Salary
Negotiations
for
Military Spouses
Participant Guide
SEPTEMBER 2021
Transition Employment Assistance for Military Spouses
(TEAMS)
U.S. DEPARTMENT OF LABOR
Veterans’ Employment and Training Services (VETS)
Transition Assistance Program (TAP)
Salary Negotiations for Military Spouses Participant Guide
Page 2
Table of Contents
Introduction to TEAMS ............................................................................................................. 3
Learning Objectives .............................................................................................................. 4
Section 1: Salary Negotiation Preparation ................................................................................. 5
Pay....................................................................................................................................... 5
Market Value ....................................................................................................................... 7
Company Research ............................................................................................................... 8
Know Your Worth: Salary Research and Cost of Living ............................................................. 10
Salary Research .................................................................................................................. 11
Website Activity: Identify a Salary Range using Salary.com .............................................. 13
Cost of Living ...................................................................................................................... 17
Job Offers ............................................................................................................................... 19
Evaluating a Job Offer ........................................................................................................ 19
Evaluation ....................................................................................................................... 21
Job Requirements and Candidate Skills ............................................................................... 23
Skill Comparison Chart ..................................................................................................... 27
Section 2: Negotiating Job Offers ............................................................................................ 29
Negotiation Preparation ..................................................................................................... 29
Negotiation Actions ......................................................................................................... 31
How to Negotiate ............................................................................................................ 33
Activity: Job Offer Scenario .............................................................................................. 36
Communicating Your Decision ................................................................................................ 40
Negotiation Outcome ......................................................................................................... 40
Job Offer Communication ................................................................................................ 40
In Conclusion .......................................................................................................................... 43
Thank you .......................................................................................................................... 44
Appendix ................................................................................................................................ 45
Job Offer Evaluation Checklist ............................................................................................ 45
Company Culture Checklist ................................................................................................. 50
Salary Negotiations for Military Spouses Participant Guide
Page 3
Introduction to TEAMS
It is our pleasure to welcome you to this Transition Employment Assistance for Military Spouses
(TEAMS) workshop. TEAMS was launched in September 2020 by the Department of Labor (DOL)
Veterans’ Employment and Training Service (VETS) as a part of the Department of Defense (DoD)
Transition Assistance Program (TAP) and is designed specifically for the spouses of transitioning
service members.
Whether you are a spouse of a service member who is relocating, retiring, separating, or a
member of the reserve component who is deactivating, demobilizing, or being released from
active-duty orders, this workshop is designed to assist you with finding employment.
Providing employment assistance to transitioning service members and their spouses is part of
the mission of DOL VETS TAP. Each year, approximately 90,000 military spouses are impacted by
their service member’s military transition (DoD 2018 Demographics Profile of the Military
Community). While spouses are eligible to attend military TAP briefings and workshops, the
majority do not participate for a variety of reasons (DOL VETS TAP Military Spouse Curricula
Needs Analysis, 2020).
In early 2020, DOL VETS conducted extensive research to discover what military spouses want
and need in both education and delivery methods as well as what employment resources are
available and accessible to military spouses.
The research, which spanned 11 reports, five website analyses, over 700 individual military
spouse surveys, and dozens of interactions and interviews with military spouse advocacy groups,
confirmed a demand for employment-related workshops concentrated on the issues
encountered by transitioning spouses.
The TEAMS workshops are adapted from the current DOL TAP curriculum that is provided to over
170,000 service members annually.
Thank you for your participation and for your support of our nation’s service members.
Salary Negotiations for Military Spouses Participant Guide
Page 4
Slide 1
Welcome to the Salary Negotiations workshop. This two-hour workshop is provided by the
Department of Labor (DOL) to military spouses seeking information on how to conduct a salary
negotiation after receiving a job offer or how to prepare to negotiate one.
Learning Objectives
Slide 2
In this workshop, you will learn how to:
• Determine a reasonable salary range.
• Compare a job announcement posting and requirements to your experience and education.
• Evaluate job offers.
Identify and discuss three ways to respond to a job offer.
Salary Negotiations for Military Spouses Participant Guide
Page 5
Section 1: Salary Negotiation
Preparation
Slide 3
In this section, we review basic information on pay, market value, and company research to
provide you with a better understanding of how these items are linked to knowing your worth
and how they can affect your annual earnings.
Pay
Slide 4
Salary Negotiations for Military Spouses Participant Guide
Page 6
The employer usually pays a salary or wage to the employee for work done during a fixed period,
such as bi-weekly or monthly. Wages are usually calculated on the number of hours worked and
are identified as regular time and overtime. Other terminology you might hear is exempt and
non-exempt. One of the main differences between exempt employees and non-exempt
employees is that exempt employees receive a salary for the work they perform, while non-
exempt employees earn an hourly wage. An exempt employee is not eligible to receive overtime
pay and is excluded from minimum wage requirements.
The amount of salary or wages paid to an employee is usually determined by the company and is
based on what similar positions are paid in the same region and industry. Many positions have a
salary range or pay scale set up by the employer. The salary range has a minimum and maximum
pay rate for a particular job or function and may have a mid-point increment identified for a pay
raise. Consequently, a salary range provides the company the opportunity to offer an amount to
the candidate based on job elements and their expertise. The candidates can often negotiate
their pay and sometimes their benefits.
According to DOL, https://www.dol.gov/general/topic/wages/minimumwage, the federal
minimum wage for covered non-exempt employees is $7.25 per hour. In addition, states have
their own minimum wage laws that could be lower or higher than the federal requirement, i.e.,
California may have a higher minimum wage that Oklahoma. In any case, the actual minimum
wage received can never be lower than the federal minimum wage requirement.
Employees covered by the Fair Labor Standards Act, https://www.dol.gov/agencies/whd/flsa,
must receive overtime pay for hours worked more than 40 in a workweek of at least one and
one-half times their regular rates of pay. The FLSA does not require overtime pay for work on
Saturdays, Sundays, holidays, or regular days of rest, unless overtime hours are worked on such
days. The law applies to many full-time and part-time employees in the private sector and those
who work for federal, state, and local governments. Review the Handy Reference Guide to the
Fair Labor Standards Act, https://www.dol.gov/agencies/whd/compliance-assistance/handy-
reference-guide-flsa, for information on basic wage standards, tipped employees, computing
overtime pay, and other labor laws.
