Executive Compensation Executive Negotiation Checklist

Executive Compensation Executive Negotiation Checklist Search Executive Compensation Executive Negotiation Checklist Share this articleTwitterLinkedinFacebookemailWhether youre already an executive or just an aspiring big cheese, its never too early to begin studying the sophisticated art of negotiating executive compensation. Only executives are eligible for many fonts of perks and benefits if you disagree, try asking for your own jet. And executives often have access to data sources that are harder for other employees to use, or less relevant. But you may be surprised to learn that some of the methods for negotiating executive pay can work just as well for you as they do for the senior VP whose salary continues to rise while everyone else worries about getting a pink slip. Pick Your Perks In your research, dont neglect to find out about the typical perks and benefits associated with the job for which you are interviewing. A basic compensation package includes cousine pay, sh ort-term incentives, long-term incentives, benefits, and perquisites. Partial List of Executive Compensation and Perks Base pay Signing bonus Annual incentive Guaranteed minimum annual incentive Stock options Discounted stock options Restricted stock Loan to purchase restricted stock Loan to pay taxes Loan to purchase home Forgiveness of loan(s) Normal employee benefits* Supplemental executive medical insurance Supplemental executive life insurance Supplemental executive retirement plan (SERP) Nonqualified deferred compensation plan Club memberships First-class air travel Financial/tax/estate planning services Legal planning services Use of company plane Company car College tuition for children Tax gross-ups for taxable benefits Golden parachute provisions Termination provisions * Typically, employee benefits are not negotiable however, companies will make adjustments via corresponding supplemental executive benefits. In addition, executives often receive additional or supplementa l benefits and perquisites, which may include a special retirement plan, a deferred compensation plan, extra insurance coverage, extra vacation, company cars, use of company plane, club memberships, financial and legal counseling, and so on. Many executive compensation packages even include the kitchen sink literally. A quick review of public filings reveals numerous executives with company-provided or subsidized housing, including America Online, Loews, Mattel, and many more. All components of compensation are negotiable, including a number of items many of us may never think of considering as parteee of our pay packages. Remember, not everyone gets everything, and many of these benefits may not be important to you. Focus on those that are important to you and relevant to your job. Find Your Best BuyersResearch into market comparablesdata on what comparable employers are paying for comparable people doing comparable jobsis only part of the job of valuing your talent. Your worth is a matter of what the market will pay. That means its a both what you bring to the table, and what an employer is willing to pay for your particular combination of skills and experiences. Before you negotiate a specific compensation package, you need to look for the buyer the employer who will put the most value on your work. Its a challenge made more difficult at the executive level, because there is usually only one VP of marketing, VP of research and development, VP of finance, etc. Although all are VPs, their pay may be significantly different, depending on the needs of the organization and the strengths and weaknesses of the individual in the role.At the executive level, pay is very much dependent on both the specific person and the specific jobs. Comparing two executives pay almost always requires making adjustments to get something like an apples-to-apples comparison. Although the relative uniqueness of executive jobs makes it difficult to find a clear direct comparison , it also opens the door for identifying major skills you bring to the job above and beyond the standard roles. These extras could enable you to command a pay premium. Some common leverageable strengths include extensive industry contacts, strong fundraising or partnership-forming skills, or experience with a unique schrift of opportunity that closely resembles the prospective employers business, even if it is in a different industry. For example, Jim Barksdale became President and CEO of Netscape Communications in 1995 after having set up the widely successful hub-and-spoke logistics and technology infrastructure that forms the backbone of FedEx, and then serving as CEO of McCaw Cellular Communications (now ATT Wireless Services). Remember your unique skills when developing your negotiation strategy. Whether youre looking for a new job or just a new pay package at your existing job, these strengths will help you get what you deserve.Protect Your Back Make sure youve taken care o f your golden parachute ideally, when you first start your job. A golden parachute should protect you from layoffs related to financial hardship as well as layoffs related to mergers and other restrukturierung events. Especially if you are asked to help shape the post-merger or post-umstrukturierung company, you should insure yourself against the consequences of having to eliminate your own job.Related Salary.com Content 5 Ways to Hire Good Employees and Weed Out Unqualified Applicants When Employers Want Salary Requirements Up Front, Make Them a Deal Why Do CEOs Make the Big Bucks? From our trusted Partners From our trusted Partners Home Articles Negotiation