The real value of a bb like this is for the exchange of perspectives,
so I thought you might appreciate one that was passed on to me by a
mid-atlantic institution.  This individual sought the personnel
office's perspective on my recent comment about salary descriptions
and forwarded those comments to me.  I appreciate the research
administrator taking the time to gather additional, of-net info for
us, and the points made are valid.

-------------
Your colleague's comments are interesting...but reflect the view of a
job applicant or someone interested in "checking their worth" in the
market.

With the exception of public agencies that may be required by law to
post salary ranges, most employers avoid a direct reference to salary
for just the reasons your correspondent cited.  The employer wants to
have the greatest flexibility in the hiring process and listing a
salary (or a salary range) may discourage some candidates and raise the
expectations levels of others.

When we read "salary from $38,000 to $42,500" what we really SEE is
"$42,500".  If the employer offers less, then the candidate may feel
they have been undervalued or discounted by their new employer.  Also,
a salary range indicates only the pay portion of total compensation
(i.e., salary plus benefits). A prospective employer can negotiate with
salary if the organization's benefits package is rich; you know better
than most the costs associated with benefits programs.

What can I say?  The practice may seem seedy when you look at it from
the perspective of an applicant, but it makes lots of sense (fiscally
and administratively) when you are the employer.  In this latter role
you want the greatest flexibility you can have in making hiring
decisions.  You want the candidate to feel valued, not ripped-off.  And
you want to control costs!

As for the cost of living item, that could also discourage applicants
if you advertise such a fact.  Might that piece of information be
something that the candidate needs to consider (research) when they are
making a decision to seek another position?  Again, it could be a
potential dis-incentive from the employer's perspective.

................................................................
Celia S. Walker
Assistant to VP Research      INTERNET:xxxxxx@vines.colostate.edu
Colorado State University     TEL:303/491-6355   DESK:303/491-7784
Ft. Collins, CO  80523        FAX:303/491-6147