For those who wish to pursue a career with the federal government, the U.S. Office of Personnel
Management (OPM) provides links to current information on pay programs for Federal employees,
including the General Schedule (GS), Law Enforcement Officer (LEO) Pay Schedules, and the Federal
Wage System (FWS) from their website, https://www.opm.gov/policy-data-oversight/pay-
leave/salaries-wages/.
Salary Negotiations for Military Spouses Participant Guide
Page 7
Market Value
Slide 5
Market value can be defined as the price an asset would be worth or bring in the marketplace. To
gain a better understanding to this definition in relation to your job search, replace the words an
asset with your knowledge, skills, and abilities (KSA). Then the statement will read:
Market value can be defined as the price your knowledge, skills, and abilities would bring based
upon the industry and location of the position.
Consider your education, experience, performance, and compensable attributes, i.e., what are
your knowledge, skills, and abilities. Your soft skills may include communication, critical thinking,
relationship building, and teamwork. While hard skills may include technical knowledge such as
skills in Microsoft Office, typing, mechanical ability, foreign language, and equipment operating.
Let’s take a deeper look at a hard skill and see how it relates to a market value. For example,
typing (or keyboarding) is an important fundamental computer skill. For an employer who needs
an employee with typing skills, keyboarding would be considered an asset. The employer’s needs
for a skilled typist would determine the price they would be willing to pay.
Pay rates and salary ranges are also set up by individual employers and recognize the level of
education, knowledge, skill, and experience needed to perform each job. The employer’s salary
range is determined by market pay rates, established through market pay studies, for people
doing similar work in similar industries in the same region of the country.
Salary Negotiations for Military Spouses Participant Guide
Page 8
If an employer needed a typist and you were the only typist in a 50-mile radius, your skills would
be very valuable. On the other hand, if there are 100 typists in a 50-mile radius, your keyboarding
skills might not be as valuable. But if you type accurately, this adds additional market value based
on your skill and ability. What skills or qualities do you think our typist should possess negotiate a
higher salary?
When assessing your KSAs, think about how one ability might cross over into other areas, i.e.,
how “typing accurately” or attention to detail can cross over into other areas. Use this
information to persuade the employer that you are the best candidate and/or negotiate higher
pay or better benefits.
You can research the U.S. Bureau of Labor Statistics, https://www.bls.gov/oes/, Occupational
Employment and Wage Statistics (OEWS) for nearly 800 occupations. You can also conduct an
online research of the company to assess company information.
Company Research
Slide 6
Company research is the best way to learn about what a company does and what they look for in
a candidate. A company may focus on a quality product while another company may focus on
customer service.
You should have already conducted research on your own while job searching and definitely
before interviewing. Company research was discussed in the TEAMS class “Your Next Move.”
Salary Negotiations for Military Spouses Participant Guide
Page 9
Remember that this inquiry is an excellent way to see if their values align with yours. You can
identify if a company does not have strong core values or possibly has fallen into a negative
corporate culture. Does the prospective employer focus too much on profit, have high turnovers,
or poor management or leadership? What do their employees say about them?
When conducting online research for a company, a good place to start is at the company’s
“About Us” page. In many cases, it is not always the salary that keeps an employee at a company,
but it is the culture. It should be a good “fit” on several levels.
Salary Negotiations for Military Spouses Participant Guide
Page 10
Know Your Worth: Salary Research and
Cost of Living
Slide 7
What is the worth or market value of your industry skills? Knowing your value gives you
knowledge as you interact with clients, supervisors, colleagues, or friends and can be used to help
negotiate the salary you want. Knowing the standard salary or wage for a position along with
identifying your KSAs, can assist in developing a strategy to ensure that you are paid your market
value.
For example, employers may have you list your salary requirements on your application. It is okay
to write “open” or “negotiable.” If those are not options, provide a salary range based on salary
research for your identified career. Including a cost-of-living comparison can provide you with
additional qualitative information. This comparison is for you, the candidate, and not the
employer.
While salary and cost of living are often used together, they are different. Your salary is pay for
work done and cost of living is the amount of salary needed to sustain a certain standard of living
in a specific location.
Salary Negotiations for Military Spouses Participant Guide
Page 11
Salary Research
Conduct salary research to ensure your offer matches your market value. Consider factors that
impact salary including job title, industry, location, job requirements, and your skills and
experience.
Remember, your base salary is not what you take home. Employers deduct taxes, healthcare
insurance, and retirement contributions from it.
For research purposes, salary may be grouped by job family which is a group of jobs that involve
similar work and require similar training, skills, knowledge, and expertise. Some job family
examples include:
• Administrative/Management
• Administrative/Support
• Communications/Marketing
• Human Resources (HR)
• Information Technology (IT)
Consider the IT job family which may include a Business Analyst, Help Desk Representative, a
Database Developer, IT Policy and Planning Analyst, Telecommunications Specialist, Network
Security Officer, and Product Manager and each of these positions may have ranges from entry-
level to senior level.
Employment Wages
There are a variety of online options for conducting private-sector salary research. Let’s walk
through a few.
Search the U.S. Bureau of Labor Statistics site, https://www.bls.gov/oes/home.htm, and tap into
your network to identify a pay range for your specific job and organization. The Occupational
Employment and Wage Statistics (OEWS) program produces employment and wage estimates
annually for nearly 800 occupations. These estimates are available for the nation as a whole, for
individual states, and for metropolitan and nonmetropolitan areas; national occupational
estimates for specific industries are also available.
Salary Negotiations for Military Spouses Participant Guide
Page 12
Salary.com https://www.salary.com/ has been in business for nearly 20 years. They continually
update their information on pay, benefits, and career data for a world-wide audience providing
information for more than 15,000 unique job titles in 16 countries. Salary.com pulls HR-reported
aggregate market data to accurately report salary on thousands of jobs. This site offers products
and services such as:
• Salary research
• Cost-of-living wizard
• Job listings
Glassdoor.com https://www.glassdoor.com/Salaries/know-your-worth.htm
• Know Your Worth is based on millions of real salaries from Glassdoor users. Glassdoor’s
economists and data scientists unearth important trends in hiring, pay, and the broader
economy. Once you complete your profile, Glassdoor will calculate how much you could earn
in today's job market. You can try the leading salary calculator for your next salary
negotiation.