Executive Compensation Executive Negotiation ChecklistExecutive Compensation Executive Negotiation Checklist Search Executive Compensation Executive Negotiation Checklist Share this articleTwitterLinkedinFacebookemailWhether youre already an executive or just an aspiring big cheese, its ne ver too early to begin studying the sophisticated art of negotiating executive compensation. Only executives are eligible for many schrifts of perks and benefits if you disagree, try asking for your own jet. And executives often have access to data sources that are harder for other employees to use, or less relevant. But you may be surprised to learn that some of the methods for negotiating executive pay can work just as well for you as they do for the senior VP whose salary continues to rise while everyone else worries about getting a pink slip. Pick Your Perks In your research, dont neglect to find out about the typical perks and benefits associated with the job for which you are interviewing. A basic compensation package includes cousine pay, short-term incentives, long-term incentives, benefits, and perquisites. Partial List of Executive Compensation and Perks Base pay Signing bonus Annual incentive Guaranteed minimum annual incentive Stock options Discounted stock options R estricted stock Loan to purchase restricted stock Loan to pay taxes Loan to purchase home Forgiveness of loan(s) Normal employee benefits* Supplemental executive medical insurance Supplemental executive life insurance Supplemental executive retirement plan (SERP) Nonqualified deferred compensation plan Club memberships First-class air travel Financial/tax/estate planning services Legal planning services Use of company plane Company car College tuition for children Tax gross-ups for taxable benefits Golden parachute provisions Termination provisions * Typically, employee benefits are not negotiable however, companies will make adjustments via corresponding supplemental executive benefits. In addition, executives often receive additional or supplemental benefits and perquisites, which may include a special retirement plan, a deferred compensation plan, extra insurance coverage, extra vacation, company cars, use of company plane, club memberships, financial and legal counseling, and s o on. Many executive compensation packages even include the kitchen sink literally. A quick review of public filings reveals numerous executives with company-provided or subsidized housing, including America Online, Loews, Mattel, and many more. All components of compensation are negotiable, including a number of items many of us may never think of considering as part of our pay packages. Remember, not everyone gets everything, and many of these benefits may not be important to you. Focus on those that are important to you and relevant to your job. Find Your Best BuyersResearch into market comparablesdata on what comparable employers are paying for comparable people doing comparable jobsis only part of the job of valuing your talent. Your worth is a matter of what the market will pay. That means its a both what you bring to the table, and what an employer is willing to pay for your particular combination of skills and experiences. Before you negotiate a specific compensation pack age, you need to look for the buyer the employer who will put the most value on your work. Its a challenge made more difficult at the executive level, because there is usually only one VP of marketing, VP of research and development, VP of finance, etc. Although all are VPs, their pay may be significantly different, depending on the needs of the organization and the strengths and weaknesses of the individual in the role.At the executive level, pay is very much dependent on both the specific person and the specific jobs. Comparing two executives pay almost always requires making adjustments to get something like an apples-to-apples comparison. Although the relative uniqueness of executive jobs makes it difficult to find a clear direct comparison, it also opens the door for identifying major skills you bring to the job above and beyond the standard roles. These extras could enable you to command a pay premium. Some common leverageable strengths include extensive industry contacts, strong fundraising or partnership-forming skills, or experience with a unique font of opportunity that closely resembles the prospective employers business, even if it is in a different industry. For example, Jim Barksdale became President and CEO of Netscape Communications in 1995 after having set up the widely successful hub-and-spoke logistics and technology infrastructure that forms the backbone of FedEx, and then serving as CEO of McCaw Cellular Communications (now ATT Wireless Services). Remember your unique skills when developing your negotiation strategy. Whether youre looking for a new job or just a new pay package at your existing job, these strengths will help you get what you deserve.Protect Your Back Make sure youve taken care of your golden parachute ideally, when you first start your job. A golden parachute should protect you from layoffs related to financial hardship as well as layoffs related to mergers and other restrukturierung events. Especially if you are a sked to help shape the post-merger or post-restructuring company, you should insure yourself against the consequences of having to eliminate your own job.Related Salary.com Content 5 Ways to Hire Good Employees and Weed Out Unqualified Applicants When Employers Want Salary Requirements Up Front, Make Them a Deal Why Do CEOs Make the Big Bucks? From our trusted Partners From our trusted Partners Home Articles Negotiation