44 BOEING FRONTIERS / JUNE 2013 “Having the pedometer and online tools were the key to my ... losing the extra pounds I gained during pregnancy.” – Katie Lashua employees, she participates in Boeing’s Well Being programs, another key element of the company’s total compensation. She got involved in Boeing on the Move last year after returning from maternity leave. “Having the pedometer and online tools were the key to my success with losing the extra pounds I gained during pregnancy,” Lashua said. She and her husband have made walking with their daughter a habit. Her team also incorporates walking into their routine, she said, choosing from time to time to have what she called “walking meetings.” “Instead of parking in a conference room, we meet by walking through the factory, tunnels or outside,” Lashua said. “It’s nice to get away from your desk, get the heart rate going and get your brain in a new environment.” Boeing Well Being offers a number of services, including Family Care Resources, the Employee Assistance Program, Health Screening and Assessment, Boeing on the Move, and financial planning services. It’s also important for Boeing to help employees see that their contributions are valued and to understand the role they have in Boeing’s overall success, Parasida THE PAY AND BENEFITS PROFILE is getting a new name. When it is relaunched late next month on TotalAccess, it will be called Total Compensation Profile, a name that more accurately reflects all of the programs, services and benefits that Boeing provides to employees. The profile is a comprehensive snapshot of the value of each employee’s total compensation package, along with several interactive tools to help employees plan for their future financial and retirement goals. It’s an easy-to-use tool to share with family members or a financial adviser. At work, employees can access their profile through TotalAccess by clicking “My Pay & Incentives” and then “Total Compensation Profile,” or at home through TotalAccess Express at http://www.boeing.com/express. said. The company’s incentive programs are designed to do just that. Boeing offers employees annual performance-based incentive programs such as EIP, as well as other individual forms of recognition such as Pride@Boeing and the Cash Awards Program. Boeing benchmarks its total compen-sation package against those of other top-performing companies, Parasida said, and makes changes to ensure the Boeing package remains competitive in the marketplace. “When designing or making changes, we always keep in mind the guiding prin-ciples for our total compensation package,” Parasida said. “It must be competitive with those offered by our peers in aerospace and high technology. It must be affordable to support our business plans and flexible to meet our business needs, and it must be highly valued by our employees.” n ronald.e.taylor2@boeing.com joann.m.houlihan@boeing.com PHOTO: Katie Lashua, center, partici-pates in a walking meeting in Everett, Wash., with Everett Disability Manage-ment team members Janna Giles, left, and Roseanne Fortner. ED TURNER/BOEING
Frontiers June 2013 Issue
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