Calculator.net https://www.calculator.net/salary-calculator.html
• The Salary Calculator converts salary amounts to their corresponding values based on
payment frequency. Examples of payment frequencies include bi-weekly, twice a month, or
monthly payments. Results include unadjusted figures and adjusted figures that account for
vacation days and holidays per year. Each calculator is coded and developed individually, and
put through strict, comprehensive testing.
For more information on financial planning and financial resources, refer to the TEAMS Website
Guide.
Salary Negotiations for Military Spouses Participant Guide
Page 13
Website Activity: Identify a Salary Range using Salary.com
Slide 8
Conduct salary research using Salary.com, https://www.salary.com/.
Locate the section for Individuals and enter a job title/keyword and a location. Enter additional
factors to see the market value for this career.
Step
Action
Additional Description
1.
To conduct salary
research, go to Salary.com
https://www.salary.com/
Locate the section for
Individuals and enter a
job title/keyword and a
location.
Salary Negotiations for Military Spouses Participant Guide
Page 14
Step
Action
Additional Description
2.
Dental Hygienist was used
as the job title and Fort
Hood, TX was used as a
location.
The results displayed
several positions along
with ads for business and
training programs.
Select View Salary for
additional information.
Or select 2 jobs to
compare descriptions. For
example, one could select
the primary title, Dental
Hygienist and compare to
Registered Dental
Hygienist (RDH).
3.
Fort Hood, TX is the
current location.
A median salary will
display.
4.
Enter additional factors to
determine the market
value for this career. You
can select one factor or all
five factors.
Salary Negotiations for Military Spouses Participant Guide
Page 15
Step
Action
Additional Description
5.
In the example, the
following information was
either changed or added:
• Added Education -
Technical Certificate
• Added Years of
experience - 1-2
The Your Salary item will
display dollar amounts
instead of question
marks.
Salary Comparison Table
Slide 9
Salary Negotiations for Military Spouses Participant Guide
Page 16
You can conduct salary research for numerous locations using the following salary comparison
table.
Salary Comparison for: ____________________________(occupation or position)
Location 1
Result
Location 2
Result
City/State
City/State
Range or specific salary
for this occupation in
your preferred location
(city/state)?
Range or specific salary
for this occupation in
your preferred location
(city/state)?
Does the salary range fit
my requirements? Y/N
Does the salary range fit
my requirements? Y/N
In the following example, the participant’s spouse was stationed at Fort Hood. After separating
from the military, they want to remain in Texas, but are unsure if they want to remain in the
immediate area. Salary research was conducted for a Dental Hygienist with a Technical Certificate
and 1-2 years of experience for both Fort Hood and Corpus Christi, TX. The two cities are 4.5
hours apart. The salary is higher in Corpus Christi, TX. In evaluating relocation criteria, salary
should not be a determining factor. A cost of living comparison should also be considered when
selecting a career path.
EXAMPLE: Salary Comparison for Dental Hygenist
Location 1
Result
Location 2
Result
City/State
Fort Hood, TX
City/State
Corpus Christi, TX
Range or specific salary
for this occupation in
your preferred location
(city/state)?
$51K – 87K
$64,037
Range or specific salary
for this occupation in your
preferred location
(city/state)?
$53K – 90K
$66,606
Does the salary range fit
my requirements? Y/N
Yes
Does the salary range fit
my requirements? Y/N
Yes
Salary Negotiations for Military Spouses Participant Guide
Page 17
Cost of Living
Slide 10
A cost-of-living calculator is used to compare the overall price of goods and services among
different areas. You can use your current location and your new location to determine what
salary you will need to maintain the same standard of living at your new location.
Factors to consider include:
Apartment pricing
Markets and Groceries
Monthly Rent and Utilities
Restaurants
Clothing and shoes Insurance
Sports and leisure
Childcare
Transportation (private, i.e., car
payments and public, i.e., mass
transit)
State and Local taxes
(sales, licensing fees,
gasoline/fuel, etc.)
Salary Negotiations for Military Spouses Participant Guide
Page 18
Cost-of-living calculators are offered on Salary.com as well as these other websites:
• Numbeo.com https://www.numbeo.com/cost-of-living/.
o Numbeo is the world’s largest cost-of-living database. Numbeo is also a crowd-
sourced
1
global database of quality of life information including housing indicators,
perceived crime rates, and quality of healthcare, among many other statistics.
• Bankrate.com https://www.bankrate.com/calculators/savings/moving-cost-of-living-
calculator.aspx
• SmartAsset.com https://smartasset.com/mortgage/cost-of-living-calculator
Use the information from the calculators to answer questions such as
• Is the cost of living higher or lower than your current location?
• What preparations might you need to make, e.g., create a current and projected budget?
1
Crowdsourcing involves obtaining work, information, or opinions from a large group of people who submit their
data via the Internet, social media, and smartphone apps.
Salary Negotiations for Military Spouses Participant Guide
Page 19
Job Offers
Evaluating a Job Offer
Slide 11
Job Offers (Terms and Offer Factors)
Receiving a job offer is an exciting time in your job search; after all, that is your goal in the
process. But do not make decisions or accept offers on the spot. Instead, say, “I want to make
sure I understand all the components of the offer; will you send me an email outlining the
proposed terms?”
Evaluate your job offer to ensure it matches your career goals, and then weigh your options.
Terms of the Offer
When reviewing a job offer, consider the entire package, not just salary. The total compensation
package consists of many items, such as, salary, benefits, hours, flexibility, vacation time, and
retirement plans.
Salary Negotiations for Military Spouses Participant Guide
Page 20
Job Offer Benefits
Be sure to consider your benefits when reviewing your offer. Benefits packages can offer a wide
range of options.
The quality of the benefits may impact what you are willing to accept as your salary. Some
companies offer lower salaries, but the benefits of flexible schedules or work locations, i.e.,
remote opportunities, outweigh the difference in salary. Other companies may give you a higher
salary to compensate for a lack of benefits.
Consider all benefits when reviewing your offer.
Benefits
Explanation
Medical Insurance
For full-time employees, a typical employer may cover a portion of
the cost of health insurance, splitting the cost with the employee.
Health insurance plans vary in their offerings, so read the terms of
the plan.