Executive Compensation Executive Negotiation ChecklistExecutive Compensation Executive Negotiation Checklist Search Executive Compensation Executive Negotiation Checklist Share this articleTwitterLinkedinFacebookemailWhether youre already an executive or just an aspiring big cheese, its never too early to begin studying the sophisticated art of negotiating executive compensation. Only executives are eligible for many types of perks and benefits if you disagree, try asking for your own jet. And executives often have access to dat a sources that are harder for other employees to use, or less relevant. But you may be surprised to learn that some of the methods for negotiating executive pay can work just as well for you as they do for the senior VP whose salary continues to rise while everyone else worries about getting a pink slip. Pick Your Perks In your research, dont neglect to find out about the typical perks and benefits associated with the job for which you are interviewing. A basic compensation package includes kusine pay, short-term incentives, long-term incentives, benefits, and perquisites. Partial List of Executive Compensation and Perks Base pay Signing bonus Annual incentive Guaranteed minimum annual incentive Stock options Discounted stock options Restricted stock Loan to purchase restricted stock Loan to pay taxes Loan to purchase home Forgiveness of loan(s) Normal employee benefits* Supplemental executive medical insurance Supplemental executive life insurance Supplemental executive retireme nt plan (SERP) Nonqualified deferred compensation plan Club memberships First-class air travel Financial/tax/estate planning services Legal planning services Use of company plane Company car College tuition for children Tax gross-ups for taxable benefits Golden parachute provisions Termination provisions * Typically, employee benefits are not negotiable however, companies will make adjustments via corresponding supplemental executive benefits. In addition, executives often receive additional or supplemental benefits and perquisites, which may include a special retirement plan, a deferred compensation plan, extra insurance coverage, extra vacation, company cars, use of company plane, club memberships, financial and legal counseling, and so on. Many executive compensation packages even include the kitchen sink literally. A quick review of public filings reveals numerous executives with company-provided or subsidized housing, including America Online, Loews, Mattel, and many more. A ll components of compensation are negotiable, including a number of items many of us may never think of considering as part of our pay packages. Remember, not everyone gets everything, and many of these benefits may not be important to you. Focus on those that are important to you and relevant to your job. Find Your Best BuyersResearch into market comparablesdata on what comparable employers are paying for comparable people doing comparable jobsis only part of the job of valuing your talent. Your worth is a matter of what the market will pay. That means its a both what you bring to the table, and what an employer is willing to pay for your particular combination of skills and experiences. Before you negotiate a specific compensation package, you need to look for the buyer the employer who will put the most value on your work. Its a challenge made more difficult at the executive level, because there is usually only one VP of marketing, VP of research and development, VP of financ e, etc. Although all are VPs, their pay may be significantly different, depending on the needs of the organization and the strengths and weaknesses of the individual in the role.At the executive level, pay is very much dependent on both the specific person and the specific jobs. Comparing two executives pay almost always requires making adjustments to get something like an apples-to-apples comparison. Although the relative uniqueness of executive jobs makes it difficult to find a clear direct comparison, it also opens the door for identifying major skills you bring to the job above and beyond the standard roles. These extras could enable you to command a pay premium. Some common leverageable strengths include extensive industry contacts, strong fundraising or partnership-forming skills, or experience with a unique type of opportunity that closely resembles the prospective employers business, even if it is in a different industry. For example, Jim Barksdale became President and CEO of Netscape Communications in 1995 after having set up the widely successful hub-and-spoke logistics and technology infrastructure that forms the backbone of FedEx, and then serving as CEO of McCaw Cellular Communications (now ATT Wireless Services). Remember your unique skills when developing your negotiation strategy. Whether youre looking for a new job or just a new pay package at your existing job, these strengths will help you get what you deserve.Protect Your Back Make sure youve taken care of your golden parachute ideally, when you first start your job. A golden parachute should protect you from layoffs related to financial hardship as well as layoffs related to mergers and other restructuring events. Especially if you are asked to help shape the post-merger or post-restructuring company, you should insure yourself against the consequences of having to eliminate your own job.Related Salary.com Content 5 Ways to Hire Good Employees and Weed Out Unqualified Applicants When Employers Want Salary Requirements Up Front, Make Them a Deal Why Do CEOs Make the Big Bucks? From our trusted Partners From our trusted Partners Home Articles Negotiation Executive