Evaluating a Job
Offer
Part I.
A. List, in order, your five most important values of evaluating a job offer:
1.
________________________________________
2. ________________________________________
3. ________________________________________
4. ________________________________________
5. ________________________________________
B. List, in order, your location choices:
1. ________________________________________
2. ________________________________________
3. ________________________________________
Evaluating a Job Offer
Part II.
A. List, in order, your five most important
values of evaluating a job offer:
1. ________________________________________
2. ________________________________________
3. ________________________________________
4. ________________________________________
5. ________________________________________
B. List, in order, your location choices:
1. ________________________________________
2. ________________________________________
3. ________________________________________
Salary Research
•
How much
should you be offered?
http://www.salary.com/
or
http://www.salary-comparison-and-calculator.com/
•
What is
your salary worth? http://www.homefair.com/homefair/calc/salcalc.html
•
Also
"Data Masters" on the web has a cost of living index at
http://www.datamasters.com/.
•
Use the
research to come up with a base salary range, the top being the best you can
hope to get and the bottom being the least you will take.
Standard Benefits
•
Vacation:
1-2 years: 2 weeks; 3-10 years: 3 weeks; 10+ years: 4 weeks; extended service:
sometimes 6 weeks.
•
Holidays:
Ten paid holidays a year. Some firms give employees a holiday on their
birthday.
•
Medical
Insurance: Employer pays all or part of premiums on policy that covers all (or
80 percent of major hospital and other expenses). Employees usually pay for
some (or all) of costs for routine physical and prescriptions.
•
Dental
Insurance: After the first $100-$200, employer pays for all dental expenses up
to a ceiling of $1,000.
•
Retirement:
Pension is a percent of highest five years of salary at a typical rate, fixed
at 50-60 percent of the highest salary years.
•
Life and
Disability Insurance: Pays full cost of life insurance coverage equal to a full
year's salary. Added insurance available at a low cost. Provides disability
insurance and pays for 50-65 percent of salary if employee is unable to work.
•
Tuition
Assistance: Pays all or most of job-related classes. Some payment amounts
related to grade received in course.
•
Stock
Purchase or Savings Plan: Stock options priced below market value or
contribution matches are available.
•
Child
Care: Employer pays for preschool children, free or at a low cost.
•
Bonuses:
Cash awards may be given for useful job-related suggestions. $100 -$500 bonuses
for hiring referrals.
Salary $55,000
· Research
· 1
year before Vacation
· Pay
for Higher Education in Engineering (Ph.D., MS)
· 50
cents to the Dollar up to 7%
· No
Pension
· Day
Shift
· Cash
Bonus
· Pays
for Conferences, Membership Dues, and Training
· Consulting/Manufacturing
· 1
week Vacation 1st year
· Pay
for Higher Education (Ph.D., MS, MBA)
· 50
cents to the Dollar up to 6%
· Pension
· Shift
Work
· Cash
Bonus
· Pay
for Conferences and Training
· Consulting
· For
Every Week You Work You Get an Hour of Vacation
· Pay
for Higher Education in Engineering (Ph.D., MS)
· Dollar
for Dollar up to 8%
· No
Pension
· Day
Shift
· Stock
Option Bonuses tied to Business Performance (Cash Bonuses as well)
· Pay
for Training
Evaluating a Job Offer:
The
Job
|
1.
Duties
and responsibilities 2.
Match
for values/interests/skills 3.
Personalities
of supervisors and colleagues 4.
Variety
of work assignments 5.
6.
Exposure
to outstanding colleagues 7.
8.
9.
Overtime 10.
11.
Social
significance of job 12.
Physical
environment and working conditions 13.
Pressure
and pace of work; turnover 14.
Intellectual
stimulation |
|
The
Industry |
1.
Growth
history 2.
Future
need for goods and services 3.
Dependence
on the business cycle 4.
Dependence
on government policies and programs 5.
Long-term
future potential 6.
Record
of layoffs or downsizing |
|
The
Organization |
1.
Technologically
innovative 2.
High
involvement in research and design 3.
Management
styles 4.
Opportunities
for growth and advancement 5.
Layoffs
and restructuring 6.
Reputation
and image of employer 7.
Financial
stability and growth prospects 8.
Salary,
benefits, and compensation 9.
People
in top-level positions 10.
Personnel
policies and flex-time 11.
Training
and continuing education 12.
Required
relocations and transfers 13.
Public
or private employer 14.
Well
established vs. fledgling company |
|
The
Location |
1.
Proximity
of graduate schools 2. 3.
Climate 4.
Cost of living; distance from
work 5.
Community life; environment 6.
Location of company
headquarters and branches |
Using a 1 – 5
scale (5 being the highest), rate the companies and the issues:
|
Issues to consider |
It's
important to understand |
Issue
Rating |
Company
1 |
Company
2 |
Company
3 |
|
Organization
Performance |
The level of
employment stability you can reasonably expect given the organization’s
financial and market strength and the values of its management |
3 |
3 9 |
2 6 |
5 15 |
|
Organization
Values |
The values that
are important to the organization and how it conducts its affairs business |
4 |
4 16 |
3 12 |
1 4 |
|
Overall
Organization Score |
|
|
27 |
18 |
19 |
|
Issues to consider |
It's
important to understand |
Issue Rating |
Company
1 |
Company
2 |
Company
3 |
|
Organization
Performance |
The level of
employment stability you can reasonably expect given the organization’s
financial and market strength and the values of its management |
|
|
|
|
|
Organization
Values |
The values that
are important to the organization and how it conducts its business affairs |
|
|
|
|
|
Nature of the
Work |
The substance
and purpose of the job in the organization — this includes the value of your
contribution, the level of personal accountability, assignment variability
and challenge |
|
|
|
|
|
Work Environment |
The atmosphere
of the work environment and the quality of the facility and surrounding area |
|
|
|
|
|
Work-Life
Balance |
The degree to
which the organization’s values, programs and practices accommodate your
personal needs — these may include flexible work scheduling, work-at-home
arrangements and child care assistance |
|
|
|
|
|
Professional
Development Opportunities |
The resources
available to broaden your knowledge and prepare you for more variable
assignments — these may include in-house and external training, on-the-job
coaching, tuition reimbursement, professional certification programs and job
rotation |
|
|
|
|
|
Base Pay |
The regular
stream of income you will receive, consistent with the value of the job in
the marketplace and responsibilities in the organization |
|
|
|
|
|
Variable Pay |
The additional
cash compensation you may receive for your individual contribution to the
organization’s performance — this may include individual bonuses, sales
commissions, profit sharing and stock options |
|
|
|
|
|
Benefits |
The level of
protection against loss of income due to illness, death or your need for time
off |
|
|
|
|
|
Overall
Organization Score |
|
|
|
|
|