How to Tactfully Ask Coworkers' Salary + Renegotiation
September 5, 2023 8:57 PM Subscribe
I teach at a private school, and discovered that two coworkers make more than I do, with less experience. How do I tactfully ask others what they make? I already signed a contract in July for the academic year (through next July). Teachers are expected to work summers, but I don't. I'm taking home far less than my coworkers, and need to renegotiate my contract.
I teach at a private school for students with special needs in the Bay Area, California. I teach high-school math, and am bilingual in Spanish. This is my 7th year as a teacher, and I have a Bachelor's in math (+30 credits), plus a teaching credential in math. I don't have a SpEd credential, which is required at my site, but my principal and executive director decided to take a chance on me last year when they originally hired me, because they were desperate for a math teacher. They're happy they chose me and with how I teach, however I'm realizing that I'm very likely being underpaid.
In addition, they hired a new math teacher for the middle-school students, and he's a 1st-year teacher. Because he decided to work the summer program, they gave him my classroom in my absence, and told him to keep it for the regular school year that started in August. So now he has my old classroom.
Our campus is very small, and we share space in an adjoining church with the people who own it. So, my principal and executive director decided to make my classroom be the social hall in the church. This is a public space where people are consistently walking through from outside, in addition to therapists and other students from my worksite. My "classroom" is the only pass-through for people to go within the church. At the end of each week, I have to put everything on my "desk" (a long folding table) away into a storage cabinet, because the church has services on weekends. I take everything out again at the beginning of each week. In addition, on some days each month, there's a community feeding in the church for the public. So in about two weeks, my last period won't be allowed in that space for the day, which means I won't be able to teach them. We'll have nowhere to go, and this will happen every month.
In July, I signed a contract for the academic year, through next July. Teachers at my site are expected to teach during the summer in a separate program, but this isn't a requirement. When I taught in public schools, I didn't teach during summers and was compensated for the entire year, and I needed these months to recharge in preparation for the subsequent year. I'm doing the same at this site, and have chosen not to work summers. It's frowned upon, but that's not my issue and I have boundaries in place after working on this.
Prior to signing the contract, my salary was listed as a little over $70,000. But, because I'm not working the summer, the actual signed contract listed my salary now closer to $64,000. Students at my site are transported via private drivers from districts all around the Bay Area, but I just looked up the salary schedule for 2022-2023 in the public district in the city where my site is located, and it's listed around $69,000 for 7th-year teachers with a BA+30 credits. This is what teachers take home for the entire year, likely on an 11-month pay schedule. I'll take home ~$64,000 due to not working the summer.
A coworker and I were talking the other day, and I asked her how much she makes (we're very comfortable discussing this with one another). She has a Master's degree, and this is her 2nd year teaching middle school. She told me she takes home close to $85,000. She was mindblown when I told her what I'm making, and immediately suggested that I speak with my principal, as I should be making way more as a high-school teacher alone.
I asked another coworker (not a credentialed teacher) the same day how much she makes, and she said when she worked as a substitute during the summer, she made just under $35/hour. During the regular year, she's making just under $30/hour. When I broke down my salary this year into hourly units, I'm making about $34/hour. To say this is "simply not right" is an understatement. I have a few questions:
(1) I don't think I even need to ask other coworkers what they make, but I am curious if there's such a stark difference between them as there is between myself and the two that I spoke with. How do you tactfully ask other coworkers how much they make?
(2) How do I request to renegotiate my contract? I can't afford rent, food, gasoline, bills, student loan debt, and other necessities each month with my current salary, and I don't spend money frivolously. My account has been overdrawn multiple times per month because everything is so expensive, and still increasing. But my salary is not. I applied today for a side job so that I can stop dipping into my savings. I want to go to grad school next fall for my Master's in math, so that I have more options and can earn a higher salary immediately. However, I should still be able to afford to live on my teacher salary without having to get a second job. How do I say all of this in a tactful way to my principal?
(3) If I found another worksite (public or private) that offered more right now, how could I tactfully leave my current position without burning bridges? I want to commit to the year, but I am my biggest priority.
(4) How do you practice negotiation outside of "real" circumstances, so that you have it scripted when the actual time comes? I'm realizing this is a pattern for me, wherein I accept a salary even though I know I should be making more, because I'm relieved and "just so happy" to have found something. I was never motivated by money, and I know this is part of why I've allowed such abysmal treatment and earnings. I need to turn this around now.
