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Total Rewards at Booz Allen Hamilton
Get ready to experience a
Total Rewards package with
award-winning offerings.
Booz Allen Hamilton is proud to employ professionals
from a variety of backgrounds and areas of expertise,
and we’ve worked hard to establish an environment
that allows you to achieve everything that’s important
to you. Booz Allen is consistently recognized as an
employer of choice by such prestigious publications as:
● Fortune
● Computerworld
● Consulting
● Washingtonian
● Working Mother
● Training
● Vault
But we’re hoping that you won’t just take their word for
it… Join us and see for yourself why Booz Allen is a
great place to launch a career.
You’ll team with exceptional colleagues who share your
values, doing exciting work that makes a difference,
for a firm that has seen year-after-year growth for
decades. And you’ll benefit from our Total Rewards
program, which has been designed to provide not
only compensation and benefits, but career growth
opportunities and work-life balance.
Booz Allen’s Total Rewards Program
features:
Compensation
Booz Allen offers pay that will attract, motivate, and
retain the best people in the industry. In order to
reach this goal, we conduct market analysis and
comparisons of our various practices to ensure
competitive compensation. Each year, you’ll have the
opportunity to receive a merit increase, which is tied to
your growth in demonstrated competencies and your
contribution to the firm.
Exempt employees are paid once a month (on the last
banking day of the month) and non-exempt employees
are paid twice a month (on the 15th and the last
banking day of the month).
Health, Life, and Disability Benefits
The Booz Allen benefits program provides a broad
spectrum of protection against the financial risks of
illness and injury for you and your eligible dependents.
Eligible dependents include your spouse or domestic
partner (regardless of gender) and your dependent
children. The firm pays the majority of the cost of these
programs with a supporting contribution from you.
Medical, Dental, and Voluntary Vision Coverage. Your
choice of comprehensive health care plans to best
meet your needs. Medical plan choices include a PPO,
Point-of-Service, or HMO. A TRICARE Supplement is
also available for military retirees.
A Medical Expense Flexible Spending Account. Allows
you to set aside pre-tax funds each year to reimburse
yourself for certain medical, dental, and vision
expenses not covered by another plan.
Group Term Life Insurance. Firm-paid coverage for
you, equal to your annual base salary. You may
buy additional coverage for you and your eligible
dependents.
All-Risk Accident Insurance (Accidental Death or
Dismemberment). Firm-paid coverage equal to four
times your base annual salary, with the opportunity to
purchase additional coverage for you and your eligible
dependents.
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Short-Term Disability (STD) Coverage. Provides up to
26 weeks of paid leave (benefit is based on your years
of service) should an illness or injury require you to be
away from work. The first week (i.e., 40 consecutive
working hours) of disability leave is considered an
unpaid waiting period, however you may be paid for
this period using your accrued PTO or unused floating
holidays. Paid leave is then provided through the STD
program for the remaining period. Coverage is paid by
the firm and is available immediately upon your date of
hire.
Long-Term Disability (LTD) Insurance. Provides income
protection during an extended period of disability.
If you elect LTD insurance (the cost of coverage is
cost-shared between you and the firm), benefits begin
after you have been partially or totally disabled for 180
consecutive days.
Long-Term Care Insurance. A voluntary plan to help you
pay nursing home fees or home care costs not covered
elsewhere.
Maternity Benefits
The various leave programs available for maternity and
childbirth reasons are summarized below:
Short-Term Disability (STD). Paid leave is provided to
birth mothers under the firm’s short-term disability
program (as described above). For a normal delivery,
generally 6 weeks of disability leave is provided from
the date of birth (for a cesarean delivery, generally 8
weeks is provided). The first week (i.e., 40 consecutive
working hours) of disability leave is considered an
unpaid waiting period, however you may be paid for
this period using your accrued PTO or unused floating
holidays. Paid leave is then provided through the
STD program for the remaining 5 weeks for a normal
delivery or 7 weeks for a cesarean.
Paid Parental Leave. 2 weeks of paid leave is available
to new parents (birth or adoptive, regardless of gender)
for time off to bond with their new child.
Unpaid Parental Leave. After 1 year of employment, the
firm provides new parents (birth or adoptive) up to 24
workweeks of unpaid leave.
Paid Leave Programs
Booz Allen offers a comprehensive set of paid
leave programs, designed to help you maintain the
balance of work, personal time, community interests,
and commitments which are essential to both your
personal and professional well-being. These include:
Paid Time Off (PTO). A pool of leave (accrued on a
monthly basis) to spend as you choose, not only for
rest and relaxation, but also for the unexpected, such
as personal illness or any matter that requires you to
be away from work. Your leave grows with your tenure
and advancement:
Years Admin Professional Associate (III) and Principal (V)
with (non-exempt), Sr. Associate (IV)
firm Consultant (I), and Sr.
Consultant (II)
<2 16 days 21 days 26 days
2-4 17 days 22 days 26 days
5-9 21 days 22 days 26 days
10+ 26 days 26 days 26 days
Holidays. 9 paid holidays are provided each year—7
fixed and 2 “floating holidays” to be used at your
discretion. (For staff joining after July 1, one floating
holiday is available during the first calendar year of
employment).
Bereavement Leave. Up to 3 days of leave to mourn the
loss of an immediate family member and an additional
2 days of leave if out-of-town travel is required.
Paid Parental Leave. 2 weeks paid leave for mothers
and fathers after the birth or adoption of a child (in
