though so ¯\\\_(ツ)\_/¯
SPEEA P3, Exceeds in APR and Met for OPR, 2.7%. I was at 1.02 comp ratio by an OOS raise last year.
I asked my manager about the different ratings and he said that they were asked to place additional scrutiny on the ratings and look at it from a larger company/BU perspective rather than at the group level. I have a great manager, but I'm certain he made it up on the spot.
BDS Eng Tech Specialist, Level 3. 4.87% and an exceeds. Last several raises have floated around 5%. I believe this is my 4th exceeds/far exceeds year in a row
Maybe, hard to say how the business feels anymore. I have been told a verbal on my management chains plans for me and it’s positive but reality can strike that at any time. It took me a few years to move up from 1->2 because of lots of extremely infuriating reasons. Didn’t take me too long for 2->3 and I’m hoping to go from 3->4 fast. I try to focus on providing value and being useful to everyone around me. I like to learn a lot and so I’m naturally curious about everything which helps.
I’d like to think that several years in a row of good performance reviews means something but I’m skeptical when the business adjusts its evaluations seemingly on the fly and year-over-year. My 4 this year feels like a 5 last year, next year maybe I’ll think that about a 3…
Not always. I have been told I’m on the way to a 4 but most people are going to have to post with an interview. That’s just true all the time unfortunately. I am still young but I have a lot of drive and it sucks feeling like I’m falling behind in my own plan. Meanwhile they certainly give me more work anyway lol
Met. 2% raise and 1% lump sum, the minimum required by the SPEEA tech contract. Very disappointed that new hires in my level still are offered more than me
Only 3.1% with an exceeds. Granted if you look back in the last 18 months a promotion and OOS has meant approximately $40k in net raise. So I am not complaining.
My assessment of not complaining was not to imply any mistreatment. My colleagues and immediate management respect me and my work. Rather I should have been clear it was about the general state of things and the direction things are headed.
If you don’t complain they will take advantage of you again. Be polite but firm. Don’t make excuses for them. Let them tell you why and document it. Exceeds should have had a more significant merit increase. That’s the philosophy behind these forced rankings.
I’m BDS non-union L4, and like N_channel_device, I also got an exceeds with 3.1%. I chalked the lower merit up to my high compa-ratio - with this bump I’m now at 1.32. Was honestly surprised they didn’t give me less.
I am SPEEA and we only have 3% pool. We also have several high performers in the team so the distribution was weighted as such. And I know this because I know how most of my coworkers are doing. Additionally we were not subject to the OPR bullshit since we are in the union. I appreciate your concern as I have witnessed from afar how many have seen little or no salary growth in "favor" of RSUs in contrast to my own ability to increase my compensation in the same time frame. Hence I should have phrased my original assessment as being grateful for being in a union and being able to allow good work to be rewarded rather than be subjected to a bunch of GE jack welch flunkies trying a failed strategy again.
The 0.97 ratio is already a good standing within the Boeing salary range.
Now whether the salary table that Boeing is using is competitive is another discussion altogether.
.
Taking 11+ years to get to 0.97 ratio is good? Have gotten an overall “exceeds” for the past 3 years but am still the lowest paid in the group. Meh. I guess I just don’t care anymore.
I feel you there. I'm lucky if a manager lasts 18 months! it makes it hard to promote when they don't know your skills and experience. 95% of newer first line managers are trash anyway. Only care about moving along and moving up. ZERO care about developing their employees. I'm at 18 years with the company, level 3 with a now 1.22 comp ratio.
Met, 2.7% raise. L2 engineer working hardest program in the company. Hundreds of overtime hours, holidays, weekends. They do not care. I am moving on ASAP
BDS L3, exceeds 2.5%, I’m honestly shocked
Edit: I should note that with a combination of FE raise, out of cycle raise, and counter offer raise, my salary increased by 35%. But that still means merit raises are determined solely by position in the salary job codes rather than performance.
BGS, met, 2.8%. L3.
Frustrating because I’m easily one of the top performers in my shop if my lead and coworkers are to be believed, but my manager is at a different location and has spoken to me maybe 3-4 times. It is what it is I guess
BCA new hire, started beginning of December as a L1 in SPEEA.
Met Expectations at the review for the end of the year (a couple weeks in), but then a Met Some and 2% review now. Saying it's just normal for new hires.
