Various media are reporting slow raises in pay
year compared to last year. Several firms plan to
maintain salary freezes.
Competition for wage increases is considerably
tougher, meaning higher raises for top performers
and no raises for average and lower performers.
Certain firms limit the times when pay increases
are offered better employees. In addition to knowing
when that might be, gather salary information among
comparable fields and employers, so that you have a
clearer idea and document clearly your justification.
Flexibility may be encouraged, as other things may
be negotiable, if budgets are tight.
It is always wise to remember that you have to work
there with your boss and co-workers after your request,
whether or not it is granted.
It should not surprise me, but it still does every time
I speak with newly minted graduates, about to enter
the workforce, when they ask how much will they
make and how to get the highest salary.
While there a rare exceptions in certain fields, it
can be said that salary surveys do an adequate
job of telling people how much they should be
paid in most positions, in their region of the
country, in their industry with their years of
experience (and remember one year of post-doc
is consider 0.5 years industrial experience.)
A nice guideline for salary negotiation is provided
by Lee Miller , from which I would highlight
preparation, practice the performance, honesty
and integrity (get things in writing). Salary is only
one component of an overall compensation
package. So, know the value and costs of
things that you and your family require and
have a checklist . And of course, salary is not
brought up by the interviewer until after the job is offered
and the job offer is in hand and details spelled out.