Compensation Executive Negotiation ChecklistExecutive Compensation Executive Negotiation Checklist Search Executive Compensation Executive Negotiation Checklist Share this articleTwitterLinkedinFacebookemailWhether youre already an executive or just an aspiring big cheese, its never too early to begin studying the sophisticated art of negotiating executive compensation. Only executives are eligible for many types of perks and benefits if you disagree, try asking for your own jet. And executives often have access to data sources that are harder for other employees to use, or less relevant. But you may be surprised to learn that some of the methods for negotiating executive pay can work just as well for you as they do for the senior VP whose salary continues to rise w hile everyone else worries about getting a pink slip. Pick Your Perks In your research, dont neglect to find out about the typical perks and benefits associated with the job for which you are interviewing. A basic compensation package includes base pay, short-term incentives, long-term incentives, benefits, and perquisites. Partial List of Executive Compensation and Perks Base pay Signing bonus Annual incentive Guaranteed minimum annual incentive Stock options Discounted stock options Restricted stock Loan to purchase restricted stock Loan to pay taxes Loan to purchase home Forgiveness of loan(s) Normal employee benefits* Supplemental executive medical insurance Supplemental executive life insurance Supplemental executive retirement plan (SERP) Nonqualified deferred compensation plan Club memberships First-class air travel Financial/tax/estate planning services Legal planning services Use of company plane Company car College tuition for children Tax gross-ups for taxable benefits Golden parachute provisions Termination provisions * Typically, employee benefits are not negotiable however, companies will make adjustments via corresponding supplemental executive benefits. In addition, executives often receive additional or supplemental benefits and perquisites, which may include a special retirement plan, a deferred compensation plan, extra insurance coverage, extra vacation, company cars, use of company plane, club memberships, financial and legal counseling, and so on. Many executive compensation packages even include the kitchen sink literally. A quick review of public filings reveals numerous executives with company-provided or subsidized housing, including America Online, Loews, Mattel, and many more. All components of compensation are negotiable, including a number of items many of us may never think of considering as part of our pay packages. Remember, not everyone gets everything, and many of these benefits may not be important to you. Focus on thos e that are important to you and relevant to your job. Find Your Best BuyersResearch into market comparablesdata on what comparable employers are paying for comparable people doing comparable jobsis only part of the job of valuing your talent. Your worth is a matter of what the market will pay. That means its a both what you bring to the table, and what an employer is willing to pay for your particular combination of skills and experiences. Before you negotiate a specific compensation package, you need to look for the buyer the employer who will put the most value on your work. Its a challenge made more difficult at the executive level, because there is usually only one VP of marketing, VP of research and development, VP of finance, etc. Although all are VPs, their pay may be significantly different, depending on the needs of the organization and the strengths and weaknesses of the individual in the role.At the executive level, pay is very much dependent on both the specific pers on and the specific jobs. Comparing two executives pay almost always requires making adjustments to get something like an apples-to-apples comparison. Although the relative uniqueness of executive jobs makes it difficult to find a clear direct comparison, it also opens the door for identifying major skills you bring to the job above and beyond the standard roles. These extras could enable you to command a pay premium. Some common leverageable strengths include extensive industry contacts, strong fundraising or partnership-forming skills, or experience with a unique type of opportunity that closely resembles the prospective employers business, even if it is in a different industry. For example, Jim Barksdale became President and CEO of Netscape Communications in 1995 after having set up the widely successful hub-and-spoke logistics and technology infrastructure that forms the backbone of FedEx, and then serving as CEO of McCaw Cellular Communications (now ATT Wireless Services). R emember your unique skills when developing your negotiation strategy. Whether youre looking for a new job or just a new pay package at your existing job, these strengths will help you get what you deserve.Protect Your Back Make sure youve taken care of your golden parachute ideally, when you first start your job. A golden parachute should protect you from layoffs related to financial hardship as well as layoffs related to mergers and other restructuring events. Especially if you are asked to help shape the post-merger or post-restructuring company, you should insure yourself against the consequences of having to eliminate your own job.Related Salary.com Content 5 Ways to Hire Good Employees and Weed Out Unqualified Applicants When Employers Want Salary Requirements Up Front, Make Them a Deal Why Do CEOs Make the Big Bucks? From our trusted Partners From our trusted Partners Home Articles Negotiation Executive Compensation