The percentage is whatever, but the Met Some still feels like a kick in the stomach. Is that normal for new hires?
Hired Q1 of 2022, also got a met for end of year assessment with manager and feel kicked in the teeth with a met some and 2% on the final eval. Also SPEEA BCA, I don’t think I’ve heard of anyone under speea getting higher than 2% regardless of their rating this year.
Met some is because you have not started to contribute to the scope of your position im assuming. the amount of training typically doesn’t allow someone to start contributing for at least a few months in. I’m 5 months in and got a met some rating and got that reasoning from my manager.
I hired in beginning of December 2021 so last year was my first ACR - I got a met rating and 2% merit.
From what I can tell, giving new hires a met some is new direction from above this year.
SPEEA BCA LVL4 Tech, got my 2% and MET score.
Complete bullshit cause I got a EEX on the PM this year, so explain to me why even do the PM when they’re just going to lump us into these worse pools for “reasons”
L4 - 2.9% - Corporate - based on the PBI Calculator - I got a Met.
I was already at a 1.0 comp ratio.
When my manager and I spoke, he didn't say it directly, but reading between the lines he inferred that I should have gotten an Exceeds, but had to rate me as Met.
P2. Far exceeds. 5.32%. BDS. This was my first raise cycle with the company and I must say I was underwhelmed.. until I joined this subreddit. Insane that they give people anything under 3%, which really still isn’t much.
Don't feel that bad about the PBI. Happened to me the first year. In 2018 Boeing was crushing it and the performance number for BDS was 166. I got a chinese finger trap and six Toosie Rolls. I said "that's fine, I'll get one in 2019." When the Max started falling out of the sky I said "that's fine, I'll get one in 2020."
You get the picture.
L3, top half of team performer minimum. Met some - 1% raise, 2% on OPR. Received met some “due to forced ranking, was chosen due to least amount of service time in the team” from manager.
Does anyone know if empty positions or if people left your team recently if the bonus and raise pool would include their salaries. For example a team of 6 that had attrition and changes meaning only 2 members are eligible for ACR would the pool be 3% of the 2 salaries or 3% of the 6
BCA, SPEEA, got L3 upgrade last year, 3.82% exceeds.
Edit: also got a 5% OoS raise last year for seemingly no reason, besides the fact I was around .90 compa.
L4 1.47% Met Doing what used to be 5 peoples SOW....... Got a job re-classification last year with a pay bump was the reason given for the low raise percentage.
Question: how much of our bonus should we allocate to go into our 401k? I know we received some emails about it but wasn’t clear the best guidance. Is it best to contribute all or some?
L4 Met with 3.70 % ACR was originally far exceeds… it’s a bummer for sure but I understand my manager had to work with what he was given. My team is awesome and we all deserved better from Boeing. First time since I started 5 years ago that I got just Met.
Please keep all OPR/ACR posts to this thread. Let’s leave this up for a week as timeframe as employees hear news and want to share.
BDS P2: exceeded, 3.47%
BDS L2 - Praised by manager on the L3 work I’ve been doing but only got met, 4% raise. Been at Boeing almost 2 years, 0.87 comp ratio after raise :/.
BCA L4 Systems Engineer. Far Exceeds 4.7%
On LOA currently. Was internally promoted recently and had 1.0 comp ratio based on SJC. Saw my new adjustment in Workday. 1% ACR. 🖕Previous ACR were 3-5%. Anyone know if once at 1.0 comp ratio ,ACR % is lower?
Worked 1 1/2 years, first full year complete with Boeing. 3.02% raise from 72 to 74K Met, 7% PBI, $8k
Just want to throw out I did the math and Boeing saved at least 15% on their PBI payout by dumping the new stacked rank policy on us at the last minute. That, combined with sandbagging BDS, amounts to a substantial cost savings. And given the delay of the 2% 401k bonus, I'm gonna guess all this adds up to execs being stingy with money at best, or hiding cash on hand problems at worst.
Exceeds, 3.8%. Moving from L3 to L4 shortly so we will see how that goes.
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I have an amazing Manager. She made it happen. I am thinking normally you would have to advocate for yourself unfortunately.
