Part 135 Lear 60 SIC compensation reflects the broader fragmentation of pay structures across the on-demand charter sector, where rates vary considerably based on operator size, fleet utilization, and geographic market. Entry-level SIC positions on the Learjet 60 — a mid-size, twin-engine business jet requiring a type rating and capable of transporting up to eight passengers — typically fall in the range of $45,000 to $70,000 annually at most Part 135 operators, though highly active charter companies in major markets such as the Northeast corridor, Florida, or Texas can push base compensation higher. Per diem allowances, which commonly range from $1.50 to $2.50 per hour on duty, represent a meaningful supplement to base pay and are often underweighted by candidates evaluating offers.
The compensation landscape for Part 135 SIC roles is shaped in part by the regulatory and operational demands of the position itself. The Lear 60, certificated under FAR Part 25, requires both pilot seats to be occupied by qualified crew, and SIC candidates must hold at least a commercial certificate with instrument rating and meet the operator's minimum flight time requirements — typically 500 to 1,000 hours total time depending on the company. Many operators also require or strongly prefer a Lear 60 type rating for the SIC seat, which either the company pays for through a training bond arrangement or the candidate brings independently. These training bonds, often structured over 12 to 24 months, can effectively constrain near-term earning mobility and should be weighed carefully during offer evaluation.
The wider context for this discussion is the ongoing recalibration of business aviation pilot pay following the post-pandemic demand surge. Demand for charter services expanded sharply between 2020 and 2023, pushing operators to staff aggressively and temporarily elevating SIC compensation at some companies. As of 2025 and into 2026, charter demand has moderated from its peak, and some operators have responded by tightening hiring budgets and restructuring pay scales. This has created downward pressure on starting pay at smaller or regional Part 135 operators, even as larger fractional and charter management companies — XOJET, Flexjet, NetJets, and similar organizations — continue to offer more structured and competitive compensation packages anchored by collective bargaining or standardized pay grids.
For pilots evaluating a Lear 60 SIC offer specifically, the more meaningful variables beyond base salary include schedule structure (trip pairing versus days-on/days-off), whether the operator flies owner aircraft, managed charter, or both, and how frequently the aircraft actually flies — utilization directly impacts per diem earnings and total-time accumulation critical for career advancement. Pilots building toward a Part 121 career or a PIC upgrade within Part 135 should place particular emphasis on the realistic time-building trajectory the position offers, since a Learjet SIC seat at an active operator can generate 300 to 500 flight hours annually, while a low-utilization fractional or owner-ops role may produce considerably less.