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Proposal Salary

How to ask for a raise and get the salary you deserve

Proposal Salary: The Pitches that Work

These happen often in corporate settings. A job is offered to a prospective hire who has the right qualifications and is eager and ready to employ his or her skills for the position. The hitch is the proposal salary does not match with the job candidate`s expectation. A similar situation arises for an incumbent who has been performing well for a certain period of time. The employee has visible contributions to the business and has acquired new skills along with added functions and responsibilities. A periodic employee performance appraisal has confirmed all these, and yet a salary increase appears not forthcoming and if there`s any, the amount is too incremental to be of real value to boost financial standing. Definitely, the prospective hire and incumbent employee have to take some action and negotiate in order to have a fair shake from an employer.

A better proposal salary, whether a starting pay or an increase, can be worked out from an employer through several steps. But what job applicants should first of all do is obtain accurate information of the typical salary for the position they are applying for or being offered to them. In the same manner, employees should above all know the compensation levels of their positions as against those prevailing in the job market. Data on these salary scales can be accessed in websites for careers and professions which provide salary calculators and career-related advice on various employment fields. Official government information can also be sourced online. In the U.S., the Bureau of Labor Statistics regularly updates its website on careers and employment, providing salary levels per industry and per area of employment. The U.S. Labor Department also has an Occupational Outlook Handbook from which one can source salary information.

Equipped with the right data on job remuneration levels, a job applicant or an employee seeking a raise can go into the negotiating table with their own proposal salary figures. The usual strategy for both is to present a counter-proposal higher than what is expected to be actually received. Going for a higher figure will allow the leeway in the negotiation that will for sure ensue. An employer, for sure, will have its counter-offer or even decide to stonewall on its own salary position. A flexible strategy for a starting salary or a merit increase should therefore be adopted in such a negotiating situation. What a prospective hire can do is seek other means by which the additional compensation in other forms or benefits can be incorporated into the employment contract. This can include provisions for a shorter period for salary review; a six-month performance appraisal instead of an annual period by which a raise can be granted.

The same goes for a proposal salary increase in an incumbent employee who can negotiate for additional perks like extended vacation leaves with pay. The complete strategies to wage negotiations can be accessed from the e-book "The Ultimate Guide to Salary Increase". Avail of this e-book through the link on this page and be armed with the pitches that are applicable to all types of salary negotiations.

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