VOLUME 1, ISSUE 8
FEBRUARY 5, 2002
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© 2005 Kennedy Information, Inc., a BNA Company.

Courtesy of ExecutiveAgent.com

TOP TIPS: Your Employment Agreement (cont'd)

Carefully consider the length of commitment. The "term of employment" clause balances security with flexibility. If security is important to you, negotiate for the longest term of employment possible, ranging from 2 to 5 years. Carefully consider your career goals, and whether a short- or long-term agreement is right for you, because once you sign it, you are committed.

Seek legal advice before signing your agreement. You're making a long-term investment. Be sure you fully understand all the parameters of the agreement.

Collaborate to achieve a mutually satisfactory outcome. Remember, this is a collaborative negotiation, not an adversarial one; you will ultimately have to work for the company, and it's important for both parties to be satisfied. Be creative and agile in thinking of multiple ways to arrive at a mutually beneficial solution. Otherwise, frustrations from the initial negotiation can pose problems in the future.

NEGOTIATE FOR SEVERANCE BEFORE IT HAPPENS (cont'd)
  • Identify your interests. If you are terminated, how long will it realistically take to secure another job in your area of expertise? What financial, office, or career placement support will you need for your job search? Do you have an alternate source of income (from investments or savings) and health insurance?

  • Identify the company's interests. Has the company clearly defined its expectations of you? Do you have a clear understanding of the role you will be performing, and how any material changes to that role will be handled?

  • Be prepared for negotiations. Do you have a plan for discussing severance? It is useful to prepare key bullets about the company's situation ("Your company has gone through downsizing three times, this is a high-risk situation"), industry trends ("This is typically what's going on in the industry right now"), and your desire to include severance in your discussion of the offer ("I would hope that we could put this into any negotiations that we do").
Adapted from Win-Win Career Negotiations by Peter Goodman (Gut Instinct Press, 2001).

PRODUCT REVIEW: Personalized Reference Checking (cont'd)

The Executive Reference Service provides the following information, subject to corporate policy:

  • Verification of employment dates
  • Verification of position title held
  • Eligibility status for rehire
  • Reason for separation
  • Recommendation for another position / role
A discussion of your strengths and weaknesses, and a 15-point numerically-based Performance Evaluation. Research topics include:

  • Leadership
  • Oral Communication
  • Written Communication
  • Long-Term Planning
  • Short-Term Planning
  • Managerial Skills
  • Decision Making
  • Productivity
  • Employee Relations
  • Budget Administration
  • Technical Skills
  • Integrity
  • Crisis Management
  • Interpersonal Relations
  • Overall Performance
In addition, the Executive Level Reference Interview includes:

  • A discussion of the executive's ability to attract and mentor top talent.
  • Confirmation of the executive's last level of compensation / salary.
Why leave your professional future to chance? If you are not 100% convinced that your references and past employers will relay positive comments about you to prospective employers, then check them out. A professional employment verification and reference check can either put your mind at ease, or supply you with the critical information and evidence that has been blocking your job searching efforts.

The Executive Level Reference Interview is $99. To get started, call (877) 262-2470.

 

 
 
Career Tips and Tactics is provided courtesy of ExecutiveAgent.com. Written in a brief, executive-style format, each issue contains executive-only career strategies and tactics.

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