How GE Aerospace Pays

Professional ladder — PB3 through PB1

Leadership professional ladder — LPB3 through LPB1

Senior professional ladder — SPB3 through SPB1

Officer tier — EB3

Disclosed executive layer

Track divergence

Hierarchy qualifications and legacy structures

• GE Aerospace has never published a global grade chart, a title-to-band catalogue or a minimum equity threshold. The PB, LPB, SPB and EB families on this page come from job postings, employee reports and market datasets, and SPB3 is the only label observed directly rather than reconstructed.
• The reconstruction is most reliable for engineering, manufacturing engineering and digital roles, which is where the posting evidence concentrates. It is progressively less reliable for sourcing, sales, finance and communications, where GE can place equivalent scope differently.
• Represented US hourly employees are not on this ladder. About 2,200 IUE-CWA members at Lynn, Madisonville, Arkansas City and Niskayuna, plus the separate UAW population, work to contractually specified wage steps that move on a bargaining cycle rather than a merit cycle.
• Legacy General Electric band terminology survives in market evidence because the company kept its human-resources architecture through the GE HealthCare and GE Vernova separations. That does not make the labels current policy, and a legacy General Electric band table found online may describe a business that is no longer part of the company.
• The Avio Aero population in Italy joined GE by acquisition and is covered by Italian sectoral collective bargaining, so an Italian cell on this page is a market model sitting on top of a negotiated national contract minimum rather than a free-market salary.
• Vice president, senior vice president and segment chief executive are corporate titles rather than a hidden grade number, so this report treats the officer tier as a title tier and excludes it from the range chart.

Peer-level mapping

Office and market catalogue — calibration factors versus Evendale

GE Aerospace publishes a site directory but no city-level headcount, so this catalogue does not rank sites by employee count. Sydney and Melbourne appear as the officially listed Matraville and Richmond sites rather than as assumed central business district offices, and the two market proxies the bundle carried for Auckland and Dubai are excluded here because they rest on no direct GE pay evidence.

Evendale anchor medians — the basis of every modeled cell

• The Evendale column is the anchor. PB3 through SPB1 medians come from United States market reconstructions in the bundle, and the EB3 officer row is calibrated downward from the disclosed named executive officer group rather than observed.
• United States city factors are salaried cost-of-labour differentials only: Lynn at 1.12 and Niskayuna at 1.08 sit above the anchor, and Auburn at 0.85 and Lafayette at 0.88 sit below it. They are not negotiated union rates, even at Lynn where a large represented workforce is present.
• India runs at roughly 9 percent of the Evendale base at the PB3 entry band and rises toward 38 percent at the EB3 officer tier, so the multiple narrows from about eleven times to under three times across the ladder.
• Because GE evidences no routine equity below the senior-director tier in any market, the geographic gap on this page is a cash gap. It does not have the equity artefact that inflates offshore total-compensation factors in reports for companies that grant restricted stock broadly.
• The named executive officer and chief executive rows are proxy disclosures. They are global figures and are carried in the executive section rather than in the band table, so no location factor is ever applied to them.

Executive incentive targets — percent of salary

Named-executive outcomes

• The 2022 plan was amended and restated rather than replaced, and shareholders approved both the amendment and the new Global Employee Stock Purchase Plan on the same day, 5 May 2026. That is the clearest signal in the filings that GE intends broad employee share ownership to run through purchase rather than through grants.
• Nothing in the plan documents creates an annual restricted stock unit entitlement at any employee band. The word used throughout is discretionary, and no minimum grant threshold, eligibility band or grant calendar for non-executives is published.
• Options remain a live instrument at GE, which is unusual among large industrial peers. Roughly 30 percent of the named executive officer annual grant is delivered as options, and the 2025 grants carried a $201.96 exercise price against a $355.09 share price in August 2026.
• Because the purchase plan is delivered through local country offerings, availability and terms differ by market and an employee in one country may have no offering at all while a colleague at the same band elsewhere does.

Plan reserves and grant scale

Vesting — common reported employee schedule

The disclosed executive schedule is three years, not four. That materially changes how an offer should be compared with a technology package: the same headline grant value vests faster at GE, but performance share units carry the risk of settling below target, and the schedule described here is the executive schedule. No vesting schedule is published for the discretionary awards that reach senior directors and below.

Eligibility by hierarchy level

• PB3 through PB1: no routine grant evidenced. The Global Employee Stock Purchase Plan is the realistic equity route where a local offering exists.
• LPB3 through LPB1: discretionary and occasional. Spot or retention awards are possible but nothing in the sources evidences a recurring annual grant.
• SPB3 through SPB1: the first bands where a recurring long-term incentive award becomes plausible. The bundle places discretionary grant ranges of roughly $10,000 to $150,000 at SPB2 and $25,000 to $300,000 at SPB1, with no published entitlement behind either.
• EB3 and above: executive equity is expected, with the mix and threshold still at committee discretion until the officer becomes a named executive and the grant appears in the proxy.
• Section 16 officers are generally excluded from the Global Employee Stock Purchase Plan, so the one predictable equity vehicle in the company is unavailable to the people whose equity is largest.

