Benefit: Cell Phone (United States)

There are no such things as bad negotiations

only there are bad negotiators! Negotiate by asking for what you want. Don't be shy, put it out there! Tell them that you have to have at least a 3% salary increase each year just to keep up with inflation! Incentives don't cut it all the time! Unless they will not budge and then ask for double the incentive to allow for 50% missing.

Also, Don't buddy up with your boss ever! I regreted it because their are bad back stabbers out there that will leave you or take advantage of your hospitality!

I have been in the healthcare field on and off since I was 15, (am now 39 with a disabled child). I definately am not getting what I am worth and never will, who does? However, in this day and age when you calculate what you are getting in terms of rate of pay consider the following, first health and wellfare: Is the company paying for your individual health care with low contribution from you? Secondly, if traveling what is the mileage rate and how many miles do you expect to travel each week? In addition is there cell phone reimbursement, shift differential and sick pay and holiday pay. Cummulatively add this up subtract actual cost and you will see what you really make. I happen to have been doing exceptionally well within this field. Also consider flexible scheduling between office and patient and the time I need to dedicate to my child when necessary. I am happy in what I do.

I had only been with the company less then a year and advanced two times. My second advancement with the company was the icing on the cake. There were no position advancement within my field but after searching for a new job within the company and sending in my transfer my manager, not wanting to loose me, created a new position with new title and new salary. It was awesome because I truly didn't want to leave my department. I came in and worked hard and asked for more work and gave extra time and my manager saw my dedication and hard work and it paid off. So don't think you can't move up if there is no position to move into if they really want to keep you they will create one. I also showed how much more I was going to be making if I transfered so they gave me more then that.

Get as much as you can with the initial job offer.

Upper management are reluctant to reward success in the future. VP of Manufacturing operates more politically than actual based on Performance indicators.

If possible get contracts negotiated in writing.

Talking about pay is kinda taboo in my company, so specifics are hard to come by. From what I've been able to understand however is that annual increases are expected and usually given. Based on my experience and observations:

* Merit pay increases range from 3% (for those who meet expectations and stay out of trouble) to 4% (For those who show initiative and accept leadership) to 5% (for those who consistently go "above and beyond").

* A co-worker who earned a 5% last year routinely works unreported overtime in order to reach her goals. She's slowly showing signs of burnout though.

* The company's Vice Presidents makes merit increase decisions based on the following: how much salary money is left in the budget at end of fiscal year, the employee's written self-evaluation, the supervisor's written evaluation, employee-of-the-month nominations received, and the employee's quantitative productivity statistics.

When it comes to negotiating salary, I keep in mind that almost everything I do day-to-day fits into a goal of doing the best I can on the annual review. To that end, I volunteer for extra committees and offer to help organize special events, I let my supervisor know my personal goals and frequently ask for his feedback, I attend as many trainings as I can, I track all my productivity statistics and write them into my self-evaluation, I do my best to get to know co-workers outside of work, and finally I make use of the company's "open door policy" pass along good ideas or constructive suggestions to corporate leadership. My first year in the company, I was a 3%-er without doing all this. My second year, after using the above tactics, I became a 4%-er.

(yay) My advice to anyone wanting to negotiate their best possible merit increase is to first get realistic expectations. For example, my husband's company grants 5% raises for average work and they get end-of-year bonuses. Second, set goals for yourself and track your own progress so you can let your supervisor know you are interested in personal/professional growth (not just more $). Then at annual review time, you can demonstrate why you deserve the best and your supervisor will be willing to go to bat for you. Third, have an accurate realistic idea of your strengths and weaknesses. Know what you "bring to the table" and what you are doing to improve on. The result will be a more confident you who easily demonstrates your worthiness for your share of the cake. Best of luck!

I am going into a meeting with two heads of the treatment program that I work for to ask for a raise. My reason is that I am the only Life Skills facilitator in the program which makes my position unique. I also cook, drive clients to and from our facility, keep the van maintained and any other job the program manager ask of me. My problem is I love my job but I am under paid for all the work I do.

Be a commodity that means you are needed,

replaceable but not an easy replacement,

once in that space you will not have to ask

for a raise just make a gester and it will come

Performance is the way, good tip going

in is if they will not match your ultimate salary ask for it based on performance in 6 months

to a year review. Now it is built in and try

to keep that going on a yearly basis.

I demanded a raise based on my work. I reminded them I have gone beyond the call of duty for the past two years. Don't you think it's time to do a performance review and give me a raise!

Wait till it gets very busy to ask for a raise.

Never accept their first offer.