This document provides an overview of salary negotiation. It discusses preparing for negotiations by researching your market value and total compensation packages. Calculating your worth involves searching sources like professional associations, recruiters, government data, and publications. The document outlines discussing "The Offer" and making counteroffers, emphasizing the goal is a win-win agreement. It advises knowing your value and possible employer objections. Counteroffers from current employers after announcing a departure are not always in the employee's best interest long-term. The conclusion thanks the audience and wishes them good luck in negotiations.

1. Salary Negotiation
“Everybody’s got a Price”

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.

6. Preparation

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

9. Calculating Your
Worth

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

12. “The Offer”

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

17. Counter Offers

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