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Frontiers June 2013 Issue

BOEING FRONTIERS / JUNE 2013 43 Boeing financial data. Total compensation at Boeing generally falls into those four major categories. (Employees can learn more about their total compensation next month when their Total Compensation Profiles are refreshed on TotalAccess.) “We’ve designed our total compen-sation package to set us apart as an employer of choice,” said Tony Parasida, senior vice president of Human Resources and Administration. “And we work to keep near the top of our peer group so we can attract, develop and retain the top talent that will support our global growth.” In addition to getting the company match to his VIP, Eisenbeis participates in the new Advantage+ health plan and contributes to a Health Savings Account. “The Health Savings Account is a great way for someone healthy to stack up a nest egg of savings for future potential health care expenses,” he said. Boeing offers a comprehensive, market-leading benefits program that adds significant value to the total compensation package, Parasida explained. These benefits include medical, dental, vision and pre-scription drug coverage, life and accident insurance, short- and long-term disability plans, and retirement benefits. Parasida noted that even with recent changes, Boeing employees pay, on average, 8 percent of the cost of company health care plans through payroll contribu-tions, and with the “no paycheck” cost plan option, some pay nothing at all. Employees at many other aerospace companies pay up to 25 percent of the cost. Doug Clauson, an 11-year Boeing veteran who works in Experimentation at the Virtual Warfare Center in St. Louis, recently experienced a life-changing event that has helped him appreciate the benefits he has—he and his wife, also a Boeing employee, had a baby daughter. “The health care coverage for her birth was phenomenal,” Clauson said. “I’ve compared it with the coverage my siblings have through their jobs and we have it better.” Katie Lashua, a disability management representative in Everett, Wash., and six-year Boeing veteran, also has a young daughter. Like a growing number of Boeing “The health care coverage for her birth was phenomenal. I’ve compared it with the coverage my siblings have through their jobs and we have it better.” – Doug Clauson “I’m an engineer and pretty analytical. I looked at everything— health care, pension, VIP. It wasn’t just about salary.” – Brian Eisenbeis And he’s still contributing to the VIP, and taking advantage of other benefits from Boeing’s total compensation package. Last year, the company invested $23.6 billion in total compensation for em-ployees including pay, incentives, benefits and well-being programs, according to PHOTOS: (Far left) Brian Eisenbeis at the Bomarc building in Everett, Wash. GAIL HANUSA/BOEING (Left) Boeing St. Louis employees Doug and Linda Clauson with their daughter Emily. RON BOOKOUT/BOEING


Frontiers June 2013 Issue
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