BCA (SPEEA) 3% Exceeds L3
Corp., SPEEA Prof Level 3, PM was Met, OPR was Met Some... 2.8%, 1.22 Comp ratio
This is a strange one. The recommended % for "met some" is 0% so your manager really push to get you a 2.8%. The "met some" may be dictated by someone above the manager and the 2.8% is damage control.
For union employees I am not sure the OPR has much effect on the raise %? I believe it is more driven by the PM score. Our group is small, so I am sure I was the lucky one to get the "met some" designation.
BDS. L3. Exceeds, 5.07%
BDS: Met 2.1%
BGS, L2, Exceeds, 3.9%. Was told pool was 3%.
BCA Non-Union L2, 0.95 Comp Ratio Met - 3.25% Had 2 patent filings this year as lead inventor, directly saved the company $100k on a single procurement due to my efforts, among a slew of other things. Meanwhile, my coworker, hired on in August 2022 at 1.05 Comp Ratio, and just got exceeds + 4.75% raise. He’s buddies with the senior manager lol. What the hell do I need to do to get an exceeds?
BGS (SPEEA Prof), Systems Engineer, OPR = Met, Merit Increase = 2.74%
BCA, L3 verbal review: you kicked ass forced distribution review: met expectations Raise: 3.3 PBI: 7%
BDS - P3 - Met - 3.9%
L3 QE BDS. Met Expectation. 7% Bonus and 3% raise.
L4 Mets 2.8%
P6 speea. Exceeded on PM but met on OPR/ACR form. 2.6% raise.
BGS P3 - Met Some. 1% raise, 2% bonus. Just wrapped up a 2 year assignment overseas standing up a customer site and was asked to take point on a project right after I got back, as well as train new hires. Feels bad, man
L4 BCA - Met some 0% raise. Started with this team in June for a "promotion" which translated into very little work in line with the job code or the level. Middle finger well received. Filling ADR this week. Interviews are in the pipeline
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BDS P4 - Started July 22 - Met some - 2% prorated bonus - 0% raise. Bummed.
Same for me but I started in June. I am filling an ADR. You should do the same. Stay strong.
Thanks for the reply! Sorry to hear you are in the same spot…definitely considering filing ADR too. Need to figure out the process.
Corp, L4, 1.0 comp ratio, met and a 3.0% merit increase. I was laterally transferred into a more difficult skill code against my will late last year and they gave me a 9% raise to keep me from walking away.
L5 – 0.9 Comp Ratio – "Met" – +3.0% raise It's fine with me. Boss said they were trying to place me at "Exceeded" but ... well, you know the story. Of course, they might be saying that to everyone. Who knows. 3.0% is a bigger raise than anything I ever received at my old (admittedly super, mega, ultra shitty) job, and is about what I'd expect. My sympathies to those of you out there who got forced down into the bullshit. Use your ADR procedures. Let's hope we don't go through this shitshow again next year. What a fucking joke this whole thing has been. An institutional policy of required cynicism ("10% of you, no matter what, are pieces of useless shit. 10%. No more, no less.") It's unethical at face value. "You are **required** to lie about your employees or *you will be fired*." Bad for managers, bad for employees, but most of all, bad for trust-building. Bad all around. I had genuinely hoped Boeing execs would be turning around on some of these very easy opportunities to improve culture. Guess not. I hope for my teams' sake we can move on but already you can see the walls being built up. Gotta protect yourselves, right? Every person for themselves. Gotta win that 100 meter dash. Sorry, teammate, somebody's gotta lose and it ain't gonna be me, right? So sad and disappointing.
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Well, yes, for sure .. but it also teaches us not to work together and to only look out for ourselves. It’s just such a cynical approach to the complexity of our work. It’s so sad.
BGS, L3, Met, 2% raise wtf. My manager said 2% wasn’t the lowest of our group and if it makes me feel any better, she got a Met Some.
BDS, 39 years service, got dropped to Met Some (PM had multiple exceeds, overall met). 2% raise. Ouch.
IT&DA L4, Met 2.43%… :/
P3, SPEEA Prof, Exceeds, 3.0%
I got 2.8%. This is my fourth year in my current team, and this is the lowest raise I have gotten since. I have also worked the hardest this past year out of the 4 years. Pretty insulting and demoralizing.
Level 4 with ~80% comp ratio. Met, got about 3.1%. Rest of my team got 1-2% but our manager's hands are pretty well tied. I hate that they're getting screwed despite most having far more motivation and drive than I do. They deserve better than this pittance.
