On 1/3/07, Patrick Cunningham <[log in to unmask]> wrote:

> But when you look at a job, you may also want to consider some of the
> other parts of total compensation. Base pay and bonus are elements of
> that. In addition, you can look at things like percentage of insurance
> premiums paid, stock grants and options (again, not ever part of base
> unless you are contractually obligated to get them), parking, paid time
> off, meals, flex time, working from home, etc. You may find that total
> compensation adds up to quite a bit, and does become a point for
> comparison to other offers, but you do need to consider how much you
> want to put at risk.


Definitely all things one needs to get information on. the problem is
getting companies to lay out that information before an offer is made
and in some cases after an offer is made.

but definitely all of these come into play. Most importantly one needs
to find out what it costs for medical, dental, vision and other
benefits ie what portion does an employee pay. If you can get that
number then you can do an honest comparison with your current
position.

>
> This is what I get for working for an HR consulting firm -- and letting
> some of the stuff rub off on me.

but thats what so nice about this list, having folks who know more
than just records management


-- 
Peter Kurilecz CRM CA
Richmond, Va

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