Executive Negotiation Che cklistExecutive Compensation Executive Negotiation Checklist Search Executive Compensation Executive Negotiation Checklist Share this articleTwitterLinkedinFacebookemailWhether youre already an executive or just an aspiring big cheese, its never too early to begin studying the sophisticated art of negotiating executive compensation. Only executives are eligible for many types of perks and benefits if you disagree, try asking for your own jet. And executives often have access to data sources that are harder for other employees to use, or less relevant. But you may be surprised to learn that some of the methods for negotiating executive pay can work just as well for you as they do for the senior VP whose salary continues to rise while everyone else worries about getting a pink slip. Pick Your Perks In your research, dont neglect to find out about the typical perks and benefits associated with the job for which you are interviewing. A basic compensation package includes base pay , short-term incentives, long-term incentives, benefits, and perquisites. Partial List of Executive Compensation and Perks Base pay Signing bonus Annual incentive Guaranteed minimum annual incentive Stock options Discounted stock options Restricted stock Loan to purchase restricted stock Loan to pay taxes Loan to purchase home Forgiveness of loan(s) Normal employee benefits* Supplemental executive medical insurance Supplemental executive life insurance Supplemental executive retirement plan (SERP) Nonqualified deferred compensation plan Club memberships First-class air travel Financial/tax/estate planning services Legal planning services Use of company plane Company car College tuition for children Tax gross-ups for taxable benefits Golden parachute provisions Termination provisions * Typically, employee benefits are not negotiable however, companies will make adjustments via corresponding supplemental executive benefits. In addition, executives often receive additional or supplem ental benefits and perquisites, which may include a special retirement plan, a deferred compensation plan, extra insurance coverage, extra vacation, company cars, use of company plane, club memberships, financial and legal counseling, and so on. Many executive compensation packages even include the kitchen sink literally. A quick review of public filings reveals numerous executives with company-provided or subsidized housing, including America Online, Loews, Mattel, and many more. All components of compensation are negotiable, including a number of items many of us may never think of considering as part of our pay packages. Remember, not everyone gets everything, and many of these benefits may not be important to you. Focus on those that are important to you and relevant to your job. Find Your Best BuyersResearch into market comparablesdata on what comparable employers are paying for comparable people doing comparable jobsis only part of the job of valuing your talent. Your worth is a matter of what the market will pay. That means its a both what you bring to the table, and what an employer is willing to pay for your particular combination of skills and experiences. Before you negotiate a specific compensation package, you need to look for the buyer the employer who will put the most value on your work. Its a challenge made more difficult at the executive level, because there is usually only one VP of marketing, VP of research and development, VP of finance, etc. Although all are VPs, their pay may be significantly different, depending on the needs of the organization and the strengths and weaknesses of the individual in the role.At the executive level, pay is very much dependent on both the specific person and the specific jobs. Comparing two executives pay almost always requires making adjustments to get something like an apples-to-apples comparison. Although the relative uniqueness of executive jobs makes it difficult to find a clear direct compariso n, it also opens the door for identifying major skills you bring to the job above and beyond the standard roles. These extras could enable you to command a pay premium. Some common leverageable strengths include extensive industry contacts, strong fundraising or partnership-forming skills, or experience with a unique type of opportunity that closely resembles the prospective employers business, even if it is in a different industry. For example, Jim Barksdale became President and CEO of Netscape Communications in 1995 after having set up the widely successful hub-and-spoke logistics and technology infrastructure that forms the backbone of FedEx, and then serving as CEO of McCaw Cellular Communications (now ATT Wireless Services). Remember your unique skills when developing your negotiation strategy. Whether youre looking for a new job or just a new pay package at your existing job, these strengths will help you get what you deserve.Protect Your Back Make sure youve taken care of your golden parachute ideally, when you first start your job. A golden parachute should protect you from layoffs related to financial hardship as well as layoffs related to mergers and other restructuring events. Especially if you are asked to help shape the post-merger or post-restructuring company, you should insure yourself against the consequences of having to eliminate your own job.Related Salary.com Content 5 Ways to Hire Good Employees and Weed Out Unqualified Applicants When Employers Want Salary Requirements Up Front, Make Them a Deal Why Do CEOs Make the Big Bucks? From our trusted Partners From our trusted Partners Home Articles Negotiation Executive Compensation Executive