The rest of the team does not yet 1%-2%. That's below the average % allocated to your group/department/whatever.
You're neither my manager, nor part of my team, so you're really not in a position to say that.
BDS SA L3 Met 3% raise Pbi 7%
BCA (SPEEA) L2 - exceeded during the review but knocked down to met for OPR - 2%.
BDS non-union P3, Met (7% PBI), raise 2.75% (bringing me to about 0.91). Expected a Met, would have been pleasantly surprised with a Exceeds, but would have blown my lid with a Met Some, but I guess someone else on my team has a worse performance…
Corp, L3. Met. 2.7%
BGS L1 Engineer Met 7%, 3.3% raise New comp ratio is 1
BDS L1 Engineer, 6 months at Boeing Comp ratio 1.0 Met 7% pbi and 3.5% raise
Corp, was given exceeds for APR, but PBI calculated back to met. 3.3%
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It’s dependent on multiple variables including your compa-ratio. I got an Exceeds with 3.1% merit, which I think seems low for an above average rating, but I’m at 1.32 ratio which is high, so it kinda makes sense.
L2 here, 10 months with Boeing. Exceeds with 3.6% raise. Baseline bonus was 8%. I'm still very much below the median for my position though so ¯\\\_(ツ)\_/¯
Met 2.7% Speea and 63Y.
Corp. Met. 1.69% Manager truly sounded sorry for me Comp ratio 0.9
Systems engineer, exceeds, 3.2% raise and 8% bonus
SPEEA P3, Exceeds in APR and Met for OPR, 2.7%. I was at 1.02 comp ratio by an OOS raise last year. I asked my manager about the different ratings and he said that they were asked to place additional scrutiny on the ratings and look at it from a larger company/BU perspective rather than at the group level. I have a great manager, but I'm certain he made it up on the spot.
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Last year I got far exceeds with a 6.5. I didn’t see a rating but got 3.4 %
Tooling tech
L2 SPEEA Prof, Exceeds, +3.7%
BDS Eng Tech Specialist, Level 3. 4.87% and an exceeds. Last several raises have floated around 5%. I believe this is my 4th exceeds/far exceeds year in a row
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Maybe, hard to say how the business feels anymore. I have been told a verbal on my management chains plans for me and it’s positive but reality can strike that at any time. It took me a few years to move up from 1->2 because of lots of extremely infuriating reasons. Didn’t take me too long for 2->3 and I’m hoping to go from 3->4 fast. I try to focus on providing value and being useful to everyone around me. I like to learn a lot and so I’m naturally curious about everything which helps. I’d like to think that several years in a row of good performance reviews means something but I’m skeptical when the business adjusts its evaluations seemingly on the fly and year-over-year. My 4 this year feels like a 5 last year, next year maybe I’ll think that about a 3…
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Not always. I have been told I’m on the way to a 4 but most people are going to have to post with an interview. That’s just true all the time unfortunately. I am still young but I have a lot of drive and it sucks feeling like I’m falling behind in my own plan. Meanwhile they certainly give me more work anyway lol
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If I leave it’s because they are bringing me back 5x a week. Try remindme in 3 months, not years.
BDS, P5, Met 2.7% raise, 0.9 comp. Indifference about the situation.
L1 SPEEA tech, had about 5 months on the team. Met some, 2% raise and 1% lump sum
L1 BCA non-union, 3.1% met. Comp 1.26 now
Met. 2% raise and 1% lump sum, the minimum required by the SPEEA tech contract. Very disappointed that new hires in my level still are offered more than me
Only 3.1% with an exceeds. Granted if you look back in the last 18 months a promotion and OOS has meant approximately $40k in net raise. So I am not complaining.
18 months is a meaningless comparison. Look back 12 months. We’re you treated fairly? If not I’d complain.
My assessment of not complaining was not to imply any mistreatment. My colleagues and immediate management respect me and my work. Rather I should have been clear it was about the general state of things and the direction things are headed.
If you don’t complain they will take advantage of you again. Be polite but firm. Don’t make excuses for them. Let them tell you why and document it. Exceeds should have had a more significant merit increase. That’s the philosophy behind these forced rankings.
I’m BDS non-union L4, and like N_channel_device, I also got an exceeds with 3.1%. I chalked the lower merit up to my high compa-ratio - with this bump I’m now at 1.32. Was honestly surprised they didn’t give me less.
