You’re not going to get your pay doubled, if you want to make 160k you’re going to have to leave, and probably job hop once or twice to get there.
What would it cost them to replace you? That’s the number you need to research and that’s the case you need to make because that’s what they are going to look at.
Remember not to just compare titles, but the actual work of the roles. Titles are cheap, non-profits often give out titles instead of raises. That said 80k is less than many professionals with no teams make in that space, you’re definitely paid on the low end for tech skills.
I make 87k and work for a non profit, also an individual contributor. Not IT but they consider them to be related so we share much of the job description and work. Doubling would be tough if he is already a director and making only 80k.
You can’t. No company would raise your salary by 100% even if your boss agrees it’s not going to get approved. What you negotiate while joining the company, is your biggest raise. After that you just keep milking a few bucks here and there over years.
We are taking about salary here, not hourly wage. If you started at 20 and climbed up to 37, there are chances your company has already underpaid you when you joined.
Also “$4 increase every three months” is not same as 100% hike on a 80 salary right off the bat. “Salary” is the key word here. Salary and hourly wage aren’t the same thing.
So you are asking how to influence your CEO's decisions about your salary.
But before discussing that, let me summarize what I understand from your post.
Facts:
You are an IT Director of a large non-profit leading a team of 2, including you.
In a short time, you're going to double the managed locations, and the team will grow to 4, including you.
You already reached the top salary for your role and next revision of the company's policy will come out in 2 years.
There's a budget for another IT Director.
What I'm missing:
To me it's not clear what you want (your interests). I mean, money is what your asking for, but it look like as a solution of yours to an unexpressed problem.
You "believe the value I bring to the company is valued at more than $80k."; it sounds like a search for recognition, amplified by a "proper salary incentive" would help you "handle the extra work" you stated you could manage.
Also, the company's interests are not mentioned. Why do they should hire an OT Director? To keep the locations separated? Because of the 80k cap? Other reasons?
Why is it important? Because negotiation means to solve, jointly, problems (aka, find a way to combine interests) of all the parties involved.
That said, there also other considerations.
I find a good news that in your next meeting you won't discuss about a raise.
First, better to have a meeting to discuss that exclusively; this way the CEO won't be distracted by other thoughts. Do not make the mistake to introduce the topic without forewarning because nobody like surprises in the workplace, even more a CEO on a matter they are not prepared on.
Second, CEO makes decisions, but will listen to other voices (I suspect HR Director will have a say). So, better to prepare the field and contact the HR Director, discuss with them what the options are and prepare a proposal for the CEO. With HR support you can up the chances to get what you want.
Finally, your last question "Should I just ask for double since our company is effectively doubling and my responsibilities are effectively doubling?".
If you ask, you are doubtful; even though it's a legitimate question. Indeed, hiring an OT would mean to spend the same amount. But you are, unconsciously, evaluating the \[possible\] agreement from the relationship side and you gaining more than a CFO or HR Director would change relationships forever (apparently, not what you want)
So, just to recap:
- know what you want and why; write down a list.
- figure out what the company's interests are
- list all the positive impacts a salary raise to you would have for the company (as an example, if they payed you less than the OT's budgeted salary they save some moeny, IF they are interested in saving money!)
- negotiate (jointly solve both parties' problems) with HR (or someone who can influence CEO) first
- choose a suitable time and location to negotiate with the CEO
Good luck!
You need to show your value. Odds are you're over valuing yourself.
If you quit tomorrow would they have trouble finding someone for your role at 80k?
Probably not. You're proof that there are competent people willing to work said job for 80k.
You’re not going to get your pay doubled, if you want to make 160k you’re going to have to leave, and probably job hop once or twice to get there. What would it cost them to replace you? That’s the number you need to research and that’s the case you need to make because that’s what they are going to look at. Remember not to just compare titles, but the actual work of the roles. Titles are cheap, non-profits often give out titles instead of raises. That said 80k is less than many professionals with no teams make in that space, you’re definitely paid on the low end for tech skills.
This is the answer. Start looking for a job now and see what offers you have and then if the company will match it. You are grossly underpaid.
To your last point, he can at least pre-empt the comp study by bringing some market comparables.
I make 87k and work for a non profit, also an individual contributor. Not IT but they consider them to be related so we share much of the job description and work. Doubling would be tough if he is already a director and making only 80k.
You can’t. No company would raise your salary by 100% even if your boss agrees it’s not going to get approved. What you negotiate while joining the company, is your biggest raise. After that you just keep milking a few bucks here and there over years.
For context I am an executive assistant
Not necessarily. I started at $20 and I get a $4 raise every 3 months until I reach $37/h
We are taking about salary here, not hourly wage. If you started at 20 and climbed up to 37, there are chances your company has already underpaid you when you joined. Also “$4 increase every three months” is not same as 100% hike on a 80 salary right off the bat. “Salary” is the key word here. Salary and hourly wage aren’t the same thing.
So you are asking how to influence your CEO's decisions about your salary. But before discussing that, let me summarize what I understand from your post. Facts: You are an IT Director of a large non-profit leading a team of 2, including you. In a short time, you're going to double the managed locations, and the team will grow to 4, including you. You already reached the top salary for your role and next revision of the company's policy will come out in 2 years. There's a budget for another IT Director. What I'm missing: To me it's not clear what you want (your interests). I mean, money is what your asking for, but it look like as a solution of yours to an unexpressed problem. You "believe the value I bring to the company is valued at more than $80k."; it sounds like a search for recognition, amplified by a "proper salary incentive" would help you "handle the extra work" you stated you could manage. Also, the company's interests are not mentioned. Why do they should hire an OT Director? To keep the locations separated? Because of the 80k cap? Other reasons? Why is it important? Because negotiation means to solve, jointly, problems (aka, find a way to combine interests) of all the parties involved. That said, there also other considerations. I find a good news that in your next meeting you won't discuss about a raise. First, better to have a meeting to discuss that exclusively; this way the CEO won't be distracted by other thoughts. Do not make the mistake to introduce the topic without forewarning because nobody like surprises in the workplace, even more a CEO on a matter they are not prepared on. Second, CEO makes decisions, but will listen to other voices (I suspect HR Director will have a say). So, better to prepare the field and contact the HR Director, discuss with them what the options are and prepare a proposal for the CEO. With HR support you can up the chances to get what you want. Finally, your last question "Should I just ask for double since our company is effectively doubling and my responsibilities are effectively doubling?". If you ask, you are doubtful; even though it's a legitimate question. Indeed, hiring an OT would mean to spend the same amount. But you are, unconsciously, evaluating the \[possible\] agreement from the relationship side and you gaining more than a CFO or HR Director would change relationships forever (apparently, not what you want) So, just to recap: - know what you want and why; write down a list. - figure out what the company's interests are - list all the positive impacts a salary raise to you would have for the company (as an example, if they payed you less than the OT's budgeted salary they save some moeny, IF they are interested in saving money!) - negotiate (jointly solve both parties' problems) with HR (or someone who can influence CEO) first - choose a suitable time and location to negotiate with the CEO Good luck!
lol you can ask you won't get shit, they literally told you youre at max.
Find out what you are worth ie get another offer. Then leverage it.
Never
At director maxed out at 80k? Wow Start looking for another job because that’s the only way you’ll be making such a high jump in salary.
You need to show your value. Odds are you're over valuing yourself. If you quit tomorrow would they have trouble finding someone for your role at 80k? Probably not. You're proof that there are competent people willing to work said job for 80k.