Dental and Vision
Insurance
Many companies that offer a health insurance plan also offer some
type of dental and vision insurance with preventive care at an
added cost.
Paid Time Off (PTO)
PTO includes a pool of paid time-off such as vacation time, sick
days, and other leave. Some employers offer it as a bank of days,
while others may offer vacation and sick leave as separate benefits.
Often, PTO must be accrued over time, usually earning a set rate of
hours per pay period.
Education Benefits
Employers may offer a type of benefit to compensate employees
who invest in education or training. This benefit may require a
time-with-the- company payback or full completion of the
education or training prior to the company reimbursing expenses.
401(K) or Retirement
Contributions
Employers may contribute to employees’ retirement plans. The
amount of compensation the employer contributes to an
individual’s account varies greatly. Companies can require a vesting
period, which means those dollars contributed to the individual
retirement accounts are not immediately available to the
individual. Once the worker is vested, those contributions transfer
ownership to the individual.
Salary Negotiations for Military Spouses Participant Guide
Page 21
Benefits
Explanation
Stock or Equity
Some companies offer stocks or stock options, for small businesses
in start-up mode, a percentage of ownership in the company. Stock
or equity opportunities typically have a vesting period.
Profit-Sharing
Some companies set aside a predetermined percentage of profits
for distribution to employees who qualify under the terms of the
benefit. Each of these terms varies from employer to employer.
Transportation
Allowance
Some employers offer transportation expenses like:
Monthly car allowances
Employer-leased vehicles
Other fees associated with travel or work commute (public
transportation, parking, etc.)
Be aware that some of these benefits are taxable to the employee.
Other Benefits
Pre-Tax Deductions, Company Perks, and Other Insurance (Life,
Short-term Disability, Long-term Disability, Identity Theft, etc.)
Evaluation
To evaluate your offer, make a checklist of what is acceptable and unacceptable. Compare how
well the job matches your preferences and values. Keep in mind, your job decisions affect your
family, so include them in the decision-making process.
Take Into consideration these additional factors when evaluating a job:
Industry
Position
Company
Schedules/Work
Environment
Paid time off (PTO)
Paid sick time
Health insurance
Paid life insurance
Savings and
profit-sharing
Retirement plans
Other benefits
• What terms of the job offer are important to you?
• Are there any terms of a job offer that are non-negotiable for you?
• What are the key factors to you in accepting a job offer?
Salary Negotiations for Military Spouses Participant Guide
Page 22
Use the checklist to answer questions associated with many factors of a job offer. Refer to the
Appendix for an expanded Job Offer Evaluation Checklist.
Job Offer Evaluation Checklist
Industry
Acceptable
Unacceptable
Interest in the industry
Do I want to build a career in this field?
Job Position
Acceptable
Unacceptable
Work duties
Do the duties of the job interest me and use my skills?
Potential for advancement
What opportunities are available?
Wages/benefits
Do they meet my needs?
Schedules/Work
Acceptable
Unacceptable
Work schedule
Does the job allow for flexible work schedules?
Remote work
Does the company have a main or primary location, or
does it have branch locations (which might be closer to
your location)?
Other Benefits
Acceptable
Unacceptable
Does the company offer cars or transportation
allowance provided for executives, salespeople, or
managers who must travel?
Salary Negotiations for Military Spouses Participant Guide
Page 23
Job Requirements and Candidate Skills
Slide 12
Job descriptions layout tasks, responsibilities, and physical requirements that classify jobs into
families, and show compensation structure, and other valuable information about a position.
Job announcements or job postings are an external marketing tool meant to attract viable
candidates. Job postings may provide details about company values and culture and what the
organization has to offer a potential candidate. Job postings are typically broken into several
sections and often include:
• Description of the position
• Description of the responsibilities or tasks
• Listing of key qualifications (required or desired)
• Information about the company or organization’s culture
• Directions on how to apply
Analyzing the job posting will assist in making a connection between your skills and the
employer's requirements to determine your worth, and assist to better scale your employment
worth to that employer.
Salary Negotiations for Military Spouses Participant Guide
Page 24
Items that you should consider in your evaluation are:
• Educational requirements
• Technical Qualifications
• Prior Work Experience
• Skills
o Technology Skills – Microsoft Access (creating a database); Microsoft Publisher (create
flyers); or Microsoft Outlook (communicate to vendors, caterers, participants, etc.).
o Interpersonal Skills / Communication Skills (Teamwork / Team Building)
Time Management / Planning / Organization
Customer Service
Problem-Solving
Leadership
• Knowledge – Customer service, excellent written and public speaking skills, and strategic
planning.
• Abilities – Organizing, planning, prioritizing, problem-solving, previous event coordination
experience.
• Initiative
• Flexibility
• Company Knowledge – Review website and any provided company information to see if their
needs and values are consistent with yours.
Let’s practice reviewing a job posting’s requirements and information and comparing to the
candidate’s skills and current situation to identify overlapping and missing areas. Review and
compare the fictitious military spouse bio and the Indeed.com job posting. Use the information to
determine a strategy for negotiating higher pay.
Salary Negotiations for Military Spouses Participant Guide
Page 25
BIOGRAPHY, Susan Gardner
Susan is an Army military spouse. Her husband’s recent PCS move relocated her to Fort Knox,
Kentucky.
Previously she organized a Military Spouse Mentoring Initiative supplying guidance to
spouses in the areas of military life, moving stressors, family/life balance, and mil-spouse
career resources. She collaborated with employers and the local Chamber of Commerce and
actively took part in local networking events and career fairs.
In her new community, Susan volunteers at the FRG (Family Readiness Group) on the special
events committee and hospitality/welcome committee. She continues to attend career fairs.
Her career goal is to help other military spouses connect to community employment and
resources. The following information is an excerpt from her resume.
• Experience:
o Public Speaking, Networking, Customer Case Managing, and Career Counseling.
o Resume review and help. Finding educational and employment opportunities.
o Proficient with using WebEx and Zoom for training, presentations, and meetings.
o Excellent grasp of military terminology and how to translate into civilian “speak”.
o Develop monthly newsletter for Family Readiness Officers. Avid supporter of all on-
base and local programs which support military families.
