Not sure if this is the right area for this post, but...

I am currently a consultant with an Epic installation (hospital EMR software) and the client hospital would like to hire me as their training manager, but are not sure that they can afford my current salary. The position is responsibile for training all staff on the system, building a training team, WBT, classroom training, new hire training, and upgrade training.

Attached is the job description.

Any ideas re: how to determine salary range?

Thanks so much.

Training_Manager_Job_Description2_12082006.doc (23 Kb, 37 downloads) Training Mgr Description

You may want to try salary.com to get a range. It's not necessarily accurate, but can give you some ideas.

Depends on your experience, you geographic region, etc.

From what I have seen posted out on Monster.com and other job sites, I'd say that this position should start at a minimum of $85K/year. Probably over $100K if you have a lot of experience.

This is just my opinion based on my research.

I guess it depends on how badly you want the job and whether you are willing to walk away, but here is what I would do (BTW, I am currently a technical training manager).

Given that you already have a relationship with this hospital and have done work for them, the salary negotiations should be more about YOU and your requirements rather than just some generic salary range for anybody off the street.

Tell them what salary it is going to take to get you to take the job. If they balk at the salary you are asking, tactfully point out the following points:

1. Since you are already familiar with them and their systems, there would be far less ramp-up time than hiring someone off the street.

2. Presumably if they want to hire you, they think you are good at what you do. This eliminates some of the risk on their part because they have had a chance to try you out. Thus they should be willing to pay a higher salary than for someone hired off the street.

Obviously none of this matters if they truly cannot afford your salary. But then again who did they expect to hire if they cannot pay market price? In my experience as a manager, I am always thrilled to pay a little bit of a premium to get someone that has already worked with us before.

Thank you all for your tips.

With this particular hospital, I am already certified in the software (Epic) that they are using and have vast experience and training in Web-based ID, which is something that they would have to either find in a candidate or train a new FTE. The training management, WBT, and certification combination may not be easy to find; I don't know.