acknowledgements
	foreword
	rewards & challenges of nonprofit work
	understanding the nonprofit sector
	education
	who are you & where do you want to to go?
	managing the job search process
	getting your foot in the door without starving
	gathering information
	informational interviews
	marketing yourself
	getting an interview
	the job interview
	negotiating
	several things to remember
	following-up & staying in the loop
	appendix 1:  common nonprofit job titles
	appendix 2: assessment of nonprofit wages & benefits
	contributors

If you're already at this stage, congratulations! You've gotten yourself to where you wanted to be all along. An employer has offered you a position, and now it's time to resolve any un-addressed issues. In terms of literature and training, this is the often the most neglected stage, but agreements reached in this phase can be extremely important. This is your opportunity to get the job that's right for you.

Several Things to Remember

• Once an employer has extended an offer, it is very unlikely that he/she will rescind it. If you ask for something remotely reasonable, the worst answer that he/she will probably give you is "no."
  
• Almost always insist on taking at least one day to think about the position. If an employer isn't prepared to give you one day to think about such an important decision, they probably are either hiding something or aren't thinking straight in the first place! Even if you want the job very badly, you can compromise your own bargaining position by seeming too eager to accept the position.
  
• If you haven't already done so, ask whether the position is funded out of general operating costs or out of grant money. If the position's salary comes from grant money, determine how long before the current grant runs out. Ask about arrangements for extending the program or project that might be made prior to the grant's expiration, and make sure that you understand what (if any) responsibilities you might have for seeking additional grants for the program (and for paying your salary!).
  
• Feel free to raise benefits questions. If employers have a limited benefits package, you will often have a better bargaining position when asking for concessions in other areas (e.g., salary, flexibility of schedule, etc.).
  
• If you have concerns that might be addressed by speaking with somebody else at the organization, express an interest in doing so. For example, if you are offered a newly created position as a development director and it's expected that you will be working closely with the board of directors, it might be appropriate to respond to your executive director, "Given the importance of working closely with the board on this matter, would you mind setting up a meeting for me with your board president prior to accepting this position? It would help me to better understand the board's expectations for me and how, in their eyes, I can best serve the organization."
  
• Because nonprofits tend to view their work as "a labor of love," it can be difficult to negotiate about salary issues. Although nonprofits usually do not have as much money as for-profit institutions, they go through the same cost-benefit analysis in deciding how much to pay employees. Couch salary questions in terms of sustainability (e.g., "Can I sustain this job at this salary?"). This not only moves the conversation onto surer ethical footing, but also makes it clear that you are considering the longer-term interests of the employer as well (so they don't have to go out and hire another person in six months).
  
• If you need to secure concrete commitments from an employer, be sure to get them in writing before accepting the position. Especially for positions requiring guidance and specialized training, make sure that you obtain some fairly specific statements concerning how much of their time they are willing to invest in you. Vague promises are easily neglected and carry far less commitment than more specific promises.
  
• If a negotiating process seems remarkably difficult or vexing, it probably is a good indicator that the position might not be a good fit for you. If an employer is proving so difficult to reach an agreement with when you have something they want (YOU - your labor!), think about how much more difficult such discussions might be after you work for them!
  
• Nonprofits are often unable to provide the salary levels of other types of organizations. At higher level positions, if this seems to be a major issue, and it seems unlikely that a nonprofit can pay you another dollar, raise the possibility of having "free weeks" or a "free month." They fill the position on a full-time basis for the dollar amount they wanted, and you get time off without pay for whatever the specified time period might be. Especially given the rigors of the nonprofit world and the pervasive nature of "burnout" among nonprofit professionals, time away from work can be especially important in ensuring that you are happy and productive for all those months when you are in the office doing the work you believe in!

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