A student on the job market who is in the enviable position of having multiple offers writes with some questions about what kind of negotiation is appropriate for a candidate in his/her situation.
1. What sort of things can one negotiate about? (salary? sabbatical? teaching relief? benefits?)
2. How much money/time/etc. are we talking about here?
3. Who is my natural ally in this endeavor? Here is what it seems like to me:
-- Other junior faculty at the institution would be willing to try to help (telling me what worked for them, etc.).
-- The chair, to some degree. The chair wants to help me, but he (or she) needs to get along with the dean too.
-- As far as I can tell, it is mainly the Dean that is trying to keep my salary as low as possible.
4. What sort of things would people find insulting? How might you step on people’s toes? It is a foreign enough project for me that I’m worried I’m going to make a faux pas.
5. (related) Are there risks to asking if there is anything they can do to improve the offer? I don’t want to alienate my future chair...
For purposes of discussion let us suppose that A is a top 10-15 PhD-granting department, while X is a PhD-granting program at a research university, but not in the very top ranks. I set out some of my initial thoughts, below. I have opened comments below and invite readers to concur, correct, or amplify, as seems appropriate. I do not have a clear sense of whether non-research universities will negotiate about terms of employment, and so invite readers to comment on that in particular. My comments shall be premised on the idea that we are talking about research universities, where I know such negotiation is common.
1. Negotiation--but always approach it delicately!--seems to me appropriate in the following circumstances: (a) you have offers from comparable departments and the terms (salary [taking some account of cost-of-living], teaching or other duties, research support) differ in significanct ways; or (b) you have an offer from A, and you want to negotiate with X in the spirit of getting X to offer you an inducement to join them. These are the two best situations in which to raise questions about the terms of employment. You could, of course, ask A to match X's terms, but, in general, I don't recommend it, and you had better be prepared to go to X at the end of the day if you go that route.
2. Topics for negotiation most commonly include salary (but bear in mind cost-of-living!), research leave, research and travel support, and (less often for a junior) teaching load. (Perhaps most important for junior faculty is stability of your courses: preparation is time-consuming, and it is very helpful to have a set of courses that you can repeat year after year while on tenure-track.) If X has offered you 60K and A has made you an offer of 65K, it isn't crazy to see what X is willing to do on salary to get you to go to X over A. If A and B--both top 10-15 departments let us suppose--have offered you 65K, but B gives you 3K per year for travel, and A guarantees only 1K, it seems quite fair (esp. if you prefer A!) to ask A if they can do better. (Benefits are rarely, if ever, open to negotiation: health, disability and life insurance, retirement plans, educational benefits, etc. are almost always set at a university-wide level: no department or college will have control over them.)
3. My inclination is to think that it is a bad idea to say, "Can you improve the offer?" in the abstract. Be concrete. If you have a spouse and a kid, it seems to me quite fair to say to A, "I am thrilled to have the opportunity to join your wonderful department, but X is offering so much more that I'm not sure I can support the family. Is there any chance that you can offer a better salary?" If you have the offer from A, but are thinking about X, it is not unreasonable, in the current market, to expect X to pay a bit of a premium--in salary, or support, or leave--to get you.
4. Chairs do, indeed, serve under (and sometimes at the pleasure of) their Deans. But any negotiation must start with the Chair. Read the signals carefully!
Bear in mind that particular institutions, regardless of "prestige," may operate under all kinds of constraints. Some may feel that they are so wonderful that they do not need to meet any outside offers. Some may have a strong internal norm regarding equity of treatment: why should you get more than the Asst Prof hired last year, who, as a matter of pure chance, didn't have an outside offer? You may have received an offer on a divided vote, which means the department will not be at all disposed to cutting a special deal. And so on.
Non-anonymous comments stand a much better chance of being approved; please post only once, as comments may take awhile to appear.
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