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Subject:Salary Histories From:"Michael L. Wyland" <michael -at- sumptionandwyland -dot- com> To:techwr-l -at- lists -dot- techwr-l -dot- com Date:Fri, 29 Oct 2010 16:49:40 -0500
I agree; salary histories are often used by prospective employers to
assess and limit compensation offers. My personal belief is that
salary should always be listed a s"negotiable," since salary is one
component of a total compensation package.
I do a lot of work with nonprofit organizations, where Federal law
mandates public disclosure of compensation for the CEO and CFO
(regardless of their total compensation, as well as for any "highly
compensated" person, regardless of job title.
When recruiting for an executive position in a nonprofit
organization, the applicant can easily determine what the position
has paid. However, the nonprofit often has to guess at the salary
requirements of the applicants. This results in awkward situations
where the successful applicant is offered the position and then
attempts to negotiate the compensation upward. It obtains that the
applicant entered the application process with the conscious intent
of refusing the offered position unless the compensation was raised
to meet a previous salary or achieve some other applicant-defined level.
As I said, salary history disclosure often works against
applicants. However, in the nonprofit executive environment, it more
often works against prospective employers.
Michael L. Wyland
Sumption & Wyland
818 South Hawthorne Avenue
Sioux Falls, SD 57104-4537
(605) 336-0275 (FAX)
(888) 4-SUMPTION (toll-free)
michael -at- sumptionandwyland -dot- com
Strategic Planning * Executive Coaching * Training & Facilitation *
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