• Employment History:
o Editor/Writer – Welcome Committee Monthly newsletter, Family Readiness Group, KY
2021 – Present
o Career Exploration and Planning, The ABC Group, WI 2018 – 2020
o Volunteer Coordinator, 123 Elementary School, TX 2016 – 2017
Susan is currently pursuing an online associate degree in Communications. She has
completed 18 credit hours of the 60 credit-hour program to include the following classes:
1. Public speaking
2. Introduction to Research and Applied Statistics – compute statistical formulas using Excel
3. Business Fundamentals – overview of accounting, finance, and marketing
Darren, Susan’s active-duty Army spouse, is weighing the benefits of continuing his military
career and working towards retirement or separating and staying in the state of Kentucky.
The area is midway between her family in Ohio and his family in Tennessee. In their free
time, they enjoy travelling throughout the state and hiking various parks.
Salary Negotiations for Military Spouses Participant Guide
Page 26
JOB POSTING, Office Coordinator, Clinkenbeard Wade eXtreme Real Estate Team
2
Salary:
$25,000 - $30,000 a year
Job Type:
Job Type: Full-time
Qualifications:
High school or equivalent (Preferred)
QuickBooks: 1 year (Preferred)
Full Job Description:
Office Coordinator and
Assistant
Office duties such as filing, folders, listings, email, and excel
spreadsheets.
Following up on leads, calling clients, and setting up
appointments. Must be proficient in Excel, Outlook, and Word.
Related keywords:
administrative assistant, office manager, administrative
Schedule:
8-hour shift, Monday to Friday
Supplemental Pay:
Commission pay
Education:
High school or equivalent (Preferred)
Experience:
QuickBooks: 1 year (Preferred)
Work Location:
One primary location
This Job Is Ideal for
Someone Who Is:
•
Dependable -- more reliable than spontaneous
• People-oriented -- enjoys interacting with people and
working on group projects
This Company Describes
Its Culture as:
•
Aggressive -- competitive and growth-oriented
• Team-oriented -- cooperative and collaborative
Work Remotely:
No
COVID-19 Precaution(s):
Sanitizing, disinfecting, or cleaning procedures in place
2
Retrieved from Indeed.com 11FEB12, https://www.indeed.com/q-All-l-Elizabethtown,-KY-
jobs.html?vjk=cac6c94eaef4f0c9&advn=6529205775116939
Salary Negotiations for Military Spouses Participant Guide
Page 27
Skill Comparison Chart
Slide 13
Let’s compare the two job posting qualifications to Susan’s skills and qualifications using the Skill
Comparison Chart.
Job Posting Comparison
My Skills and
Qualifications
Salary Negotiations for Military Spouses Participant Guide
Page 28
Slide 14
How could she use the comparison chart as part of her negotiation strategy?
Susan’s education level is higher than what the employer prefers. She can use this information to
negotiate for higher pay. However, she does not have QuickBooks knowledge which the
employer prefers. But QuickBooks is easy to learn. Susan does have Excel knowledge. She could
use this information to persuade her employer that she is a better candidate, because Excel not
only is used to conduct real estate financial analysis, but also for storing client information.
Any other areas of comparison?
Job Posting Comparison
My Skills and
Qualifications
Use this method when negotiating a job offer to decide if the company’s values align with yours,
to find your weaknesses and strengths, and to show why you are the best candidate.
Salary Negotiations for Military Spouses Participant Guide
Page 29
Section 2: Negotiating Job Offers
Slide 15
“Everything is negotiable. Whether or not the negotiation is easy is another thing.”
– Carrie Fisher, Actress (1956-2016)
Negotiation usually involves a strategic discussion aimed at reaching an agreement or resolving
an issue that benefits both parties and both parties find acceptable. A salary negotiation is simply
the process of coming to an agreement on the amount of pay that an employee will receive, and
the employer will give. Many position announcements do not supply a salary or salary range.
Negotiation Preparation
Slide 16
Salary Negotiations for Military Spouses Participant Guide
Page 30
You may receive an offer that includes a mix of desirable and undesirable elements. Rather than
turning down the offer, you may want to consider negotiating the terms of the offer with the
employer.
Before you decide to negotiate, you must make decisions. First, be sure the issue is so serious
that you would not take the job unless it was changed.
Salary
If money is the issue, be sure you research and know the salary for the position in your
market and the range you will accept. Having a range allows for compromise.
For example, you can say, “My research confirms that based on my skills and experience,
the range for this position in (location) would be $___ to $___.”
If the employer is not willing to flex on salary, you may want to negotiate other terms of
the offer instead.
Schedule Flexibility
Time is money. You can negotiate for more vacation days, flex time, and the ability to
telecommute. These options can help maintain a healthy work-life balance and make the
job more attractive to you.
Education and Training
Negotiate for the employer to pay the tuition for a degree program or the cost of earning
a professional certification. This option will help increase your skill set and add value to
the organization.
Travel Reimbursement
Gas, parking, and toll costs can add up quickly. You can negotiate for travel and
transportation reimbursement, i.e., public transportation, bus or train fees, gas, parking
fees, toll fees.
Put in the work and be creative! These things can make a difference in your quality of life.
Salary Negotiations for Military Spouses Participant Guide
Page 31
Negotiation Actions
Slide 17
“What is your desired salary?’ The unwritten rule when it comes to salary is this: whoever
proposes a number first loses. When you interview, you should never feel pressured to answer
this question. Simply let your interviewer know that the most important thing to you is how well
you fit the position.” – Travis Bradberry, American Author
It takes time and money to find the right candidate to fill a position, so the employer has already
invested in you. Out of all the candidates they interviewed, they chose you. Keep in mind when
you negotiate, they want this to work out; they want you to accept the offer. Strive for a mutually
acceptable outcome.
If you like the potential job but are not happy with one or more of the offer components,
negotiate the job offer. When you accept the offer, be sure it is what you want.
To negotiate a successful job offer, develop a plan. Conduct research and analyze the job,
company, compensation and benefits packages, and opportunities for career growth. Be
prepared because a negotiation is time sensitive.
Salary Negotiations for Military Spouses Participant Guide
Page 32
Use hypothetical scenarios to prepare yourself for the negotiation. For example, ask yourself the
“what ifs” of the negotiation and have a contingency plan for them: “If they offer me more
vacation time instead of an increase in salary, will I accept it?”
Preparing for these possibilities in advance gives you time to react. Prepare before the
negotiation or the employer has the upper hand. Use these actions to help you prepare.
