Come to the negotiation table armed with information about what you need to make a career move. Prepare a personal salary range.

Here is what you need to know:

• Minimum Salary: Determine the minimum amount of money that you would accept to change jobs for this particular opportunity. Do not disclose this number, but keep it in the back of your mind.

• Market Price Range: Find out what a person with your skills is worth in the market place. The following list highlights good sources for this information:

  Professional journals

  Magazines, newspapers, etc.

  Executive Search Professionals (Headhunters)

  Peers and colleagues

  State Labor Office

  Other job offers

• Dream Salary Figure: Determine a figure that would totally knock your socks off. This should be the number that you begin negotiating down from. Remember its easier to lower your original figure than to raise it.

Your minimum salary requirement and your market value determines the low end of your salary range. Your dream salary determines the top end of your salary range. Be sure that your range is realistic based on the market price of the skills that you bring to the table.

Consider other forms of compensation that may play a role in the total package. Determine what each is worth to you.

Facets of total compensation to consider when negotiating:

• Base salary
• Cash bonus plan
• Minimum guarantee year end bonus
• Sign on bonus
• Profit sharing
• Retirement/pension programs
• A car/car allowance or other forms of travel compensation
• Telecommuting options
• Flexible hours
• Vacation
• Benefits (medical/dental)
• Dependent care options
• The timing of salary reviews and performance reviews/promotion cycles
• Stock-option plans
• Stock purchase plans

For "Wall Street" companies, year-end bonuses are a common part of total compensation. Ask about past bonus levels and get estimates on future performance. As a general rule, bonuses are not guaranteed, so make sure you understand the conditions for receiving them. Determine if bonuses are based on personal, departmental or company wide performance. If you are receiving a sign-on bonus or a minimum guarantee on next year's bonus, be sure you understand the conditions under which it is being extended. Is there a guarantee? Time limit?

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