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I’m not sure how this will impact this bowl, but it is worth pointing out the need to assess whether there should be concern for those in this bowl. While we all understand ADHD is something attorneys are completely capable of managing with legal positions, not everyone in the field agrees with that. https://joinfishbowl.com/post_va66ztgmkw
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It definitely can be! I currently work for an amazing organization that believes in investing in learning and development for our employees and our consumers.
My first position I had in learning and development was for the state of TX Human Health Services Commission in their department of aging and disability services. I grossed $22,500 yearly. After 6 years, I had barely hit $25k.
I moved on.
Funding the right organization is key when it comes to being paid fairly for L & D. With my current organization, I negotiated for a standard rate and requested (5 personal days, 5 sick days, and 15 vacation days) I also negotiated how the pay structure moving forward would work. I also did my research for my industry, company size, and region of the country.
If the organization wants to cheap out on L & D and training, then I would avoid them at all costs. Your skill set is too valuable.
If you are making less than $65,000 a year, then yes. That is horribly underpaid. Depending on the value that you bring to your organization is what your should negotiate. For example, if you are a Training Specialist whose scope of work is to facilitate, then there is not too much too negotiate. But if you are a Training Specialist that follows up every moth on employee's performance, and keeps track (benchmarks) of employees progress every quarter, AND builds training for coninuing education that reflects xyz increase in performance and productivity, then I can assure you, you can easily negotiate 5% increase. If they don't want to give it to you, look elsewhere. The key is word is 'tracking', you must benchmark and track progress and outcomes. This way you have a way to demonstrate and prove you are not just asking because you want more money, you want more because you are making the company more money. I hope this helps.
The times I’ve gotten salary increases have been by switching jobs or getting offers and selecting to stay for a pay increase. I wish more companies would pay more just because it’s the right thing to do, but if you can leverage other offers that’s unfortunately a strategy that works
Thank you, well said!
How did you negotiate the pay structure going forward? What did that look like?
It can be, but it really depends on the industry and the specific company. For example, in Tech you can quickly bump up your salary and job level within just a few years if you are a high performer.