Actions to Take
Actions to Avoid
Research the average salary and salary ranges for
the type of job you’re interviewing for on
www.bls.gov
Don’t try to negotiate right after the offer is
made, as you need time to analyze the offer
package and come up with negotiation strategies.
Be realistic in your expectations.
Don’t accept an offer strictly for the money.
Be aware of your strengths and accomplishments
so you can demonstrate the value you’ll bring to
the employer.
Don't try to leverage one job offer against
another job, as it can and typically will backfire.
Don’t assume that a company will match another
company’s offer.
Be open minded about the offer and maintain a
professional and positive attitude during the
negotiation phase.
Don’t accept an offer until you’ve seen all the
terms in writing.
Let the employer make the first move into the
salary negotiation phase, by knowing the salary
range you will have an idea of the interviewer’s
negotiating parameters.
Don’t inflate your current earnings to get a higher
salary offer.
Consider every aspect of the compensation and
benefits package, not just the base salary or any
one component of the offer package.
Don’t get overly aggressive in negotiating the
salary you want, and don’t negotiate using
ultimatums.
Try to negotiate other components of your offer
(e.g., shorter review period, sign-on bonus, more
vacation, etc.) if the employer can’t match your
desired salary.
Don’t accept the first salary offer you receive
unless you’re confident and excited about the
job, company, and opportunity for growth.
Aim high when stating your desired salary range,
as you can always come down but cannot talk
your way back up if you aim too low.
Don’t act too eager to accept, even if the offer
was more than you expected, as most employers
leave room to negotiate.
Prepare your list of skills, experience, and added
value to support your requested compensation.
Don’t provide your current compensation or your
financial obligations as a reason the employer
should pay more.
Salary Negotiations for Military Spouses Participant Guide
Page 33
How to Negotiate
Slide 18
An in-person negotiation offers the advantage of addressing the employer's objection(s) on the
spot. If the job you are applying for is one where an offer may be made at the end of the
interview, you should be prepared to negotiate at that point.
An in-writing negotiation can give you the opportunity to word your remarks carefully. It gives
the employer a chance to evaluate your ideas, talk them over with others, and make a
counteroffer. It avoids instant refusal. Remember to keep the letter positive and factual.
Whether negotiations are performed in person or in writing, you must think like an employer and
strategize. Evaluate where you meet or exceed the job preferences or requirements.
A salary negotiation should have a win-win outcome. The plan is that you will establish a positive
working relationship with this employer. Keep your salary negotiation emails polite, professional,
and direct. Be respectful of the hiring manager’s time. Be firm, but not pushy. Strive for a tone of
thankfulness for the opportunity you’ve been given. You want to join their team and they want
you to join their team.
Salary Negotiations for Military Spouses Participant Guide
Page 34
Use the following guidelines when composing a salary negotiation email:
• Recipient. Usually, the hiring manager or interviewer who extended the offer.
• Subject Line. Cleary state what the email is about.
• Salutation or Greeting. An appropriate greeting, such as Dear Mr./Mrs./Ms. First Name Last
Name.
• Paragraph 1/Opening. Start by showing your appreciation for the job offer (or for the
Position Title) and the hiring manager's time throughout the job-hiring process. You can also
include your excitement for the opportunity
• Paragraph 2/ Proposal. Make your case. Identify what is acceptable, i.e., the terms of the
offer, and what you want to negotiate, i.e., the salary. Explain and justify why you are
requesting the specified changes to the initial offer. Discuss the skills and experience that you
offer. Use a persuasive argument in this initial communication. Include the new proposal
along with supporting information. Restate your qualifications for the job, and whether you
are willing to accept other forms of compensation, such as more paid-time-off, in lieu of a
higher salary.
• Paragraph 3/Closing. Reiterate your interest in the position. Be genuine so the employer
knows it is worth their time to try to make your request work and thank them for the offer.
• Signature. Use the same method to sign this email as you did with other correspondence
during the job search. You can end with any of the following: Sincerely, Regards, Best.
Salary Negotiations for Military Spouses Participant Guide
Page 35
Salary Negotiation Email Example
Slide 19
Let’s review the following salary negotiation email example to find out how the guidelines apply.
KP Enterprises Atlanta, GA Operations Manager Salary Discussion
Dear Mr. Pham,
Thank you for offering the Operations Manager job offer! I feel confident I will make a
significant contribution to the growth and efficiency of the team over the short and long
term. The terms you have described in the offer are acceptable, except for the base
salary offer of $40,000 per year.
The research I've completed on comparable salaries in Atlanta, Georgia shows that a
base salary range of $45,000 to $52,000 would be appropriate. My eight years of
expertise overseeing technical operations and supervising technical teams allows me to
immediately be an asset to the organization with little to no training time involved.
Additionally, my volunteer experience for local community programs not only increased
my knowledge of how to develop personal and professional relationships, but also
aligns with the company’s core value of caring. Based on the above, I would ask you to
kindly consider, as a compromise, a base salary of $47,000.
I am excited for the chance to work with KP Enterprises as an Operations Manager. I
look forward to speaking with you again soon.
Regards,
Jules Mendez
Salary Negotiations for Military Spouses Participant Guide
Page 36
Offer Evaluation and Negotiation
Slide 20
So far, we have discussed negotiation preparation, actions to take and actions to avoid, and
reviewed guidelines when composing a salary negotiation email.
Let’s put all of this into practice and discuss negation options you would provide to your friend –
Li Tang - when she receives a job offer for her dream job, but the salary is disappointing.
• Note: There is not a definitive timeline for salary discussions, but usually a counteroffer is
made between 24-48 hours. For today’s practice, you are only going to take 5–10
minutes, so you can have the opportunity to experience some strategic discussions.
Activity: Job Offer Scenario
Li recently moved and has been looking for a job for three months. This is her first offer, and she
is extremely excited for the opportunity to work at ABC Corporation – her dream job. She calls
you to tell you the good news.
During the call she confides that she was thrilled until she saw the salary. Li conducted salary
research and found the average salary for someone in this position with a bachelor’s degree in
Computer Science with 5 years of experience was $68,000-110,000. She has a bachelor’s degree
in Computer Science with 8 years of experience in Network Management.