I teach at a private school for students with special needs in the Bay Area, California. I teach high-school math, and am bilingual in Spanish. This is my 7th year as a teacher, and I have a Bachelor's in math (+30 credits), plus a teaching credential in math. I don't have a SpEd credential, which is required at my site, but my principal and executive director decided to take a chance on me last year when they originally hired me, because they were desperate for a math teacher. They're happy they chose me and with how I teach, however I'm realizing that I'm very likely being underpaid.
In addition, they hired a new math teacher for the middle-school students, and he's a 1st-year teacher. Because he decided to work the summer program, they gave him my classroom in my absence, and told him to keep it for the regular school year that started in August. So now he has my old classroom.
Our campus is very small, and we share space in an adjoining church with the people who own it. So, my principal and executive director decided to make my classroom be the social hall in the church. This is a public space where people are consistently walking through from outside, in addition to therapists and other students from my worksite. My "classroom" is the only pass-through for people to go within the church. At the end of each week, I have to put everything on my "desk" (a long folding table) away into a storage cabinet, because the church has services on weekends. I take everything out again at the beginning of each week. In addition, on some days each month, there's a community feeding in the church for the public. So in about two weeks, my last period won't be allowed in that space for the day, which means I won't be able to teach them. We'll have nowhere to go, and this will happen every month.
In July, I signed a contract for the academic year, through next July. Teachers at my site are expected to teach during the summer in a separate program, but this isn't a requirement. When I taught in public schools, I didn't teach during summers and was compensated for the entire year, and I needed these months to recharge in preparation for the subsequent year. I'm doing the same at this site, and have chosen not to work summers. It's frowned upon, but that's not my issue and I have boundaries in place after working on this.
Prior to signing the contract, my salary was listed as a little over $70,000. But, because I'm not working the summer, the actual signed contract listed my salary now closer to $64,000. Students at my site are transported via private drivers from districts all around the Bay Area, but I just looked up the salary schedule for 2022-2023 in the public district in the city where my site is located, and it's listed around $69,000 for 7th-year teachers with a BA+30 credits. This is what teachers take home for the entire year, likely on an 11-month pay schedule. I'll take home ~$64,000 due to not working the summer.
A coworker and I were talking the other day, and I asked her how much she makes (we're very comfortable discussing this with one another). She has a Master's degree, and this is her 2nd year teaching middle school. She told me she takes home close to $85,000. She was mindblown when I told her what I'm making, and immediately suggested that I speak with my principal, as I should be making way more as a high-school teacher alone.
I asked another coworker (not a credentialed teacher) the same day how much she makes, and she said when she worked as a substitute during the summer, she made just under $35/hour. During the regular year, she's making just under $30/hour. When I broke down my salary this year into hourly units, I'm making about $34/hour. To say this is "simply not right" is an understatement. I have a few questions:
(1) I don't think I even need to ask other coworkers what they make, but I am curious if there's such a stark difference between them as there is between myself and the two that I spoke with. How do you tactfully ask other coworkers how much they make?
(2) How do I request to renegotiate my contract? I can't afford rent, food, gasoline, bills, student loan debt, and other necessities each month with my current salary, and I don't spend money frivolously. My account has been overdrawn multiple times per month because everything is so expensive, and still increasing. But my salary is not. I applied today for a side job so that I can stop dipping into my savings. I want to go to grad school next fall for my Master's in math, so that I have more options and can earn a higher salary immediately. However, I should still be able to afford to live on my teacher salary without having to get a second job. How do I say all of this in a tactful way to my principal?
(3) If I found another worksite (public or private) that offered more right now, how could I tactfully leave my current position without burning bridges? I want to commit to the year, but I am my biggest priority.
(4) How do you practice negotiation outside of "real" circumstances, so that you have it scripted when the actual time comes? I'm realizing this is a pattern for me, wherein I accept a salary even though I know I should be making more, because I'm relieved and "just so happy" to have found something. I was never motivated by money, and I know this is part of why I've allowed such abysmal treatment and earnings. I need to turn this around now.
3) "I don't have a SpEd credential, which is required at my site" and "on some days each month, there's a community feeding in the church [...] my last period won't be allowed in that space for the day, which means I won't be able to teach them. We'll have nowhere to go" = thoroughly read the contract you signed to understand any ramifications from breaking it, but don't worry overmuch about "burning bridges." If your resumé shows only a year at this school, it's to your advantage.
posted by Iris Gambol at 12:14 AM on September 6, 2023 [4 favorites]
posted by Iris Gambol at 12:14 AM on September 6, 2023 [4 favorites]
Some of this shortfall is due to you not working over the summer. Some of it might be explained by you not having quite the same qualifications as your colleagues.
