Employer Spotlight

Recruit Gen Y Stars

You need new tools to attract the new breed of talent - Experience will help you build your team with Gen Y stars.


Ease of Use

Our management dashboard helps you easily post jobs, pinpoint targeted candidates and manage your talent pipeline.


All Needles, No Hay

Don't wait for the best candidates to come to your door - with Experience, you can proactively target top talent.


Build Your Experience

Experience is your most important asset - we're here to help you find that next opportunity.


Tell Your Story

You're so much more than just your resume. Showcase your Experience.


Connections Matter

Introductions are made easy when you have Experience -- connect with alumni, mentors and industry insiders.


Use eRecruiting by Experience on campus?
Find your school here.

Home  > Article

Should I disclose that I saw the pay range for the job?

If you know the pay range for the job, but the employer would rather you not know, it's best to keep the information to yourself. But you can still use it as an aid to negotiation.

Q. Do I have a right to view the compensation band for my title?

I've just been promoted to MIS manager and I know my new base salary is $22,300 less than the minimum starting salary for my title. Online market surveys support this claim. I can't admit that I have seen the comp band for my title because it would aversely affect the person who showed me.

My boss refuses to discuss my salary, except to say I don't have enough experience and he doesn't expect as much from me as others with my title. What are your thoughts?

A. I'm not an attorney, but I don't know of any law that requires a company to show its pay structure to employees. Nevertheless, companies often have business incentives to disclose their pay structures and pay grades to employees.

It is not unusual for companies to pay an employee below the range from the pay structure if the company believes the person in the job faces a steep learning curve. Or the company may place an employee under a performance plan to move him or her further along in the pay range.

You're right, it is probably a good tactic to keep the knowledge about your pay range to yourself if your company isn't in the habit of disclosing this information. So, how do you get your company to consider increasing your salary? Here's how I'd handle it if I were in your position.

First, tell your supervisor you appreciate the confidence he or she has in you in promoting you to the MIS manager role. Second, since the manager has said you lack the experience to pay you what the previous person in this job was making, ask how the company would help you gain the necessary experience to move further along in the range. In other words, make it the company's responsibility to set up a performance plan that will help you move closer to the midpoint or a competitive market salary.

Good luck.

- Erisa Ojimba, Certified Compensation Professional

Copyright 2000-2004 ©, Inc.

More Related Articles

Six Steps To An Easy Job Search
The Job scenario has never been better than in the recent past. Especially after the lull that followed leaner years, this year is turning out to be really a wish come true for job seekers. With the manufacturing and software engineering industries doing so well, these growth vehicles are back in the news for all the right reasons. But wait a minute - does this mean that it is a cakewalk for every Tom, Dick and Harry to walk out with a job offer? Not quite! This time around, recruiters and employers are taking no chances after having been bitten by a spate of economic slumps and mass layoffs.

What executive level suits my qualifications?
Startups often let employees take on broad, diverse responsibilities. But how does startup work experience translate to a larger organization?

Highest-Paying Jobs in the US
Do what you love and the money will follow is great in theory, but the truth of the matter is, certain jobs and fields simply pay more.

Google Web Search
Didn't see what you were looking for?
powered by Google
Copyright ©2017 Experience, Inc Privacy Policy Terms of Service