Ask the expert: Salary not be-all in a new job

Are you entitled to - and should you expect - the same remuneration as your predecessor in a job? Dr MARIE WILSON, head of management and employment relations at the University of Auckland Business School and a veteran of 20 years in corporate management and small business, offers some helpful ideas.

Q: Do you quote colleagues' pay when negotiating your own? I am applying for an internal position and I know from the office grapevine that there is a gap between what the present person gets and what the range is for whoever takes over.

A: I assume that you've heard that the incumbent is being paid more than you are likely to be offered.

Tempting as it may be, the pay of an incumbent is generally not the best point of leverage in pay negotiations.

Most positions have pay ranges that reflect the requirements of the job. The salary of those in the positions reflects the history of the person as well as his or her competence in the role.

Generally, new appointees are lower in the pay range because they haven't mastered the role yet and shouldn't expect the pay levels earned after several years of competent performance.

The positioning may also reflect, however, what you are currently earning. If you know the range, you can mention this in the interview.

If this is a promotion, you can also indicate that you expect the new salary to reflect the increased responsibility and challenge of the new role, as well as fairly positioning you against others in similar roles.

You are short-changing yourself, however, if you focus only on salary.

You should look at the benefits that the new position affords you in career development and seek to optimise them. Ask for six-monthly performance and salary reviews for the first year or 18 months.

Think about the things that will make the job really rewarding, including extra annual leave, education and training or improved benefits.

Q: My company recently raised several thousand dollars for charity. Staff gave up free time and made lots of effort, even though the firm wouldn't let us have work time off for it. Imagine how we felt when the managing director was interviewed by the local paper, taking the praise.

A: The answer is already reflected in the first sentence of your question.

When the company is seen as the organiser, media sources are going to ask one person to act as a figurehead, representing the company and responding to inquiries.

While the best possible scenario would see the company supporting your time and energy and recognising the efforts of all, accepting praise for the company is part of a figurehead's responsibility.

Passing it on, or acknowledging the efforts of all in the interview, would be even better management practice.

Presumably, however, you participated in the fundraising because you thought it a worthy cause and feel a sense of accomplishment from what you have achieved.

* Send your questions to julie_middleton@nzherald.co.nz