1. Employment Offer & Compensation

2. STCF CARE ministry 2009 Employment Offer Does the organization’s business or activity match your own interests and beliefs? Where is the job located? How will the size of the organization affect you? Should you work for a relatively new organization or one that is well established? Are you comfortable with the hours? How long do most people who enter this job stay with the company? Opportunities offered by employers. Questions to consider Not Sure????...Complete a Work Satisfaction Checklist

3. STCF CARE ministry 2009 Employment Offer Salary History Vs. Salary Requirements Salary History - When employers request your salary history, they want to know the salary you have earned for each employer listed on your resume, especially your last position. Salary Requirement - When employers request your salary requirement, they want to know what salary you will accept if you are offered the job for which you're applying.

4. STCF CARE ministry 2009 Employment Offer Salary Vs. Compensation Salary – Wages or other monetary designation tied to a position. Compensation – In addition to wages, other monetary and non monetary items are considered.  Determined by market demands  Corporate survey data  Determined by company data  Corporate survey data

5. STCF CARE ministry 2009 Employment Offer Issues related to identifying Salary  May keep compensation the same as you are currently earning or in some cases may lower salary  May drop you from consideration  May keep you underpaid because of your salary history (what you earned in past positions)

6. STCF CARE ministry 2009 Compensation Components of Compensation Salary and wages – are usually the single largest component of a compensation package Bonuses - Single lump at the end of the year or from profit-sharing plans Long-term incentives - Stock options or stock grants (ISO,NSO) Medical insurance - Employer sponsored or shared cost; possibility of options (HMO/PPO/Traditional) Life and/or disability insurance - For self/ or for dependants (life ins); Limits up to 10X salary; Cost is usually less with employer but beware! Retirement plans - 401K, 403B, Pension. Different levels-various options. Usually employee-directed with company selected fund companies PTO-Paid Time Off- Holidays, vacations, sick days and personal days; Rules vary by employer

7. STCF CARE ministry 2009 Compensation Components of Compensation Flex Time – Ability to work flexible schedules (hours or days); different from comp time – usually only government allowed. Alternative Work Locations – Ability to work remotely or from home EAP-Employee Assistance Programs - Employer sponsored/provided; including: counseling, legal assistance, work/life assistance, & company arranged services (financial services, banks/credit unions) Education Assistance – Reimbursement for continuing education; may be related to the type of employment or the position you have; there are federal limits. Miscellaneous – Company car; expense accounts or reimbursements; other medical related benefits (vision, FSA); TAI; PAI; transit reimbursement; relocation expenses; professional expenses; ergo-friendly environment; personal care and fitness; childcare; discounts to area attractions or businesses.

8. STCF CARE ministry 2009 Compensation Negotiation Before the Interview – Determine your market worth; know what the market pays and set a bottom line amount. DO NOT negotiate salary until a job offer has been made.  Negotiate on the basis of your qualifications, your education, experience, skills, and capabilities in relation to their worth in the job market; NOT on the basis of your wants or needs.  Some salary scales are non-negotiable, especially in the non-profit and public sectors.  When asked to name a figure, you may be asked to give your last salary.  Sometimes waiting out the silence is your best ploy.  Be ready to give your arguments.

9. STCF CARE ministry 2009 Compensation Final Offer If the employer completely balks at the figure you name, ask what he/she had in mind. You may have been way off base. If you cannot get the salary you want, inquire as to what is negotiable (related to other benefits; i.e. paid time off, flexible schedule).  The "final offer" should come from the employer, not you. It is your role to find areas of mutual agreement.  Do not accept a job offer with the idea that if a better job offer comes along, you will just "back out" on the first offer.  Make your acceptance or decline of the job offer by telephone conversation but ask for written confirmation.  Once you have accepted a job offer, write/call those employers who are still considering your application and inform them that you are withdrawing.

10. STCF CARE ministry 2009 Compensation Employment Offer/ Compensation Tips  Know your position.  Everything counts.  Know what you are worth and value.  Identify all of your interests.  Set a clear goal/walk away price.  Never volunteer your salary history.  Have the employer state a salary.  Don't Underestimate the Value of Happiness.