BWI
Baltimore Tower
FAA Air Traffic Control Tower at Baltimore-Washington International Thurgood Marshall Airport Baltimore, Maryland
Facility Information
| Facility Overview | |
|---|---|
| Identifier | BWI |
| Facility Name | Baltimore Tower |
| Airport | Baltimore-Washington International Thurgood Marshall Airport |
| Type | Tower |
| Level | Level 8
Show historyHide history
• Prior to Aug 2016: Level 9
|
| Core 30 Airport | Yes |
| Airspace & Operations | |
|---|---|
| Hours of Operation | 0000-2359 (always open) |
| Airspace Class | Class B |
| Approach/Departure | PCT |
| Overlying ARTCC | ZDC |
| Airport Diagram | Airport Diagram (PDF) |
| Location & Contact | |
|---|---|
| View on full map → | |
| Address | 7062 Elm Rd Baltimore, MD 21240 |
| Phone Number | 410-859-7255 |
Salary Information
2026 pay for Baltimore Tower, built from the FAA Air Traffic Specialized Pay Plan bands:
| Career Level | Hourly Min. | Hourly Max. | Total Pay Min. | Total Pay Max. |
|---|---|---|---|---|
| CPC | $60.87 | $82.17 | $127,027 | $171,487 |
| D3 | $53.29 | $60.87 | $111,218 | $127,027 |
| D2 | $45.71 | $53.29 | $95,406 | $111,218 |
| AG | $30.56 | $30.56 | $63,785 | $63,785 |
| Total Pay combines Basic Pay, Locality Pay, and the additions listed under Pay Factors, including this facility's 1.7% Controller Incentive Pay (how CIP works). It excludes premium pay for overtime, nights, Sundays, and holidays. | ||||
| Pay Factors | |
|---|---|
| Facility Level | Level 8 |
| Locality Area | Washington-Baltimore |
| Locality Pay | 33.94% |
| Controller Incentive Pay (CIP) | 1.70% |
| Local Affordability | |
|---|---|
| Cost of Living Index | 104.5 (4.5% above avg) |
| Cost-Adjusted CPC Min | $121,569 |
How this pay is calculated
| Basic Pay (Level 8 CPC band maximum) | $126,428 |
|---|---|
| + Locality Pay (33.94% of Basic Pay for Washington-Baltimore) | + $42,910 |
| = Adjusted Basic Pay (counts toward your High-3) | $169,338 |
| + Controller Incentive Pay (1.7% of Basic Pay, not of the locality-adjusted figure) | + $2,149 |
| = Total Pay | $171,487 |
| Basic Pay (Level 8 CPC band minimum) | $93,650 |
|---|---|
| + Locality Pay (33.94% of Basic Pay for Washington-Baltimore) | + $31,785 |
| = Adjusted Basic Pay (counts toward your High-3) | $125,435 |
| + Controller Incentive Pay (1.7% of Basic Pay, not of the locality-adjusted figure) | + $1,592 |
| = Total Pay | $127,027 |
| Basic Pay (Level 8 D3 band maximum) | $93,650 |
|---|---|
| + Locality Pay (33.94% of Basic Pay for Washington-Baltimore) | + $31,785 |
| = Adjusted Basic Pay (counts toward your High-3) | $125,435 |
| + Controller Incentive Pay (1.7% of Basic Pay, not of the locality-adjusted figure) | + $1,592 |
| = Total Pay | $127,027 |
| Basic Pay (Level 8 D3 band minimum) | $81,995 |
|---|---|
| + Locality Pay (33.94% of Basic Pay for Washington-Baltimore) | + $27,829 |
| = Adjusted Basic Pay (counts toward your High-3) | $109,824 |
| + Controller Incentive Pay (1.7% of Basic Pay, not of the locality-adjusted figure) | + $1,394 |
| = Total Pay | $111,218 |
| Basic Pay (Level 8 D2 band maximum) | $81,995 |
|---|---|