Indicative annual grant value by band — Evendale, OH

Annualized planning value (±25%), not the face value of every new-hire grant. Share equivalents use the $355.09 reference price at 26 August 2026, 14:24 UTC and ignore plan valuation rules and PSU performance. Highlighted rows are disclosed grant-date stock awards.

Named executive target equity

The named executive officer group is small and the distribution inside it is steep: the chief executive at $45.6 million is roughly four times the next officer, the chief financial officer at $11.3 million, and the outgoing Commercial Engines and Services chief executive at $13.3 million sits above the chief financial officer only because of $1.7 million of other compensation attached to his transition. The 2025 disclosure captures a segment leadership change, with Russell Stokes shown as former president and chief executive of Commercial Engines and Services and Mohamed Ali, who held chief technology and operations responsibilities during 2025, now in that role.

Board compensation framework

Two directors took their entire 2025 retainer in stock rather than cash, with reported totals of $359,040 and $345,795 and no cash component at all, which is a stronger alignment signal than the standard mix. Committee chairs and the lead director carry the cash spread: the top cash figure in 2025 was $191,467 against the $140,000 standard retainer.

Not publicly disclosed

Modeled promotion planning timeline

The executive calendar is the only one that is visible. The performance year closes on 31 December, annual incentive outcomes are decided early the following year, and annual equity grants land in the first days of March, which is why Form 4 activity clusters in that week. For employees, submissions commonly place bonus communication and payment in the first quarter, but no global calendar is published and the represented population moves on its bargaining cycle instead.

Dataset summary

City-level H-1B wage history

All-years aggregates. P25/P75 are rounded reconstruction values marked modeled; medians and record counts are the stronger fields.

Selected title / worksite records

Evidence classification

Explicit “Not publicly disclosed” index

Known gaps and diligence before relying on a cell

1. 1The chief executive and the senior vice president or segment chief executive rows in the source bundle are single global figures identical in every city table, so keeping them in the band ladder would have forced every market's factor toward 1.0 at the top and produced absurd offshore cells. Both are excluded from the band table and carried in the executive section instead, and the ladder therefore runs from PB3 to the EB3 officer tier.
2. 2The source bundle's hourly, apprentice and entry-technician band mixes salaried interns with United States represented shop technicians whose wages are set by the IUE-CWA and UAW agreements. Negotiated scale would misstate the salaried anchor, so that band is excluded from the ladder and the represented population is carried in the key metrics, benefits and news sections instead.
3. 3The source bundle applies a single country factor to both base and total compensation, so this report cannot derive an independent total-compensation calibration and sets each market's total factor equal to its base factor. Any report that shows an offshore total factor drifting toward 1.0 while its base factor does not is usually showing a global equity range pasted into every country, and that artefact is absent here.
4. 4Country factors interpolate linearly by seniority between the PB3 and EB3 rows, while the bundle's own country curves are slightly convex. The two ends match the bundle exactly and mid-ladder offshore cells read a few points above its tabulated factor.
5. 5No benefit load is added anywhere. Employer contributions to provident funds, superannuation, social security and medical plans are employer cost, not pay, and are described in the benefits section rather than folded into total compensation.
6. 6Target bonus percentages for the non-chief-executive named executive officers are not in the bundle. The targets shown in the incentive outcomes table are derived by dividing each disclosed payout by the disclosed 188 percent total-company result, or 172 percent for Commercial Engines and Services, and the chief financial officer's derived target does not resolve to a round percentage.
7. 7The bundle carried Auckland and Dubai as declared market proxies with no direct GE pay evidence. Both are excluded here rather than shown as calibrated markets.
8. 8The bundle's own headline employee count of 57,000 and United States count of about 30,000 are the only headcount figures available. No prior-year standalone comparison exists because FY2024 was the first year after the GE Vernova separation and pre-2024 General Electric figures include businesses that are no longer part of the company.
9. 9Insider trade values for vesting settlements and restricted stock unit grants are shown as zero because no purchase price applies, and the option grant value is the face value of the underlying shares rather than the grant-date fair value of the options.

FX rates used — 1 USD equals, snapshot 2026-08-21

Single-date conversion layer for comparability; it ignores payroll-date FX, tax, purchasing power, benefits valuation and hedging. Compensation intelligence, not legal, tax, investment, immigration or employment advice.

Source register — 11 sources

The only reliable headcount series for GE Aerospace starts after April 2024, because everything before it includes GE Vernova and, before January 2023, GE HealthCare. The 2026 announcement of about 5,000 additional United States jobs would be roughly a 17 percent increase on the current United States base if fully realised, which is the largest single directional signal on GE Aerospace pay demand in the sources reviewed. GE publishes no city-level headcount, so no site on the location table can be ranked by employee count.