addition to disability leave for mothers following birth).
Military Reservist Leave. A variety of programs to
support our reservists.
Paid Leave for Jury Duty.
Leave Sharing Program. Colleague-to-Colleague leave
sharing allows you to donate Paid Time Off (PTO) hours
to support co-workers in need.
Booz Allen provides additional unpaid leave for a
variety of reasons to supplement our paid leave
programs.
Professional Development
Booz Allen’s success is, in part, due to our
commitment to the ongoing professional development
of all employees. We view professional development
opportunities as invaluable and believe they are a
shared responsibility between staff members and the
firm. You’ll have access to many specialized learning
opportunities and resources across orientation,
employee and skills development, leadership, job
management, and technical disciplines.
Discover Booz Allen. This highly interactive immersion
program will introduce you to the firm’s history and
heritage. You’ll learn more about Booz Allen’s Core
Values, organization, capabilities, and resources that
can benefit your career development.
Award-Winning Training. You can take advantage of
tailored learning opportunities—through traditional
classroom training and 400+ online, self-paced
courses—focusing on technology, professional
development, and work-life balance. Booz Allen is
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consistently recognized in the industry for top-notch
training initiatives and has been inducted into
Training magazine’s Top 10 Hall of Fame for employer-
sponsored workforce training programs.
Tuition Assistance and Professional Association
Membership. When related to your personal
development and the firm’s business needs, up to
$5,000 per calendar year (determined by course
completion date) is available for academic assistance.
You may use up to half of this amount to obtain
and/or maintain an industry recognized technical or
professional certification. In addition, you will receive
a firm-paid membership in a professional association
directly related to your area of expertise, empowering
you to expand your professional skills and business
relationships.
Mentoring and Coaching. Mentoring and coaching
resources are available to assist you with your
personal and/or professional goals, development, and
growth.
Work-Life Programs
Booz Allen recognizes the importance of balancing
personal interests and responsibilities with those of
the workplace. In addition to endorsing flexible work
arrangements (e.g., flexible scheduling, teleworking,
and part-time working arrangements) when they are
mutually beneficial to our employees, our clients, and
the firm, Booz Allen provides:
LifeWorks (Resource & Referral and EAP Program).
A free, confidential resource for you and eligible
dependents, LifeWorks helps you deal with the
challenges of everyday life—from finding a gym in
your area to managing elder care responsibilities. The
Employee Assistance Program (EAP) provides in-person
clinical counseling and crisis intervention (over the
phone) to help you and your family successfully deal
with life’s critical challenges.
A Dependent Care Flexible Spending Account. Allows
you to set aside pre-tax funds each year to pay for the
care of your eligible children or other dependents while
you work.
Child Care. Back up child care services provide
alternative child care when your primary provider is
unavailable. Child care center tuition discounts include
a 5-10% discount off monthly tuition at national and
select regional child care vendors.
Advanced Infertility Treatment. Our Point-of-Service
medical plan provides up to four in vitro fertilization
attempts per lifetime.
Adoption Benefits. Financial assistance for adoption—
up to $5,000 per child, to cover the costs of certain
expenses associated with adopting a child—is
available.
Awards Programs
Booz Allen honors the contributions of its
employees by offering both service anniversary
and recognition award programs. Our recognition
awards program acknowledges all non bonus-eligible
staff for their exceptional performance, noteworthy
accomplishments, and superior demonstration of our
Core Values.
Community Involvement
Booz Allen’s approach to philanthropy is employee-
centric, which means we align our resources with
the interests of the firm’s employees. Our goal is
to empower our people to be catalysts for change,
making a difference in the communities where we
live and work. Whether it’s through a firm-sponsored
volunteer project, pro bono work, or a personal/
individual activity, our employee volunteers are
encouraged to become involved and to make an
impact.
Booz Allen Hamilton Employees’ Capital
Accumulation Plan (ECAP)
ECAP is a defined contribution, profit-sharing plan
designed to help ensure you’re ready for what’s next
financially. ECAP has two components: a voluntary
401(k) feature and generous contributions from the
firm.
Employee 401(k) contributions
● The employee-funded 401(k) portion of ECAP
allows you to make voluntary pre-tax contributions
up to 80% of your base salary and voluntary Roth
401(k) after-tax contributions up to 50% of your
base salary* via convenient payroll deductions. The
combined amount of these contributions cannot
exceed the maximum annual IRS limit ($16,500 in
2009.)
● If you are age 50 or older, you may make an
additional “catch-up” contribution to your voluntary
401(k) account each year, up to the maximum IRS
limit ($5,500 in 2009).
Contributions can start as soon as practical upon
employment or at any time in the future.
*Certain restrictions apply to 401(k) contributions for Highly
Compensated Employees (HCEs) in their second year and
subsequent years of employment. If an employee is deemed
an HCE (as defined by the IRS), contributions will be limited
to the lesser of 10% of base salary or the annual IRS
contribution limit. For 2009, an employee is considered an
HCE if their total compensation from Booz Allen exceeded
$105,000 during calendar year 2008.
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 The eligibility date is the first of the month following 1
Example: Booz Allen Hamilton contribution profit-sharing
account growth
year of service with the firm. To illustrate:

ECAP plan year: January 1 to December 31

Assumptions: $100,526
Hire date: June 15, 2009
● 10% firm contribution
● $72K initial salary $85,101 Eligibility date to receive July 1, 2010
firm’s contributions:
● 5% annual salary increases
● 5% compounded annual Firm’s contribution based on July 1 to December 31, 2010
$70,916 eligible compensation***
return on investments
received from:
$57,892
First contribution posted to Mid-February 2011
your ECAP account:
$45,946

$35,007
$25,005
$15,876
$7,560
Year Year Year Year Year Year Year
2 3 4 5 6 7 8 9
Annual profit sharing contribution
Booz Allen makes an annual lump sum contribution to
employees’ ECAP accounts. While contributions are
discretionary, historically, the firm contributions have
been 10% of eligible compensation and an additional
5.7% of compensation above the Social Security wage
base ($106,800 for 2009)**. Firm contributions to
your ECAP account are separate from the 401(k)
portion—you will receive this annual lump-sum deposit
regardless of what you contribute to your 401(k).
You are automatically eligible to receive annual Booz
Allen contributions to ECAP after attaining age 21 and
completing 1 year of employment with the firm.
Your first Booz Allen profit sharing contribution will be
based on a prorated amount from your eligibility date.
Vesting
You will be 20% vested in the firm’s ECAP contributions
after 2 years of employment—40% vested if you are
40 or older. You will be 100% vested after 6 years of
Year Year employment—5 years if you are 40 or older. You will be
10 100% vested immediately at age 60.
Voluntary 401(k) Vesting. 401(k) contributions and
earnings are always 100% vested.
Investment Options
A full suite of investment vehicles are available to fit
your investment strategy, including a Self-Directed
Account (SDA) option, which allows investments in
individual stocks, bonds, and mutual funds. You can
change your investment elections at any time.
Important notes for rehires
● If you completed 1 year of employment with the firm
prior to the date you originally left, upon rehire you
will immediately become eligible for employer profit-
sharing contributions and will receive past service
credit for vesting purposes.
● If you were not 100% vested at the time you left the
firm, and return within 5 years, any funds forfeited
will be reinstated to your account.

**Booz Allen Hamilton’s annual profit sharing contribution is

discretionary and is subject to Board of Directors’ approval.

***Eligible compensation is defined as base salary, bonus

(for employees who are bonus eligible), and overtime (for
non-exempt employees). The IRS caps the amount of eligible
compensation that can be used to calculate the firm’s
contribution. The cap for 2009 is $245,000.

Booz Allen Hamilton Inc.

is an Equal Opportunity Employer
The benefits listed highlight the key features of
Booz Allen Hamilton’s benefits programs and
do not attempt to cover all details. For more
information, please visit www.boozallen.com.

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