Another option to consider: is there anything else you could ask for which might make up some of the difference to you? Eg. Funding/support to complete additional qualifications. This could then be used to negotiate for more money at this school or another one.
posted by kinddieserzeit at 12:43 AM on September 6, 2023 [7 favorites]
Another option to consider: is there anything else you could ask for which might make up some of the difference to you? Eg. Funding/support to complete additional qualifications. This could then be used to negotiate for more money at this school or another one.
posted by kinddieserzeit at 12:43 AM on September 6, 2023 [7 favorites]
You can also search Salary.com, Indeed.com, and Glassdoor.com for the name of your school and salaries to get an idea of the range of salaries if enough teachers there have provided information. It is really hard to live in the Bay Area as a normal wage earner. That is one of the reasons I had to relocate. Good luck!
posted by Bella Donna at 2:50 AM on September 6, 2023 [1 favorite]
posted by Bella Donna at 2:50 AM on September 6, 2023 [1 favorite]
My coworker said to me "I don't know how you feel about talking about pay..." in a tactful tone, as part of a larger conversation. (I replied "I love it" and told him how much I make.)
posted by The corpse in the library at 8:05 AM on September 6, 2023 [6 favorites]
posted by The corpse in the library at 8:05 AM on September 6, 2023 [6 favorites]
If you have any interest in addressing this through working together with coworkers - to fight for fair compensation for everyone using your collective power - feel free to DM me about workplace organizing strategies. Or try having a call with EWOC.
posted by latkes at 9:13 AM on September 6, 2023 [3 favorites]
posted by latkes at 9:13 AM on September 6, 2023 [3 favorites]
It sounds from all the classroom-moving and summer program details you provide, like you're the lowest priority for this school. I wonder if they're not punishing you in a passive-aggressive fashion. I wouldn't count on their being receptive to a request for a salary increase.
That said, I agree that it sounds as if you should be being paid at least what your colleague is being paid. You're also in a terrific bargaining position, considering the shortage of teachers.
If I were you, I'd go to them and just say that you're willing to accept the temporary classroom situation and inconvenience of having to find a place to teach once every fortnight, as long as your salary is equalized with your colleague's.
You should also be prepared to leave. Finding another position in this environment should be pretty easy for you, though. Especially right now, when schools are absolutely scrambling to fill positions that have been vacated at the start of the school year.
posted by yellowcandy at 10:29 AM on September 6, 2023 [2 favorites]
That said, I agree that it sounds as if you should be being paid at least what your colleague is being paid. You're also in a terrific bargaining position, considering the shortage of teachers.
If I were you, I'd go to them and just say that you're willing to accept the temporary classroom situation and inconvenience of having to find a place to teach once every fortnight, as long as your salary is equalized with your colleague's.
You should also be prepared to leave. Finding another position in this environment should be pretty easy for you, though. Especially right now, when schools are absolutely scrambling to fill positions that have been vacated at the start of the school year.
posted by yellowcandy at 10:29 AM on September 6, 2023 [2 favorites]
In California, the Equal Pay Act was strengthened in 2016 ("Requiring equal pay for employees who perform 'substantially similar work,' when viewed as a composite of skill, effort, and responsibility;" added protections for workers), and the pay transparency law (Senate Bill 1162; upon employee's request, employers are "to provide to an employee the pay scale for the position in which the employee is currently employed") took effect Jan. 1, if that helps with data-gathering.
posted by Iris Gambol at 10:57 AM on September 6, 2023 [3 favorites]
posted by Iris Gambol at 10:57 AM on September 6, 2023 [3 favorites]
Are there teaching positions available right now in your area that you're qualified for and that pay more than what you make now? If so, then you should be applying for them because your chances of getting one of them are probably greater than your chances of getting your school to raise your pay in the middle of the contract year. If not, your chances of negotiating better pay are slim because your employer is undoubtedly aware that you don't have a lot of other options.
They're not going to increase your pay just because you tell them you aren't making enough to cover expenses or you're aware that other people are making a lot more than you. They're only going to want to do it if they think otherwise you're going to leave and it will be hard for them to find a replacement. And the best way (maybe the only way) to convince them that's the case is to come to them with an offer in hand from another school.