Negotiation ChecklistExecutive Compensation Executive Negotiation Checklist Search Executive Compensation Executive Negotiation Checklist Share this articleTwitterLinkedinFacebookemailWhether youre already an executive or just an aspiring big cheese, its never too early to begin studying the sophisticated art of negotiating executive compensation. Only executives are eligible for many types of perks and benefits if you disagree, try asking for your own jet. And executives often have access to data sources that are harder for other employees to use, or less relevant. But you may be surprised to learn that some of the methods for negotiating executive pay can work just as well for you as they do for the senior VP whose salary continues to rise while everyone else worries about getting a pink slip. Pick Your Perks In your research, dont neglect to find out about the typical perks and benefits associated with the job for which you are interviewing. A basic compensation package includes base pay, short-term incentives, long-term incentives, benefits, and perquisites. Partial List of Executive Compensation and Perks Base pay Signing bonus Annual incentive Guaranteed minimum annual incentive Stock options Discounted stock options Restricted stoc k Loan to purchase restricted stock Loan to pay taxes Loan to purchase home Forgiveness of loan(s) Normal employee benefits* Supplemental executive medical insurance Supplemental executive life insurance Supplemental executive retirement plan (SERP) Nonqualified deferred compensation plan Club memberships First-class air travel Financial/tax/estate planning services Legal planning services Use of company plane Company car College tuition for children Tax gross-ups for taxable benefits Golden parachute provisions Termination provisions * Typically, employee benefits are not negotiable however, companies will make adjustments via corresponding supplemental executive benefits. In addition, executives often receive additional or supplemental benefits and perquisites, which may include a special retirement plan, a deferred compensation plan, extra insurance coverage, extra vacation, company cars, use of company plane, club memberships, financial and legal counseling, and so on. Many exe cutive compensation packages even include the kitchen sink literally. A quick review of public filings reveals numerous executives with company-provided or subsidized housing, including America Online, Loews, Mattel, and many more. All components of compensation are negotiable, including a number of items many of us may never think of considering as part of our pay packages. Remember, not everyone gets everything, and many of these benefits may not be important to you. Focus on those that are important to you and relevant to your job. Find Your Best BuyersResearch into market comparablesdata on what comparable employers are paying for comparable people doing comparable jobsis only part of the job of valuing your talent. Your worth is a matter of what the market will pay. That means its a both what you bring to the table, and what an employer is willing to pay for your particular combination of skills and experiences. Before you negotiate a specific compensation package, you need to look for the buyer the employer who will put the most value on your work. Its a challenge made more difficult at the executive level, because there is usually only one VP of marketing, VP of research and development, VP of finance, etc. Although all are VPs, their pay may be significantly different, depending on the needs of the organization and the strengths and weaknesses of the individual in the role.At the executive level, pay is very much dependent on both the specific person and the specific jobs. Comparing two executives pay almost always requires making adjustments to get something like an apples-to-apples comparison. Although the relative uniqueness of executive jobs makes it difficult to find a clear direct comparison, it also opens the door for identifying major skills you bring to the job above and beyond the standard roles. These extras could enable you to command a pay premium. Some common leverageable strengths include extensive industry contacts, strong fundra ising or partnership-forming skills, or experience with a unique type of opportunity that closely resembles the prospective employers business, even if it is in a different industry. For example, Jim Barksdale became President and CEO of Netscape Communications in 1995 after having set up the widely successful hub-and-spoke logistics and technology infrastructure that forms the backbone of FedEx, and then serving as CEO of McCaw Cellular Communications (now ATT Wireless Services). Remember your unique skills when developing your negotiation strategy. Whether youre looking for a new job or just a new pay package at your existing job, these strengths will help you get what you deserve.Protect Your Back Make sure youve taken care of your golden parachute ideally, when you first start your job. A golden parachute should protect you from layoffs related to financial hardship as well as layoffs related to mergers and other restructuring events. Especially if you are asked to help shap e the post-merger or post-restructuring company, you should insure yourself against the consequences of having to eliminate your own job.Related Salary.com Content 5 Ways to Hire Good Employees and Weed Out Unqualified Applicants When Employers Want Salary Requirements Up Front, Make Them a Deal Why Do CEOs Make the Big Bucks? From our trusted Partners From our trusted Partners Home Articles Negotiation Executive Compensation Executive Negotiation