Submitted by RuralITGuy on
in
Forums
Hey,
Long time listener, first time poster.
I'm in the position of potentially being offered my current 12 month contractor role (outdoor educator role in a private school) for a longer term / permanent role as the person I've been replacing for the past 8 months isn't likely to return from Leave without Pay.
I've made significant improvements to the risk management, accountability and reporting on the role during my tenure, inadvertently highlighting the deficiencies of the previous manager. However I've not been able to control the budget for projects as the previous manager left the department with poor budgetary estimates for 2010 and I have been forced to make do and run programs, even if they are over budget. My manager knows this, but he is also the person to whom I will need to convince I should be paid more once employed as a permanent. I know that they paid the previous manager $10,000 more than what I was offered this year to "fill in".
So how do I "not" negotiate for a improvement in salary once they make the offer?
And they have a interstate moving allowance to managers in my role / title, but didn't offer it to me upon commencement, as my contract was for less than 12 calendar months (a requirement of the incentive) Should I raise this as a entitlement still due to me if they offer the position now?
They know you
RURALITGUY,
More than anyone else, they know you and they know how you perform in the position. They'll offer you what they think you're worth based on the market, and what they think you'll accept. If they offer and you say you want more there are two possible outcomes:
1) They increase the offer, consequently their expectation of your performance will go up from what it is today... are you capable of delivering more on the same day they start paying you more?
2) They don't change the offer, consequently you have to decide if you want to accept it... if you accept will they lose respect for you?
There are many reasons why the previous manager may have been making a salary over the market value for the position. Rather than using that salary as a benchmark, consider researching the typical salary for the position at salary.com or some other source.
--Michael