I'm not sure you even have a good case that you're being unfairly underpaid compared to other employees. You don't have a credential that your school normally requires. Your middle school coworker has a master's degree and probably also has that credential and is willing to work during the summer. Your unwillingness to teach in the summer program makes you less useful as an employee.
But it would definitely be helpful to get more information about what other people are being paid, and it will help everyone else too. I'd just tell people you recently learned that there are some pretty big pay discrepancies that don't make sense to you and you think you would all be better off if people shared salary information so anyone who's being underpaid has a better chance of finding that out. Ask the other person, "Would you be comfortable with that?" and respect it if they say no.
If you do find a better paying job, don't feel bad about leaving mid-year and don't worry that it will make you look bad. All you have to do is tell them that you love your job but you just aren't making enough to cover expenses and your top priority has to be getting enough money to live on. Everyone will completely understand because pretty much everyone else has the same priority.
posted by Redstart at 11:22 AM on September 6, 2023 [3 favorites]
They're not going to increase your pay just because you tell them you aren't making enough to cover expenses or you're aware that other people are making a lot more than you. They're only going to want to do it if they think otherwise you're going to leave and it will be hard for them to find a replacement. And the best way (maybe the only way) to convince them that's the case is to come to them with an offer in hand from another school.
I'm not sure you even have a good case that you're being unfairly underpaid compared to other employees. You don't have a credential that your school normally requires. Your middle school coworker has a master's degree and probably also has that credential and is willing to work during the summer. Your unwillingness to teach in the summer program makes you less useful as an employee.
But it would definitely be helpful to get more information about what other people are being paid, and it will help everyone else too. I'd just tell people you recently learned that there are some pretty big pay discrepancies that don't make sense to you and you think you would all be better off if people shared salary information so anyone who's being underpaid has a better chance of finding that out. Ask the other person, "Would you be comfortable with that?" and respect it if they say no.
If you do find a better paying job, don't feel bad about leaving mid-year and don't worry that it will make you look bad. All you have to do is tell them that you love your job but you just aren't making enough to cover expenses and your top priority has to be getting enough money to live on. Everyone will completely understand because pretty much everyone else has the same priority.
posted by Redstart at 11:22 AM on September 6, 2023 [3 favorites]
Response by poster: Thank you so much for your responses, everyone. I'll add a few more details here that may be helpful:
(1) I take a class (not math- or SpEd-related) twice per week in the middle of the day, and when hiring me initially last year, my executive director approved me leaving early so that I could attend the class. They're approving it again this year as I'm still enrolled, and told them I'm committed to it. I also had mental health appointments another day of the week around the same time, so they agreed to let me leave on those days, as well. They've still considered me as a full-time employee both years even though I leave early some days (although I work remotely whenever possible in these instances). This could be viewed as a trade-off for the compensation, but I'm not sure if it's "enough" of a trade-off to still be considered fair with the pay I'm receiving.
(2) I don't have a prep period, and I have 3 preps. But point (1) above could balance this out and be considered a fair tradeoff, not sure. Either way, it's a lot of work, but I've made it very clear that I don't work outside of working hours.
(3) Yes, there is a massive teacher shortage in the Bay Area, especially for math teachers. My executive director was willing to waive the fact that I don't have the specific SpEd credential required to work at my site, because they were so desperate for a math teacher when hiring me. So I do have leverage there in terms of being able to go elsewhere if needed, and if it was a public school, all of those salaries (according to Glassdoor and Payscale) are higher than what I'm currently making.
(4) There's an annual math conference in December that I attend, and this is the second year that my executive director has agreed to reimburse my expenses for this provided that I create a presentation to share with my coworkers afterwards. The only issue is that I can't even afford to register right now (and then apply for reimbursement) because I don't have enough in my bank account.
(5) They've mentioned a program for a SpEd credential, and seemed excited because I'd likely be able to complete it very quickly due to already having a teaching credential. They said they're willing to contribute $1,000 towards tuition. But every time I've followed up about it, they've said they'd get back to me once they know more. This has been going on for about one year, and nothing has come of it. They also told me they'd order textbooks for the curriculum I requested (which I have to design myself at this site), and they haven't done so.
posted by Jangatroo at 11:43 AM on September 6, 2023
(1) I take a class (not math- or SpEd-related) twice per week in the middle of the day, and when hiring me initially last year, my executive director approved me leaving early so that I could attend the class. They're approving it again this year as I'm still enrolled, and told them I'm committed to it. I also had mental health appointments another day of the week around the same time, so they agreed to let me leave on those days, as well. They've still considered me as a full-time employee both years even though I leave early some days (although I work remotely whenever possible in these instances). This could be viewed as a trade-off for the compensation, but I'm not sure if it's "enough" of a trade-off to still be considered fair with the pay I'm receiving.