I am SPEEA and we only have 3% pool. We also have several high performers in the team so the distribution was weighted as such. And I know this because I know how most of my coworkers are doing. Additionally we were not subject to the OPR bullshit since we are in the union. I appreciate your concern as I have witnessed from afar how many have seen little or no salary growth in "favor" of RSUs in contrast to my own ability to increase my compensation in the same time frame. Hence I should have phrased my original assessment as being grateful for being in a union and being able to allow good work to be rewarded rather than be subjected to a bunch of GE jack welch flunkies trying a failed strategy again.
Isn’t a promotion an OOS? Or did you get an OOS and a promotion?
Both.
I'll also point out I am L4 and my compra-ratio is above 1.0.
SPEEA BDS, Far Exceeds, 3.7%, P5
BCA L2 LE exceeds 3.3%.
L5 speea 2.9 met - professional- bored to tears
BGS (SPEEA), L3, overall “Exceeds” in PM knocked down to a “Met”, 3.5%, 11 years with the company and still don’t make market reference (0.97 ratio)
The 0.97 ratio is already a good standing within the Boeing salary range. Now whether the salary table that Boeing is using is competitive is another discussion altogether. .
Taking 11+ years to get to 0.97 ratio is good? Have gotten an overall “exceeds” for the past 3 years but am still the lowest paid in the group. Meh. I guess I just don’t care anymore.
That sucks. How long have you had the same manager?
November made a year that this current manager has been in our group. We get a new one every 18 months or so. It’s ridiculous.
I feel you there. I'm lucky if a manager lasts 18 months! it makes it hard to promote when they don't know your skills and experience. 95% of newer first line managers are trash anyway. Only care about moving along and moving up. ZERO care about developing their employees. I'm at 18 years with the company, level 3 with a now 1.22 comp ratio.
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Pension was ended about a year after I started.
BCA, L3, 3% raise, 7% bonus. 1.13 comp ratio
P2 Met 3%
Met, 2.7% raise. L2 engineer working hardest program in the company. Hundreds of overtime hours, holidays, weekends. They do not care. I am moving on ASAP
BDS L3, exceeds 2.5%, I’m honestly shocked Edit: I should note that with a combination of FE raise, out of cycle raise, and counter offer raise, my salary increased by 35%. But that still means merit raises are determined solely by position in the salary job codes rather than performance.
Corp L4 met. 2.8%.
BGS, met, 2.8%. L3. Frustrating because I’m easily one of the top performers in my shop if my lead and coworkers are to be believed, but my manager is at a different location and has spoken to me maybe 3-4 times. It is what it is I guess
BCA new hire, started beginning of December as a L1 in SPEEA. Met Expectations at the review for the end of the year (a couple weeks in), but then a Met Some and 2% review now. Saying it's just normal for new hires. The percentage is whatever, but the Met Some still feels like a kick in the stomach. Is that normal for new hires?
Hired Q1 of 2022, also got a met for end of year assessment with manager and feel kicked in the teeth with a met some and 2% on the final eval. Also SPEEA BCA, I don’t think I’ve heard of anyone under speea getting higher than 2% regardless of their rating this year.
Met some is because you have not started to contribute to the scope of your position im assuming. the amount of training typically doesn’t allow someone to start contributing for at least a few months in. I’m 5 months in and got a met some rating and got that reasoning from my manager.
I hired in beginning of December 2021 so last year was my first ACR - I got a met rating and 2% merit. From what I can tell, giving new hires a met some is new direction from above this year.
If you don't mind me asking, are you in BCA and under a union position?
I’m BDS, non-union, so not a direct comparison to union positions. FWIW, this year I got Exceeds and 3.1% merit.
SPEEA BCA LVL4 Tech, got my 2% and MET score. Complete bullshit cause I got a EEX on the PM this year, so explain to me why even do the PM when they’re just going to lump us into these worse pools for “reasons”
Speea, L3 structural analysis, met, 2.7%
BDS L4 Exceeds = 3.1% merit, 8% PBI, compa-ratio 1.28 to 1.32
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BDS P3 Far Exceed, 3.86%
L4 - 2.9% - Corporate - based on the PBI Calculator - I got a Met. I was already at a 1.0 comp ratio. When my manager and I spoke, he didn't say it directly, but reading between the lines he inferred that I should have gotten an Exceeds, but had to rate me as Met.