Salary Negotiations for Military Spouses Participant Guide
Page 37
She was hoping that the salary was in the $60,000 range, but she is simply happy she got a job
offer. She likes the benefits and wants to accept the offer. She asks you if she should accept it or
wait for a better job to come.
What should you say to her? First, read Li’s offer letter.
Dear Ms. Tang,
Following our recent discussions, we are delighted to offer you the position of Network
Specialist with the Business Marketing Division at ABC Corporation. If you join ABC, you will
become part of a fast-paced and dedicated team that works together to provide our clients
with the highest possible level of service and advice.
As a member of the ABC team, we would ask for your commitment to delivering outstanding
quality and results that exceed client expectations.
We are confident you will find this new opportunity both challenging and rewarding. The
following points outline the terms and conditions we are proposing.
• Title: Network Specialist, Business Marketing Division
• Start date: June 1, 20xx
• Annual salary: $55,000
• Probationary period: 90 days
• Group benefits: Health, dental, and vision - 75% cost share paid by the organization, paid
educational benefits
• Position type: Full-time, exempt
• Reporting relationship: Reporting to the Director of Marketing Operations
• Annual vacation: 10 business days
• Annual sick leave: 5 business days
• Paid Holidays: New Year’s Day, Memorial Day, Independence Day, Labor Day, Thanksgiving
Day, and Christmas Day, plus three floating holidays.
Salary Negotiations for Military Spouses Participant Guide
Page 38
Slide 21
Based on Li’s offer letter and your negotiation knowledge, should she:
• Accept the offer and keep looking for other work.
• Negotiate her salary.
• Decline the offer.
Consider the following before you answer:
• What are the consequences of accepting immediately?
• Remember, the unwritten rule when it comes to salary is this: whoever proposes a number
first loses. The offer has already been extended – the employer has spoken first.
o If she negotiates, what salary should she start with?
o What are her reasons for asking for more money?
• She has been looking for three months and this is her first offer.
Salary Negotiations for Military Spouses Participant Guide
Page 39
In the following chart, write your recommendation to Li.
Li’s Choices
Your Recommendation
Accept the offer and keep
looking for other work.
Negotiate her salary.
Decline the offer.
Evaluation of each recommendation.
Li’s Choices
Recommendation
Accept the offer and keep
looking for other work.
If you only take the offer to bridge the gap for something
at a higher salary, you may regret it later. It can lead to
short-term job retention and can burn bridges. Or you
may love the job but begrudge it because you missed out
on negotiating the salary you deserve.
If you’re happy with the job and
benefits, negotiate your salary!
The research shows the salary
range starts at $68,000, with
your experience you need to
stand strong and not go below
$68,000.
Negotiating a higher salary is the right move here. Li
wants the job, but knows she is worth more in the
market. But remember, negotiation is not an ultimatum;
it is a conversation. You lose out declining a job you want
because you are stuck on an arbitrary figure. Find your
walk-away amount.
If you’re happy with the job and
benefits, negotiate your salary!
Ask for $65,000 so you have
room to come down and still
get the salary you want.
The suggestion to negotiate a higher salary with Li’s walk-
away amount in mind is the best advice. Always know
your acceptable range and have a walk-away point.
Remember, salary is not the only thing you can negotiate.
Decline the offer. You are worth
so much more than that.
If you want the job and the salary is the only obstacle,
always negotiate before declining an offer.
Salary Negotiations for Military Spouses Participant Guide
Page 40
Communicating Your Decision
Slide 22
Negotiation Outcome
Remember, this is a collaborative negotiation where you and the employer want a positive
outcome. If necessary, you can accept the offer as presented or if you are unable to find middle
ground during your negotiations with your employer and you choose to decline their offer, you
can thank them for their offer and respectfully decline.
Job Offer Communication
After all the work you have done researching, building your brand, networking, applying to jobs,
and interviewing, you’ve been offered the position. Job well done! In this section, you will learn
how to effectively communicate your decision to the employer.
Consider the following:
• Are you comfortable with asking for more time to consider? If not, what do you need to do to
be comfortable?
• Do you understand that maintaining professionalism when accepting, delaying, or rejecting an
offer can impact future opportunities?
Salary Negotiations for Military Spouses Participant Guide
Page 41
After evaluating the job offer, and possibly negotiating, communicate your decision to the
employer. Based on the timeline the employer provides, communicate your decision either
verbally or in writing: accept the offer, request a delay of the decision, or reject the offer.
Let’s review three example responses for the same Program Director position from our
candidate, Kelly Barrett.
Accept the Offer
Accepting a job offer is a big decision. Do not rush to give an immediate answer. It is a good idea
to ask for time to consider the offer. Use that time to talk to your family and friends about the
opportunity and evaluate the job offer. If you accept the position, ensure you thank them for the
opportunity, and verify the salary, benefits, position, and starting date.
When you receive a job offer, follow the instructions in the offer and meet the prescribed
deadlines.
Offer Acceptance Example Email:
Dear Mr. Patel:
It was wonderful to speak with you on the phone yesterday about the Program Director
position at Zen Company. I'm thrilled to formally accept this job offer. I'm looking forward
to working with you and the rest of the senior management team on charting a new
direction for our marketing strategy.
It is my understanding that the conditions of my employment are as follows:
• My start date will be May 13th.
• Annual salary of $65,000.
• Benefits include accident, health, and life insurance, which is effective on my start
date.
• My probationary period lasts 90 days, with an initial performance and salary review
after that time.
• Vacation and sick leave accrue at a rate of one day per month and are cumulative.
I'm looking forward to seeing you next Monday. Please let me know if there is any
paperwork or additional information you need from me beforehand, or if there is any
documentation that I should bring along on my first day.
Sincerely,
Kelly Barrett
Salary Negotiations for Military Spouses Participant Guide
Page 42
Request a Delay / Ask for More Time
The employer may expect you to request time to consider the offer or to make a counteroffer. To
request a delay of the decision, start by relaying your thanks and appreciation for the job offer.
Then ask what the deadline is to get back with your decision.
Offer Delay Example Email:
Dear Mr. Patel:
Thank you very much for offering me the position for the Program Director position at
Zen Company. I greatly enjoyed our conversation. Do you mind if I take a couple of
days to consider your offer and discuss this opportunity with my family? Is there a
deadline for my response?
