SJU
San Juan Tower
FAA Control Tower Carolina, Puerto Rico
Facility Information
| Facility Overview | |
|---|---|
| Identifier | SJU |
| Facility Name | San Juan Tower |
| Airport Name | Luis Munoz Marin Intl |
| Type | Tower |
| Level | Level 7 |
| Core 30 Airport | No |
| Airspace & Operations | |
|---|---|
| Hours of Operation | 0000-2359 (always open) |
| Airspace Class | Class C |
| Overlying ARTCC | ZSU |
| Airport Diagram | Airport Diagram (PDF) |
| Location & Contact | |
|---|---|
| View on full map → | |
| Address | Luis Munoz Marin Int'l Airport Carolina, PR 00979 |
| Phone Number | 787-253-4605 |
Salary Information
2026 pay for San Juan Tower, built from the FAA Air Traffic Specialized Pay Plan bands:
| Career Level | Hourly Min. | Hourly Max. | Total Pay Min. | Total Pay Max. |
|---|---|---|---|---|
| CPC | $50.17 | $67.73 | $104,709 | $141,356 |
| D3 | $44.59 | $50.17 | $93,059 | $104,709 |
| AG | $27.84 | $27.84 | $58,101 | $58,101 |
| Total Pay combines Basic Pay, Locality Pay, and the additions listed under Pay Factors, including this facility's 4% Controller Incentive Pay (how CIP works). It excludes premium pay for overtime, nights, Sundays, and holidays. | ||||
| Pay Factors | |
|---|---|
| Facility Level | Level 7 |
| Locality Area | Rest of U.S. |
| Locality Pay | 17.06% |
| Controller Incentive Pay (CIP) | 4.00% |
| Cost of Living Adjustment (COLA) | 2.49% (tax-free) |
| Local Affordability | |
|---|---|
| Cost of Living Index | 118.0 (18.0% above avg) |
| Cost-Adjusted CPC Min | $88,737 |
How this pay is calculated
| Basic Pay (Level 7 CPC band maximum) | $114,412 |
|---|---|
| + Locality Pay (17.06% of Basic Pay for Rest of U.S.) | + $19,519 |
| = Adjusted Basic Pay (counts toward your High-3) | $133,931 |
| + Controller Incentive Pay (4% of Basic Pay, not of the locality-adjusted figure) | + $4,576 |
| + COLA (2.49% of Basic Pay, tax-free) | + $2,849 |
| = Total Pay | $141,356 |
| Basic Pay (Level 7 CPC band minimum) | $84,751 |
|---|---|
| + Locality Pay (17.06% of Basic Pay for Rest of U.S.) | + $14,458 |
| = Adjusted Basic Pay (counts toward your High-3) | $99,209 |
| + Controller Incentive Pay (4% of Basic Pay, not of the locality-adjusted figure) | + $3,390 |
| + COLA (2.49% of Basic Pay, tax-free) | + $2,110 |
| = Total Pay | $104,709 |
| Basic Pay (Level 7 D3 band maximum) | $84,751 |
|---|---|
| + Locality Pay (17.06% of Basic Pay for Rest of U.S.) | + $14,458 |
| = Adjusted Basic Pay (counts toward your High-3) | $99,209 |
| + Controller Incentive Pay (4% of Basic Pay, not of the locality-adjusted figure) | + $3,390 |
| + COLA (2.49% of Basic Pay, tax-free) | + $2,110 |
| = Total Pay | $104,709 |
| Basic Pay (Level 7 D3 band minimum) | $75,321 |
|---|---|
| + Locality Pay (17.06% of Basic Pay for Rest of U.S.) | + $12,850 |
| = Adjusted Basic Pay (counts toward your High-3) | $88,171 |
| + Controller Incentive Pay (4% of Basic Pay, not of the locality-adjusted figure) | + $3,013 |
| + COLA (2.49% of Basic Pay, tax-free) | + $1,875 |
| = Total Pay | $93,059 |
| Basic Pay (Academy Graduate band, set nationally) | $47,026 |
|---|---|
| + Locality Pay (17.06% of Basic Pay for Rest of U.S.) | + $8,023 |
| = Adjusted Basic Pay (counts toward your High-3) | $55,049 |
| + Controller Incentive Pay (4% of Basic Pay, not of the locality-adjusted figure) | + $1,881 |
| + COLA (2.49% of Basic Pay, tax-free) | + $1,171 |
| = Total Pay | $58,101 |
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 (17.06% of Basic Pay for Rest of U.S.) | + $8,023 |
| = Adjusted Basic Pay (counts toward your High-3) | $55,049 |
| + Controller Incentive Pay (4% of Basic Pay, not of the locality-adjusted figure) | + $1,881 |
| + COLA (2.49% of Basic Pay, tax-free) | + $1,171 |
| = Total Pay | $58,101 |
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 | 19 CPCs |
| CPC Target (CWP) | 15 CPCs |
| Current Staffing | 113.33% |
|
Projected Staffing
Show componentsHide components
|
128.16% |
| ↳ Est. Trainee Certifications | + 0.9 |
| ↳ Temporary Inbounds | + 2 |
| ↳ Projected Retirements/Losses | - 0.7 |
|
Number of Trainees
Show breakdownHide breakdown
|
1 trainees |
| ↳ Academy Graduates | 1 |
| Training Information, August 2026 | |
|---|---|
| Training Time (Avg) | 0.65 years |
| ↳ New Hires | 0.71 years |
| ↳ Transfers (CPC-IT) | 0.54 years |
| Training Success Rate (Avg) | 88% |
| ↳ New Hires | 89% |
| ↳ Transfers (CPC-IT) | 86% |
| Travel Days from Academy | Variable |
Historical Trends
SJU Staffing Percentages
SJU Personnel Counts
SJU Training Metrics
NCEPT
NCEPT manages controller-requested transfers between FAA facilities. See SJU transfer selections on the Transfer Flow Map.
| Eligibility & Staffing, August 2026 | |
|---|---|
| Staffing Source | Academy Sourced |
| TSL (One Training Time) | 87.91% |
| Gaining Target | 101.25% |
| Possible Gains | 0 |
| Primary Releases Avail. | 4 |
| Secondary Releases Avail. | 2 |
| Transfer Activity | |
|---|---|
| Releases, Past 3 Yrs | 5 |
| ↳ Standard | 5 |
| ↳ Priority/Other | 0 |
| Gains, Past 3 Yrs | 0 |
| Last Standard Release | 0.1 years ago |
Selections by Year, 2016–2026
Demand Trends
NCEPT Priority
Traffic
| July 2025 - June 2026 (12 Months) | |
|---|---|
| Tower Operations | 194,062 operations/yr |
| Average Daily Operations | 532 operations/day |
| Peer Group Median (Lvl 7 Tower) |
180,577 operations/yr |
| Relative Workload | +7.5% vs peer median |