Salary Histories

["Michael L. Wyland" <michael -at- sumptionandwyland -dot- com>]

To all:

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) 336-0244
(605) 336-0275 (FAX)
(888) 4-SUMPTION (toll-free)
michael -at- sumptionandwyland -dot- com

Since 1990
Strategic Planning * Executive Coaching * Training & Facilitation * 
Grantsmanship

-- Web site:  http://www.sumptionandwyland.com
-- Sumption & Wyland blog :  http://sumptionandwyland.blogspot.com/
-- LinkedIn Profile -- http://www.linkedin.com/in/michaelwyland





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