BDL
Bradley Tower
FAA Control Tower Windsor Locks, Connecticut
Facility Information
| Facility Overview | |
|---|---|
| Identifier | BDL |
| Facility Name | Bradley Tower |
| Airport Name | Bradley Intl |
| Type | Tower |
| Level | Level 5
Show historyHide history
• Prior to Nov 2016: Level 6
|
| Core 30 Airport | No |
| Airspace & Operations | |
|---|---|
| Hours of Operation | 0000-2359 (always open) |
| Airspace Class | Class C |
| Approach/Departure | Y90 |
| Overlying ARTCC | ZBW |
| Airport Diagram | Airport Diagram (PDF) |
| Location & Contact | |
|---|---|
| View on full map → | |
| Address | 35 Perimeter Rd Windsor Locks, CT 06096 |
| Phone Number | 860-386-3500 |
Salary Information
2026 pay for Bradley Tower, built from the FAA Air Traffic Specialized Pay Plan bands:
| Career Level | Hourly Min. | Hourly Max. | Total Pay Min. | Total Pay Max. |
|---|---|---|---|---|
| CPC | $45.82 | $61.86 | $95,630 | $129,099 |
| D3 | $42.13 | $45.82 | $87,920 | $95,630 |
| AG | $31.05 | $31.05 | $64,792 | $64,792 |
| Total Pay combines Basic Pay, Locality Pay, and the additions listed under Pay Factors, including this facility's 5.7% Controller Incentive Pay (how CIP works). It excludes premium pay for overtime, nights, Sundays, and holidays. | ||||
| Pay Factors | |
|---|---|
| Facility Level | Level 5 |
| Locality Area | Hartford |
| Locality Pay | 32.08% |
| Controller Incentive Pay (CIP) | 5.70% |
| Local Affordability | |
|---|---|
| Cost of Living Index | 102.8 (2.8% above avg) |
| Cost-Adjusted CPC Min | $93,071 |
How this pay is calculated
| Basic Pay (Level 5 CPC band maximum) | $93,699 |
|---|---|
| + Locality Pay (32.08% of Basic Pay for Hartford) | + $30,059 |
| = Adjusted Basic Pay (counts toward your High-3) | $123,758 |
| + Controller Incentive Pay (5.7% of Basic Pay, not of the locality-adjusted figure) | + $5,341 |
| = Total Pay | $129,099 |
| Basic Pay (Level 5 CPC band minimum) | $69,408 |
|---|---|
| + Locality Pay (32.08% of Basic Pay for Hartford) | + $22,266 |
| = Adjusted Basic Pay (counts toward your High-3) | $91,674 |
| + Controller Incentive Pay (5.7% of Basic Pay, not of the locality-adjusted figure) | + $3,956 |
| = Total Pay | $95,630 |
| Basic Pay (Level 5 D3 band maximum) | $69,408 |
|---|---|
| + Locality Pay (32.08% of Basic Pay for Hartford) | + $22,266 |
| = Adjusted Basic Pay (counts toward your High-3) | $91,674 |
| + Controller Incentive Pay (5.7% of Basic Pay, not of the locality-adjusted figure) | + $3,956 |
| = Total Pay | $95,630 |
| Basic Pay (Level 5 D3 band minimum) | $63,812 |
|---|---|
| + Locality Pay (32.08% of Basic Pay for Hartford) | + $20,471 |
| = Adjusted Basic Pay (counts toward your High-3) | $84,283 |
| + Controller Incentive Pay (5.7% of Basic Pay, not of the locality-adjusted figure) | + $3,637 |
| = Total Pay | $87,920 |
| Basic Pay (Academy Graduate band, set nationally) | $47,026 |
|---|---|
| + Locality Pay (32.08% of Basic Pay for Hartford) | + $15,086 |
| = Adjusted Basic Pay (counts toward your High-3) | $62,112 |
| + Controller Incentive Pay (5.7% of Basic Pay, not of the locality-adjusted figure) | + $2,680 |
| = Total Pay | $64,792 |
The AG band is a single national rate, so the top and bottom of the band are the same.
| Basic Pay (Academy Graduate band, set nationally) | $47,026 |
|---|---|
| + Locality Pay (32.08% of Basic Pay for Hartford) | + $15,086 |
| = Adjusted Basic Pay (counts toward your High-3) | $62,112 |
| + Controller Incentive Pay (5.7% of Basic Pay, not of the locality-adjusted figure) | + $2,680 |
| = Total Pay | $64,792 |
The AG band is a single national rate, so the top and bottom of the band are the same.
Amounts are rounded to the nearest dollar, so lines can differ from the total by a dollar or two.
How CIP works
Controller Incentive Pay is a cost-of-living differential under the NATCA contract. It comes from a fixed $30 million yearly pool that has been running out before year-end; when that happens, payments stop until the next fiscal year. It is not retirement-creditable, and at some facilities only controllers on board before a set date receive it.
ATC pay has stalled over the past decade. Marangos & Brown are on a mission to increase pay.
Staffing and Training
| Staffing Information, August 2026 | |
|---|---|
| CPCs on Board | 18 CPCs |
| CPC Target (CWP) | 15 CPCs |
| Current Staffing | 120.00% |
|
Projected Staffing
Show componentsHide components
|
150.45% |
| ↳ Est. Trainee Certifications | + 6.9 |
| ↳ Committed Outbounds | - 2 |
| ↳ Projected Retirements/Losses | - 0.4 |
|
Number of Trainees
Show breakdownHide breakdown
|
8 trainees |
| ↳ Academy Graduates | 1 |
| ↳ Developmental 3 | 6 |
| ↳ CPC-IT 0 (Transfer) | 1 |
| Training Information, August 2026 | |
|---|---|
| Training Time (Avg) | 0.79 years |
| ↳ New Hires | 0.87 years |
| ↳ Transfers (CPC-IT) | 0.38 years |
| Training Success Rate (Avg) | 87% |
| ↳ New Hires | 90% |
| ↳ Transfers (CPC-IT) | 89% |
| Travel Days from Academy | 4 days |
Historical Trends
BDL Staffing Percentages
BDL Personnel Counts
BDL Training Metrics
NCEPT
NCEPT manages controller-requested transfers between FAA facilities. See BDL transfer selections on the Transfer Flow Map.
| Eligibility & Staffing, August 2026 | |
|---|---|
| Staffing Source | Academy Sourced |
| TSL (One Training Time) | 88.36% |
| Gaining Target | 101.70% |
| Possible Gains | 0 |
| Primary Releases Avail. | 3 |
| Secondary Releases Avail. | 1 |
| Transfer Activity | |
|---|---|
| Releases, Past 3 Yrs | 11 |
| ↳ Standard | 11 |
| ↳ Priority/Other | 0 |
| Gains, Past 3 Yrs | 1 |
| Last Standard Release | 13 days ago |
Selections by Year, 2016–2026
Demand Trends
NCEPT Priority
Traffic
| July 2025 - June 2026 (12 Months) | |
|---|---|
| Tower Operations | 88,294 operations/yr |
| Average Daily Operations | 242 operations/day |
| Peer Group Median (Lvl 5 Tower) |
81,501 operations/yr |
| Relative Workload | +8.3% vs peer median |