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Back to Hiring Overview

• Administrative Recruitment & Hiring Guide
  • Introduction
  • Managing Job Searches
  • Planning Staffing Needs
  • Salary Considerations
  • Hiring Steps
  • Job Postings
  • Interviewing Applicants
  • Finalist Selection & Applicant Pool Reporting
  • New Employee Orientation

• Overview
• Quick Salary Negotiation Tips

Overview

Hiring managers are responsible for offering and agreeing to salaries for new employees that are in accordance with the hiring range for the grade (for officers and non-union support staff) or as agreed to in collective bargaining agreements (for union support staff). Any proposed exceptions must be approved by central Human Resources before a final offer may be extended.

Consider the following when determining salaries for administrative staff.  Note: Salaries for positions covered by collective bargaining agreements are negotiated between the University and respective union. Refer to the appropriate contract for rates and effective dates.

• University salary ranges:  Salaries for new hires must fall within the hiring range for the grade. Consult Human Resources for salary-range grids for the Morningside and Medical Center Campuses.

• Internal equity within the unit/department: Consider whether the salary being considered is justifiable/equitable based on the individual’s qualifications and background as compared to current staff.  Also consider the gender/ethnicity/age of existing staff to ensure that there is no real or perceived bias.

Quick Salary Negotiation Tips

• Promote advantages of working for the department and/or the University, i.e. opportunities to work on new and interesting initiatives.

• Remember an employee’s entire compensation package is valued at about 30% more than salary. The generous package of benefits includes paid time off for vacation, holidays, and sick time; tuition remission; health insurance coverage; etc.

• Accept that some applicants’ salary requirements are simply well above the budgeted amount and can’t be matched.

• Consult Human Resources when considering a commitment to future increases or bonuses as part of your hiring strategy.

• Explain that merit increases are usually given on an annual basis.

• Do not discuss the individual salaries of other staff members.

Note: In rare instances, you may present a request for a salary exception to Human Resources prior to finalizing the job offer. Justifications may include: market demands, an exhaustive search for a candidate, a candidate who is very highly qualified for the position, or the need to maintain internal equity.