MOAA’s career transition consultants always recommend doing your research before starting your salary negotiation. And that homework may be getting a little easier.
A fifth of all U.S. workers are covered by some type of pay transparency law as of Jan. 1, 2023, according to a recent Harvard Business Review article, with other sources pushing that figure even higher. A CNBC-compiled list of states and cities with pay transparency laws in place includes California, Maryland, and New York City, among other jurisdictions.
Some laws require employers to include salary ranges in job listings. Others require them to disclose a salary range after making a job offer, though some only make it mandatory if the applicant asks for a range.
[FEB. 28 MOAA SEMINAR: Maximize Your Overall Compensation Package]
Analysts believe the trend toward pay transparency will continue. Even if you are already in your position, expect more conversations and greater clarity on roles and responsibilities, expectations, how your role contributes to the company's success, and ultimately how efforts are rewarded through direct compensation and other non-monetary benefits, such as flexible working arrangements.
As companies and organizations compete with one another to attract and retain talent, having ongoing open and honest conversations about determining compensation will benefit both the employee and employer. Remember, the salary negotiation process should never be an adversarial one: The employer wants you to be happy, but it is up to you to effectively articulate the things that will give you the greatest job and personal satisfaction.
Want more on the latest salary and benefits trends? Register to attend MOAA’s virtual classroom on How to Maximize Your Overall Compensation on Feb. 28 at 1 p.m. Eastern. Discounts for the event are available to MOAA Premium and Life members.
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