(2) I don't have a prep period, and I have 3 preps. But point (1) above could balance this out and be considered a fair tradeoff, not sure. Either way, it's a lot of work, but I've made it very clear that I don't work outside of working hours.
(3) Yes, there is a massive teacher shortage in the Bay Area, especially for math teachers. My executive director was willing to waive the fact that I don't have the specific SpEd credential required to work at my site, because they were so desperate for a math teacher when hiring me. So I do have leverage there in terms of being able to go elsewhere if needed, and if it was a public school, all of those salaries (according to Glassdoor and Payscale) are higher than what I'm currently making.
(4) There's an annual math conference in December that I attend, and this is the second year that my executive director has agreed to reimburse my expenses for this provided that I create a presentation to share with my coworkers afterwards. The only issue is that I can't even afford to register right now (and then apply for reimbursement) because I don't have enough in my bank account.
(5) They've mentioned a program for a SpEd credential, and seemed excited because I'd likely be able to complete it very quickly due to already having a teaching credential. They said they're willing to contribute $1,000 towards tuition. But every time I've followed up about it, they've said they'd get back to me once they know more. This has been going on for about one year, and nothing has come of it. They also told me they'd order textbooks for the curriculum I requested (which I have to design myself at this site), and they haven't done so.
posted by Jangatroo at 11:43 AM on September 6, 2023
i mean, part of the thing is that you do not have a masters or a special ed cert, so that might explain the pay gap.
posted by PinkMoose at 12:31 PM on September 6, 2023 [3 favorites]
posted by PinkMoose at 12:31 PM on September 6, 2023 [3 favorites]
It is my understanding that it is not uncommon for private school teachers to earn less than their public school counterparts since (in theory anyways) there is a lower workload in the private schools. I do concur with others that you are likely trading financial compensation with flexibility.
I'm not sure you can avoid burning bridges leaving partway through a school year if it isn't for a personal/ family/ medical emergency. I have heard second hand about a teacher being asked if eligible for rehire at the former school, and that could potentially get tricky with a burnt bridge. Any chance you have an friend or family member in a lower cost of living area who is in sudden need of a local assistant due to a health situation?
That being said, it doesn't sound like your current school is meeting your long term needs. Give the folks at Carney Sandoe a call once you are ready to switch schools.
posted by oceano at 5:39 AM on September 8, 2023 [1 favorite]
I'm not sure you can avoid burning bridges leaving partway through a school year if it isn't for a personal/ family/ medical emergency. I have heard second hand about a teacher being asked if eligible for rehire at the former school, and that could potentially get tricky with a burnt bridge. Any chance you have an friend or family member in a lower cost of living area who is in sudden need of a local assistant due to a health situation?
That being said, it doesn't sound like your current school is meeting your long term needs. Give the folks at Carney Sandoe a call once you are ready to switch schools.
posted by oceano at 5:39 AM on September 8, 2023 [1 favorite]
not uncommon for private school teachers to earn less than their public school counterparts since (in theory anyways) there is a lower workload in the private schools.
In California, it's not (just) a workload difference, it can be significant credentialing and experience differences as well. The CA Dept. of Education is limited in its authority to regulate and monitor most "non-public" schools, but specific nonsectarian* "private" schools for students with disabilities must meet federal and state standards to receive CDE certification and public funding.
It's unclear if the OP's school, which shares common space with a church, is:
(a) a sectarian private school, given the makeshift classroom, planned reduction of students' instruction hours, non-credentialed colleague, unequal and confusing salaries, and ongoing delay w/r/t the SpEd credentialing program
or
(b) a non-sectarian, non-public school renting space on a church's campus.
If (a), teaching is a noble profession... and many (unregulated/uncertified) private schools pay less, and have less prestige overall, because of real or perceived educational shortfalls and budget issues.
If (b), the school administration's waiving of the original special-education credential requirement for her position would seem to jeopardize school certification & gov't funding overall (as would OP's other details, listed in (a)). If (b), there's no strong impetus to develop OP as an employee; the SpEd credential would make her even more desirable to other schools.
(If this is a hybrid situation via an odd loophole, it's few plusses, mostly minuses for employees.)