ChecklistExecutive Compensation Executive Negotiation Checklist Search Executive Compensation Executive Negotiation Checklist Share this articleTwitterLinkedinFacebookemailWhether youre already an executive or just an aspiring big cheese, its never too early to begin studying the sophisticated art of negotiating executive compensation. Only executives are eligible for many types of perks and benefits if you disagree, try asking for your own jet. And executives often have access to data sources that ar e harder for other employees to use, or less relevant. But you may be surprised to learn that some of the methods for negotiating executive pay can work just as well for you as they do for the senior VP whose salary continues to rise while everyone else worries about getting a pink slip. Pick Your Perks In your research, dont neglect to find out about the typical perks and benefits associated with the job for which you are interviewing. A basic compensation package includes base pay, short-term incentives, long-term incentives, benefits, and perquisites. Partial List of Executive Compensation and Perks Base pay Signing bonus Annual incentive Guaranteed minimum annual incentive Stock options Discounted stock options Restricted stock Loan to purchase restricted stock Loan to pay taxes Loan to purchase home Forgiveness of loan(s) Normal employee benefits* Supplemental executive medical insurance Supplemental executive life insurance Supplemental executive retirement plan (SERP) Nonq ualified deferred compensation plan Club memberships First-class air travel Financial/tax/estate planning services Legal planning services Use of company plane Company car College tuition for children Tax gross-ups for taxable benefits Golden parachute provisions Termination provisions * Typically, employee benefits are not negotiable however, companies will make adjustments via corresponding supplemental executive benefits. In addition, executives often receive additional or supplemental benefits and perquisites, which may include a special retirement plan, a deferred compensation plan, extra insurance coverage, extra vacation, company cars, use of company plane, club memberships, financial and legal counseling, and so on. Many executive compensation packages even include the kitchen sink literally. A quick review of public filings reveals numerous executives with company-provided or subsidized housing, including America Online, Loews, Mattel, and many more. All components of co mpensation are negotiable, including a number of items many of us may never think of considering as part of our pay packages. Remember, not everyone gets everything, and many of these benefits may not be important to you. Focus on those that are important to you and relevant to your job. Find Your Best BuyersResearch into market comparablesdata on what comparable employers are paying for comparable people doing comparable jobsis only part of the job of valuing your talent. Your worth is a matter of what the market will pay. That means its a both what you bring to the table, and what an employer is willing to pay for your particular combination of skills and experiences. Before you negotiate a specific compensation package, you need to look for the buyer the employer who will put the most value on your work. Its a challenge made more difficult at the executive level, because there is usually only one VP of marketing, VP of research and development, VP of finance, etc. Although al l are VPs, their pay may be significantly different, depending on the needs of the organization and the strengths and weaknesses of the individual in the role.At the executive level, pay is very much dependent on both the specific person and the specific jobs. Comparing two executives pay almost always requires making adjustments to get something like an apples-to-apples comparison. Although the relative uniqueness of executive jobs makes it difficult to find a clear direct comparison, it also opens the door for identifying major skills you bring to the job above and beyond the standard roles. These extras could enable you to command a pay premium. Some common leverageable strengths include extensive industry contacts, strong fundraising or partnership-forming skills, or experience with a unique type of opportunity that closely resembles the prospective employers business, even if it is in a different industry. For example, Jim Barksdale became President and CEO of Netscape Commun ications in 1995 after having set up the widely successful hub-and-spoke logistics and technology infrastructure that forms the backbone of FedEx, and then serving as CEO of McCaw Cellular Communications (now ATT Wireless Services). Remember your unique skills when developing your negotiation strategy. Whether youre looking for a new job or just a new pay package at your existing job, these strengths will help you get what you deserve.Protect Your Back Make sure youve taken care of your golden parachute ideally, when you first start your job. A golden parachute should protect you from layoffs related to financial hardship as well as layoffs related to mergers and other restructuring events. Especially if you are asked to help shape the post-merger or post-restructuring company, you should insure yourself against the consequences of having to eliminate your own job.Related Salary.com Content 5 Ways to Hire Good Employees and Weed Out Unqualified Applicants When Employers Want Salary Requirements Up Front, Make Them a Deal Why Do CEOs Make the Big Bucks? From our trusted Partners From our trusted Partners Home Articles Negotiation Executive Compensation Executive Negotiation Checklist