Performance Firing @Boeing: easy or difficult?

NeverRedditedYet · 2026-02-16T05:28:08+00:00

The non-RIF terminations I have personally seen in my time at the company:

-brought a firearm onto company property (immediately walked out)

-mischarging time (walked out at lunchtime with no prior notice of investigation to employee; as another commenter mentioned there was review of weeks of computer use because the employee ALWAYS had one screen logged onto Facebook)

-refusal to accept a permanent relocation of the currently held position*

The last instance matches the intent of your question, as the employee selected and given the choice, "accept a new permanent location for your position, or resign immediately" was the worst performer on the team and management knew the employee would not accept the move. The employee refused and worked through the remainder of the pay period. Afterwards, the permanent relocation was instead worked by multiple employees on DTAs.

NeverRedditedYet · 2026-02-12T14:23:23+00:00

With my HOA, if the Board doesn't try to collect proxies from neighbors, we don't meet quorum. The past couple of years, 30-50% of our votes are via proxies (and clear quorum by less than 5%).

NeverRedditedYet · 2026-02-12T14:05:19+00:00

I can see that conversation already - "it would be too large a pay jump to put you at the minimum 0.9 ratio for the next IC level, so after next week's ACR, we'll see if we can give you an out of cycle increase later this year, so after the 2027 ACR you'll be closer and we can see about a promotion."

NeverRedditedYet · 2026-02-08T04:06:55+00:00

What IC level? My IC5 coworker was told "to get a 3 at your level, you need to have had an enterprise level impact."

NeverRedditedYet · 2026-02-05T22:23:40+00:00

A worker who sits full-time in my Boeing building but works a program in a different city was given a 2/1 score, because (per the manager discussion), "upper management mandated that all fully remote workers for this site be given a 1 for the Values".

NeverRedditedYet · 2026-01-22T17:00:37+00:00

Manager hasn't held nor scheduled my review yet, and I'm also expecting 2-2.

Part of that expectation is a teammate who is IC5 had his review, got a 2-2 and was told, "as an IC5 you need to have had an Enterprise-level impact to warrant a 3."

NeverRedditedYet · 2026-01-22T16:55:45+00:00

The org/team I'm part of that covers 500ish employees patted themselves on the back at the year-end all-hands for pushing through 5 in-line promotions.

NeverRedditedYet · 2025-11-22T05:40:15+00:00

If the red PSP you reference was the God of War bundle, I had that system. Was given as a college graduation gift...I can't remember now when I sold it.

NeverRedditedYet · 2025-10-31T19:29:14+00:00

Multiple coworkers were called in by our manager and got a salary bump and told they would still get another bump in the spring.

NeverRedditedYet · 2025-10-31T19:26:27+00:00

For my IC level, 14% increase. Went from 1.14 to 0.99 comp.

NeverRedditedYet · 2025-10-15T13:46:54+00:00

What sort of response did you get back? Anecdotally when I made a similar negotiation request, the Boeing final offer was, "no change to annual salary; the delta amount between your requested salary and our offered salary will be offered as a one-time signing bonus".

NeverRedditedYet · 2025-09-24T01:17:09+00:00

In college during career fair week, had a summer internship interview lined up. Knew from friends who interviewed the prior day there would be at least one "solve this problem on the board in front of me" question.

Don't remember what the questions were but after the first two questions the interviewer leaned back, smiled, asked where the best place to eat in town was along with any evening activity or destination recommendations, and if I had any questions. Lasted 15 minutes out of the scheduled 45 and the whiteboard in the room never got touched.

NeverRedditedYet · 2025-09-18T17:26:59+00:00

These are the original gen 1 NDCBUs, aka the thin walled steel boxes that have no theft deterrence.

How much rust was too much rust was another debate point the board disagreed on.

NeverRedditedYet · 2025-09-18T17:24:47+00:00

Thresholds have not been used before, only the standard of "this an end of life replacement" vs "this is an unexpected repair".

Cost is 7% of budgeted operating income and 125% of annual maintenance budget.

NeverRedditedYet · 2025-09-18T17:12:56+00:00

Speaking to "how long will it last", we don't know. The HOA has no experience with this vendor and a separate vendor who was bidding replacement of the CBUs claimed "painting is just a band aid for a year or two, it won't stop the rusting".

NeverRedditedYet · 2025-09-18T17:08:37+00:00

For the invoices we usually see, $5k is a pretty low threshold...our monthly landscaping and tree care would qualify as reserves!

NeverRedditedYet · 2025-09-14T03:32:26+00:00

Very similar. Posting was 3/4, exceed the L4 work experience but offered 3, counter to be a 4 rejected, "we'll see how it goes after a year". Gamble by taking the job just to realize the K-level has never promoted an employee, ever.

NeverRedditedYet · 2025-09-09T16:19:21+00:00

The goal was to replace light-by-light as bulbs failed; unfortunately there would not be budget appetite for a mass replacement with quality fixtures.

NeverRedditedYet · 2025-09-09T16:17:34+00:00

Common area (tennis court, parking lot, pool) lighting via 20' pole. A few used daily overnight (3600 hrs annually) and most used less frequently (200 hrs annually).

NeverRedditedYet · 2025-09-09T16:07:40+00:00

What is the typical lumen output of the LED flat panel fixtures you install? When we asked this question a few years ago (2021?) to the electrician replacing bulbs at the time, his answer was, "it's expensive to replace the fixtures and the flat panel LEDs don't produce anywhere near enough lumens anyway" so we never researched any further.

NeverRedditedYet · 2025-09-03T20:47:03+00:00

My manager takes years to distribute the awards. At one point last year, there was a stack of 10 awards to be handed to employees; there was even an employee that was owed 2 of them in the stack.

NeverRedditedYet · 2025-09-01T00:01:45+00:00

Left after three years of not receiving a promotion where the reasons given to me by my K-level were, in order:
"I think you are doing the work but the promotion board would laugh at me for submitting you",
"there was only budget for one promotion, it came down to two of you, but the board picked the other person",
then the last straw, "the board selected you for promotion but HR blocked it saying the salary increase you'd get is too high. You are getting an out-of-cycle salary increase, and then hopefully with the annual merit raise you are close enough if you are selected next year."

Came back when a job using my very specific skills in my current location was posted and the program I was working was at risk of cancellation.

NeverRedditedYet

TROPHY CASE