Sincerely,
Kelly Barrett
Decline / Reject the Offer
If you decide to reject the offer, communicate quickly with the employer, and express your
gratitude for their time. You never know to whom they are connected. Even if the negotiation did
not go the way you hoped, continue being professional and gracious.
Offer Rejection Example Email:
Dear Mr. Patel,
Thank you for offering me the position of Program Director position at Zen Company and for
reviewing my counteroffer with management. I fully understand that budgets are tight, but I
must respectfully decline the position at the current compensation.
Thank you for your graciousness during the negotiation process. I wish you and Zen Company
all the best.
Sincerely,
Kelly Barrett
Salary Negotiations for Military Spouses Participant Guide
Page 43
In Conclusion
Slide 23
Congratulations! You have taken significant steps toward setting yourself up for success. You can
approach your next job search and salary negotiation with knowledge and confidence.
In this workshop, you have learned how to:
• Determine a reasonable salary range and compare a job announcement posting to your
knowledge, skills, and abilities plus your experience and education in order to realize your
market value.
• Evaluate job offers.
o Define your walk-away point.
o Never say a number first.
o Ask for time.
o Prepare talking points.
• Identify and discuss three ways to respond to a job offer (through practice negotiation
scenarios).
o Ask for more than your target number.
o Be flexible.
o Do NOT be afraid to walk away.
Salary Negotiations for Military Spouses Participant Guide
Also, ask yourself the following questions:
• What methods will you use to successfully negotiate?
• Which tips were most helpful to you?
• Are you comfortable negotiating your salary? If not, what makes you uncomfortable? What
can you do to improve your comfort level?
By combining these answers with the information, you have gained during this workshop and
with information acquired in other TEAMS workshops, you are more informed, better prepared,
and well on your way to a rewarding career.
Thank you
Slide 24
Thank you for your participation and your service. The DOL recognizes your dedication and the
sacrifices that you, your service member, and your family members make each day to protect and
defend our freedom. We are committed to supporting you in your transition and beyond.
Visit https://www.dol.gov/teamsworkshops to register for all TEAMS Workshops and download
the Website Guide. Feel free to provide any additional thoughts, comments, or suggestions by
email to [email protected].
Page 44
Salary Negotiations for Military Spouses Participant Guide
Page 45
Appendix
Job Offer Evaluation Checklist
Use the following checklist (worksheet) to evaluate items about a company’s job offer.
Job Offer Evaluation Checklist
Industry Acceptable Unacceptable
Interest in the industry
Do I want to build a career in this field?
Potential for long-term growth
Is this a growing industry?
Job Position Acceptable Unacceptable
Work duties
Do the duties of the job interest me and use my skills?
Potential for advancement
What opportunities are available?
Position level
Where is the job in the organization?
To whom do I report?
Wages/benefits
Do they meet my needs?
Hours
Do I consider them reasonable?
Salary Negotiations for Military Spouses Participant Guide
Page 46
Job Offer Evaluation Checklist
Company Acceptable Unacceptable
Growth potential
How has the company performed over the last five
years?
Planned expansion
What plans exist, and how do they fit with the
economy?
Success
What are the company’s debt/profit ratios and other
indicators of success?
Reputation
What is the company’s reputation in the industry and
with its employees?
Management team
What is the tenure, growth, and origin of the
management team?
Schedules/Work Acceptable Unacceptable
Working conditions
What are the company’s expectations and work style?
Work schedule
Does the job allow for flexible work schedules?
Job quality
How long has the position been open?
Why is it open?
Salary Negotiations for Military Spouses Participant Guide
Page 47
Job Offer Evaluation Checklist
Schedules/Work Acceptable Unacceptable
Travel requirements
How often would I have to travel?
Remote work
Does the company have a main or primary location?
Does it have branch locations?
Are any closer to your location?
Can you work remotely?
Environment Acceptable Unacceptable
Geographic location
Is the job someplace I would like to live?
Area factors
Am I comfortable with the traffic, growth, cost of living,
crime rate, etc.?
Housing
Is affordable housing available and to my liking?
Recreation
Are recreational opportunities available?
Are they within reason?
Schools
Are good schools available for my children, spouse, and
self?
Salary Negotiations for Military Spouses Participant Guide
Page 48
Job Offer Evaluation Checklist
Paid Time Off (PTO) Acceptable Unacceptable
Paid vacations
Am I eligible?
How many days do I receive?
How many days after a year of employment?
After five years of employment?
Paid sick time
Is sick time provided?
Is carry-over of unused days permitted?
Insurance Acceptable Unacceptable
Medical and dental
Do I receive medical benefits fully or partially paid by the
employer?
Is dependent coverage fully or partially paid by the
employer?
Does coverage include vision care or dental care?
Paid life insurance
What is the employer-paid life insurance coverage?
How many times the annual salary is offered (earnings-
based coverage) or is at least $15,000 (flat dollar-
amount coverage) offered?
Profit-Sharing Acceptable Unacceptable
Does the company offer saving/thrift plans, cash profit-
sharing, or deferred profit-sharing?
Salary Negotiations for Military Spouses Participant Guide
Page 49
Job Offer Evaluation Checklist
Retirement Plans Acceptable Unacceptable
Is a pension plan (defined benefit) provided?
Does the company offer 401K, 403B, or other tax-
deferred retirement savings plans?
Does the company offer association, professional, or
union plans, or mutual fund retirement plans?
Other Benefits Acceptable Unacceptable
Do I get full or partial relocation allowance?
Do I get full or partial reimbursement for educational
expenses?
Does the company offer financial or legal counseling
plans?
Does the company offer childcare?
Does the company offer long-term incentive plans (stock
options or other types of performance award)?
Does the company offer cars or transportation
allowance provided for executives, salespeople, or
managers who must travel?
Additional benefits not listed in checklist Acceptable Unacceptable
Salary Negotiations for Military Spouses Participant Guide
Page 50
Company Culture Checklist
Use the following checklist (worksheet) to research items about a company before a job
interview.
Company Culture Notes
Company mission
Work environment
Core values
Leadership style (team-based, or traditional
or hierarchical management)
What does the company do?
• Manufacture products
• Provide services
• Work with clients
How long has the company been in business?
Newsroom or Press Releases
Social responsibility
Military friendly?
Inclusion and diversity
Other
