2. “Money will not make you
happy…..
But money can make a happy
person happier.”
-Chad Pinion
3. AGENDA
• Goal of Salary Negotiation
• Preparation
• Calculating Your Worth
• “The Offer”
• Counter Offers
• Conclusion/Q&A
4. The Goal of Negotiation
• To reach an agreement that will maximize
your potential earnings and provide for the
employers needs
• To create a win-win situation with an
employer with whom you can have a long
term relationship
5. Are Salary Negotiations even
Possible
Yes, and no.
It depends on the position, the manager, the organization, and your
perceived value.
– Most entry-level positions have set salaries that are subject to very little
if any negotiation.
– Mid-level positions typically have salary ranges (i.e., a job paying
$30,000 a year may have a salary range between $27,000 and $33,000).
– Employers will negotiate within the range, but will rarely exceed it
unless you are an exceptional candidate.
– Most state and federal government jobs have rigid, non-negotiable
salary scales based on education and experience.
In general, the higher-level management and executive positions offer the
greatest opportunities for negotiation.
7. Preparing for Salary Negotiation
• What you need to know before you begin
salary negotiations
– Know your market value – what are comparable salaries
and positions
– What do similar positions in the industry pay in your
geographic region
– How much do current employees earn.
– Where do you fit in the organization- is this an entry
level, practitioner, management or an executive position
8. Preparing for Salary Negotiation
• Factors that impact supply and demand –
THE COMPETITION!
– What is current in the industry - targeting local
and national trends
– Identity employers who compete for the best
candidates and offer top salaries and superior
benefits packages
10. Places to Search for Information
• Professional associations • Online resources –
– membership surveys www.salary.com,
• Recruiters and executive www.glassdoor.com,
search firms www.indeed.com
• Monthly government labor • Former and current
reviews/ The Bureau of employees
Labor Statistics • Your network – friends,
• Forbes, The Wall Street colleagues, information
Journal, Business Week, interviews
Fortune Magazine
11. Total Compensation Packages
Benefits can equal 20%-30% of your total compensation
package. What’s included:
• Bonuses • Education rebates
• Signing bonus • Cost of living raises
• Flexible schedules • Parking
• Profit sharing • Company car
• Retirement package • Cell phone/Blackberry
• Insurance • Child care
• Stock options • Maternity leave
• Timely advancement • Relocation costs
• Vacation time • Health Care Insurance
13. “The Offer”
Things to remember:
• Most companies make fair and realistic salary offers
• It is not in their best interest to make “low ball” offers
• They want to hire the best candidate for the job
• High employee turnover is an added expense to the
bottom line for the employer
• Translation = the “Offer” should be good!
14. “The Offer”
• Anticipate objections to higher salary offers
• Be clear about your own value
• Be confident in your abilities, skills,
professional experience and education
• Develop rebuttals to anticipate employers
possible “excuses” for not wanting to raise
salary levels
15. Discussing Salary History
• Try not to be the first one to give a salary
range
• Discuss salary in future terms….
– “If I was to stay in my current positions the value
of my compensation package would be…”
– “I would consider a salary range of…”
16. Negotiations
• Remember is not about winning, but about
establishing mutual interests and goals
• Know where you can compromise
• Identity your possible competition
• Logically reiterate why you should be
compensated at a greater level
18. Counter Offers
Counter offers are offers from your current employers to
remain after you have announced intention to leave
• Investigate and determine • They may feel desperate to
your employer’s motivation finish a project but may not
• Is it all about money? be loyal to you and made
• Will the underlying issues the offer
that motivated you to move • Do you really want to work
be changing? for someone who only
• Know that your loyalty will increased your salary
because you were leaving?
now be suspect and an
attitude of negativity about • Take this offer as a
your choice to leave may complement and move on
be present
19. Thank You and Good Luck
Charles (Chad) Pinion, GCDF
(731) 446-1809
cdpinion@yahoo.com