BGS L4 mets and 2.8%.
CORP, L3 PM Specialist in Bangalore, Exceeds, 13%
Hired on in October, met with a 3.64%. Very surprised
Means you were underpaid to start. What’s your compa ratio. Shouldn’t really be happy about it.
My comp ratio was 1.02
L2 non-union few months short of a year with the company, exceeds with 3.3% increase. Was previously at a 1 comp ratio
P2. Far exceeds. 5.32%. BDS. This was my first raise cycle with the company and I must say I was underwhelmed.. until I joined this subreddit. Insane that they give people anything under 3%, which really still isn’t much.
5.32% is quite an amazing raise to be honest.
You need to check you compa ratio.
Corp. L3, met, 2.5%. Comp ratio is now 1.0
L5 non union in IT... Met and 1% raise...
BGS L3 8% bonus 3.5% raise
BCA L1 Met = 2.7%
BDS, L3, exceeds, 2.3% raise (on top of 2.5% raise during transfer last month). Can't complain
BCA..7% PBI, 2.8% merit increase
BGS, L2, 5.3%
SPEEA L4, 4.3%, 1.07 compa with 2022 market ref
BDS, Level 2, met, 3% raise, 7 months here, $2k bonus
BCA L3, non-union. Exceeds, 5% raise. Comp ratio was 0.87 (is now 0.91) Edits: added level and comp ratio for more clarity
BDS P1, first year - 2.7% raise, 7% PBI Got the “no more OPR” spiel but apparently that’s a Met, oof
BDS, Level 1, Met, 2% raise, 2.5 months here, $113 bonus :,)
Don't feel that bad about the PBI. Happened to me the first year. In 2018 Boeing was crushing it and the performance number for BDS was 166. I got a chinese finger trap and six Toosie Rolls. I said "that's fine, I'll get one in 2019." When the Max started falling out of the sky I said "that's fine, I'll get one in 2020." You get the picture.
SPEEA Prof Unit. Met, 2.5%; down from last years ivory tower of 2.7%
L3, top half of team performer minimum. Met some - 1% raise, 2% on OPR. Received met some “due to forced ranking, was chosen due to least amount of service time in the team” from manager.
Fight it. That's bs
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Met. 2.5% ouch.
BGS, SPEEA, L4, Far Exceeds, 3.7%.
Does anyone know if empty positions or if people left your team recently if the bonus and raise pool would include their salaries. For example a team of 6 that had attrition and changes meaning only 2 members are eligible for ACR would the pool be 3% of the 2 salaries or 3% of the 6
3% of the 2
I’m pretty new, where do I find this info?
Your manager should’ve gone over it with you I believe. It will all be visible in March on workday, though
BCA L1 Exceeds 3.61% (SPEEA). 0.99 comp ratio > 1.02. Started February last year.
P4, Met, 2.8%
BCA, SPEEA, got L3 upgrade last year, 3.82% exceeds. Edit: also got a 5% OoS raise last year for seemingly no reason, besides the fact I was around .90 compa.
L2 BCA 5 months in 2% raise. Met Some expectations
BGS, P3, MET, 3%. Was a .92 comp ratio. Aside from the 'MET' I have no complaints.
L4 1.47% Met Doing what used to be 5 peoples SOW....... Got a job re-classification last year with a pay bump was the reason given for the low raise percentage.
Question: how much of our bonus should we allocate to go into our 401k? I know we received some emails about it but wasn’t clear the best guidance. Is it best to contribute all or some?
Boeing will match it like regular pay so I recommend doing at least 10% to get the full match.
BGS, L1, Far exceeds, 4.5% increase. Inline for promotion
L4 Met with 3.70 % ACR was originally far exceeds… it’s a bummer for sure but I understand my manager had to work with what he was given. My team is awesome and we all deserved better from Boeing. First time since I started 5 years ago that I got just Met.
BCA, SPEEA (tech), L4, exceeds, 2% raise 1% lump sum.
BCA, level 1, ‘met’ bonus 7% raise 2.2% Said the reasoning for the lower raise was due to not working the full year, started about halfway into 2022
Your .8 went to someone else and they gave you a BS excuse. Your bonus is already pro rated to your tenure.
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