| + Locality Pay (33.94% of Basic Pay for Washington-Baltimore) | + $27,829 |
| = Adjusted Basic Pay (counts toward your High-3) | $109,824 |
| + Controller Incentive Pay (1.7% of Basic Pay, not of the locality-adjusted figure) | + $1,394 |
| = Total Pay | $111,218 |
| Basic Pay (Level 8 D2 band minimum) | $70,338 |
|---|---|
| + Locality Pay (33.94% of Basic Pay for Washington-Baltimore) | + $23,872 |
| = Adjusted Basic Pay (counts toward your High-3) | $94,210 |
| + Controller Incentive Pay (1.7% of Basic Pay, not of the locality-adjusted figure) | + $1,196 |
| = Total Pay | $95,406 |
| Basic Pay (Academy Graduate band, set nationally) | $47,026 |
|---|---|
| + Locality Pay (33.94% of Basic Pay for Washington-Baltimore) | + $15,960 |
| = Adjusted Basic Pay (counts toward your High-3) | $62,986 |
| + Controller Incentive Pay (1.7% of Basic Pay, not of the locality-adjusted figure) | + $799 |
| = Total Pay | $63,785 |
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 (33.94% of Basic Pay for Washington-Baltimore) | + $15,960 |
| = Adjusted Basic Pay (counts toward your High-3) | $62,986 |
| + Controller Incentive Pay (1.7% of Basic Pay, not of the locality-adjusted figure) | + $799 |
| = Total Pay | $63,785 |
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, November 2026 | |
|---|---|
| CPCs on Board | 19 CPCs |
| CPC Target (CWP) | 22 CPCs |
| Current Staffing | 86.36% |
|
Projected Staffing
Show componentsHide components
|
101.93% |
| ↳ Est. Trainee Certifications | + 4.8 |
| ↳ Projected Retirements/Losses | - 1.3 |
|
Number of Trainees
Show breakdownHide breakdown
|
6 trainees |
| ↳ Academy Graduates | 1 |
| ↳ Developmental 2 | 2 |
| ↳ Developmental 3 | 2 |
| ↳ CPC-IT 2 (Transfer) | 1 |
| Training Information, November 2026 | |
|---|---|
| Training Time (Avg) | 0.89 years |
| ↳ New Hires | 1.02 years |
| ↳ Transfers (CPC-IT) | 0.83 years |
| Training Success Rate (Avg) | 79% |
| ↳ New Hires | 79% |
| ↳ Transfers (CPC-IT) | 85% |
| Travel Days from Academy | 3 days |
Historical Trends
BWI Staffing Percentages
BWI Personnel Counts
BWI Training Metrics
NCEPT
NCEPT manages controller-requested transfers between FAA facilities. See BWI transfer selections on the Transfer Flow Map.
| Eligibility & Staffing, November 2026 | |
|---|---|
| Staffing Source | Academy Sourced |
| TSL (One Training Time) | 89.49% |
| Gaining Target | 98.58% |
| Possible Gains | 0 |
| Primary Releases Avail. | 0 |
| Secondary Releases Avail. | 0 |
| Transfer Activity | |
|---|---|
| Releases, Past 3 Yrs | 3 |
| ↳ Standard | 3 |
| ↳ Priority/Other | 0 |
| Gains, Past 3 Yrs | 6 |
| Last Standard Release | 0.6 years ago |
| ERR Demand, October 14, 2026 | |
|---|---|
| ERRs on File (Inbound) | 12 |
| ↳ Releasable | 1 |
| Employees with ERRs (Outbound) | 0 |
| ↳ As % of CPCs | 0.0% |
| ↳ Total ERRs (Outbound) | 0 |
ERR Demand Trends
Selections by Year, 2016–2026
Traffic
| October 2025 - September 2026 (12 Months) | |
|---|---|
| Tower Operations | 240,934 operations/yr |
| Average Daily Operations | 660 operations/day |
| Peer Group Median (Lvl 8 Tower) |
264,514 operations/yr |
| Relative Workload | -8.9% vs peer median |