*"Nonsectarian" means a nonpublic school or agency that is not owned, operated, controlled by, or formally affiliated with a religious group or sect, whatever might be the actual character of the education program or the primary purpose of the facility.
--
Jangatroo, you're so right about work/life balance, and it's great this employer was meeting your scheduling needs at that moment. But being undercompensated to the point you're now moonlighting undercuts it. If you can increase your salary and firm up education benefits (a 1K contribution seems too low, btw) with your current employer (or a different private school), while maintaining that balance at this life stage, it would better position you for a public-school teaching position (or other, better-paid, careers) later on.
Public-school teaching salaries are higher because of workload, education, credentialing, and experience requirements, and the union benefits (incl. retirement; years in the system matter) usually outstrip what nonpublic schools can offer.
Going through your contract should help with definitions, negotiation tactics, and making plans. Do not mention your personal financial difficulties when negotiating; focus on being underpaid for the specific skills you bring to this in-demand position. The colleges you've attended have alumni resources that may help with plotting your career, too.
posted by Iris Gambol at 3:15 PM on September 8, 2023
In California, it's not (just) a workload difference, it can be significant credentialing and experience differences as well. The CA Dept. of Education is limited in its authority to regulate and monitor most "non-public" schools, but specific nonsectarian* "private" schools for students with disabilities must meet federal and state standards to receive CDE certification and public funding.
It's unclear if the OP's school, which shares common space with a church, is:
(a) a sectarian private school, given the makeshift classroom, planned reduction of students' instruction hours, non-credentialed colleague, unequal and confusing salaries, and ongoing delay w/r/t the SpEd credentialing program
or
(b) a non-sectarian, non-public school renting space on a church's campus.
If (a), teaching is a noble profession... and many (unregulated/uncertified) private schools pay less, and have less prestige overall, because of real or perceived educational shortfalls and budget issues.
If (b), the school administration's waiving of the original special-education credential requirement for her position would seem to jeopardize school certification & gov't funding overall (as would OP's other details, listed in (a)). If (b), there's no strong impetus to develop OP as an employee; the SpEd credential would make her even more desirable to other schools.
(If this is a hybrid situation via an odd loophole, it's few plusses, mostly minuses for employees.)
*"Nonsectarian" means a nonpublic school or agency that is not owned, operated, controlled by, or formally affiliated with a religious group or sect, whatever might be the actual character of the education program or the primary purpose of the facility.
--
Jangatroo, you're so right about work/life balance, and it's great this employer was meeting your scheduling needs at that moment. But being undercompensated to the point you're now moonlighting undercuts it. If you can increase your salary and firm up education benefits (a 1K contribution seems too low, btw) with your current employer (or a different private school), while maintaining that balance at this life stage, it would better position you for a public-school teaching position (or other, better-paid, careers) later on.
Public-school teaching salaries are higher because of workload, education, credentialing, and experience requirements, and the union benefits (incl. retirement; years in the system matter) usually outstrip what nonpublic schools can offer.
Going through your contract should help with definitions, negotiation tactics, and making plans. Do not mention your personal financial difficulties when negotiating; focus on being underpaid for the specific skills you bring to this in-demand position. The colleges you've attended have alumni resources that may help with plotting your career, too.
posted by Iris Gambol at 3:15 PM on September 8, 2023
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2) There are lots of guides on this! Askamanager is going to be the first place. I've also found youtube videos that talk about this quite helpful, esp. when by women. It doesn't need to be tactful so much as polite and assertive which are skills I bet you have for dealing with other teachers and parents already.
You should know a) the range for your position in a private school in your area, b) what additional value you bring to your school specifically (you chair this committee, you got this award and publicity, you've covered this person on leave etc), c) your career future with the company so they feel like they're investing in someone long-term (Do NOT feel guilt about saying a plan that you don't intend to follow through - the school would lay you off if it made financial sense, and if they did pay you well enough, what would you commit to with them - developing a new curriculum, working towards becoming senior XYZ etc), and d) what you would settle for in a pay package (think leave, healthcare, flexible time etc, not just pay) as your range - but do NOT tell them the range, start high.
3) Hell no. Give appropriate notice, do a fantastic handover job with your replacement and leave. That is part of doing business.
4) Honestly watching videos of people doing it helped me. And reading up on financial literacy and feminist history where I got really annoyed at how women were pushed into accepting lower pay and felt somehow morally obliged to ask for more. YMMV.
posted by dorothyisunderwood at 9:39 PM on September 5, 2023 [2 favorites]