interviews
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Lori
Nov 3, 2008, 5:09:56 PM11/3/08
to SLP Portfolio
Hi Everyone,
I am adding to Mika's original post on interview questions, but
thought I'd start a new thread so it's easier to find for people.
The SLP I interviewed with had some very specific questions about
certain language disorders..
1) Fluency - what techniques did you use in past fluency intervention
2) If a child had several misarticulated sounds, which ones would you
start with (I brought in developmental norms -- ie you wouldn't start
on /r/ for a 4 year old - and stimulability in order to start with
something with which they will show success)
3) Assessments that I had used
Make sure to ask about your CF - I asked this and the SLP had
completely forgotten about this as an issue for new grads. Luckily
they have another SLP in the building who has been a CF supervisor in
the past.
I am happy to say I accepted the position. It's a long term sub
position until the end of the school year, starting on December 15th.
I figure at that timethere will be more school positions to apply
for.
If anyone has any questions before going on their first interview,
please feel free to call me. It helps to go in thinking that you are
just using the first one as a practice!
Lori
I am adding to Mika's original post on interview questions, but
thought I'd start a new thread so it's easier to find for people.
The SLP I interviewed with had some very specific questions about
certain language disorders..
1) Fluency - what techniques did you use in past fluency intervention
2) If a child had several misarticulated sounds, which ones would you
start with (I brought in developmental norms -- ie you wouldn't start
on /r/ for a 4 year old - and stimulability in order to start with
something with which they will show success)
3) Assessments that I had used
Make sure to ask about your CF - I asked this and the SLP had
completely forgotten about this as an issue for new grads. Luckily
they have another SLP in the building who has been a CF supervisor in
the past.
I am happy to say I accepted the position. It's a long term sub
position until the end of the school year, starting on December 15th.
I figure at that timethere will be more school positions to apply
for.
If anyone has any questions before going on their first interview,
please feel free to call me. It helps to go in thinking that you are
just using the first one as a practice!
Lori
asthi...@worcester.edu
Nov 5, 2008, 6:09:04 AM11/5/08
to SLP Portfolio
Maybe that's one reason we get paid less for the same jobs!
Here is a great article on negotiating a higher salary:
Negotiate for Salary & Benefits
Which of these is true?
1. Most new employees negotiate their salaries.
2. Asking for a higher salary is usually unpleasant.
3. It's tricky to know what salary to ask for, since finding salary
information for jobs in your community is so hard.
4. Companies and organizations are often shocked when people who
receive a job offer ask for more money.
5. Getting a slightly higher salary at the beginning doesn't matter
that much in the long run.
Actually, all the statements are false. Here's why.
1. Almost two-thirds of men negotiate their salary or benefits when
they apply for a job. But fewer than 10% of women do.
Professor Linda Babcock and writer Sara Laschever researched
why. In their book "Women Don't Ask: Women and the Gender Divide,"
they report that women want to get money discussions over as quickly
as possible. Employers who realize this may offer lower salaries to
women. They think that women will accept a first offer.
Does the idea of negotiating with a new employer make you feel
uneasy? Push yourself as much as you can to do it anyway. It's worth
it.
2. It is possible to negotiate politely for more money or better
benefits. Harsh words or confrontation are not necessary.
You can practice what to say. Examples include:
* Can you go higher?
* I was expecting more/that's less than I was expecting. Is that
the maximum?
* What can you offer in the range of $____ to $____? That's what
similar jobs in our region are paying.
* Let's talk about benefits. Can you increase the vacation days?
* Is there a signing bonus we can discuss? (This is not unusual
for hard-to-fill jobs. Or for jobs in small towns where companies want
to persuade applicants to live.)
Stay silent after asking one of these questions - for 30 seconds, if
you can. It's easier if you look down. This is worth rehearsing with a
friend. Let the interviewer fill the silence with a new offer.
Of course, if the offer meets or exceeds what you expect, you can
answer honestly. "That's great." "That's in the ballpark." "That's in
the range I was thinking of."
1. It's usually pretty easy to figure out what salary to ask for.
Give a range. Base the range on what jobs like this one pay in your
area.
Older workers will usually want to move the bottom of that range
up, to reflect your experience and the value of your age to an
employer.
Knowing what similar jobs in your geographic area pay is one of
the best things you can do before your interview. You can find this
information easily, for free. The Internet is best, since books with
salary information go out of date quickly.
Start your salary search on America's Career InfoNet, sponsored
by the U.S. Department of Labor. You can also use private Web sites to
refine your search.
2. Almost all employers actually expect new employees to negotiate
for a higher salary or better benefits. They prepare for this. They
usually offer you less at first, waiting for you to request more.
Most government jobs are exceptions. The salary for each pay
level is already set. But you can negotiate for a higher level or
grade.
3. A little more money can add up to a huge difference over time.
In their research, Babcock and Laschever found that negotiating
$5,000 more for a first job could result in $360,000 more in earnings
over a career. The difference for you may not be that great - but
there will always be a difference.
Think of your salary and benefits as a reflection of the skills
you bring to your new employer. Value yourself by knowing what you're
worth. Then ask for that.
How to Handle Salary Discussions
Follow these tips to increase your chance of getting the salary and
benefits you deserve.
* Before your interview, write down your salary and benefit
priorities.
Making a written list helps you remember later, when you may
feel a little tense.
What is the highest possible salary for this job? Stay
realistic. But the upper edge of realistic is fine. Know the lowest
salary that you will accept.
Figure out the benefits that are most important for you. Know
which ones you'll try to change or increase if the salary offer isn't
as high as you'd like.
* Do everything you can to postpone a salary discussion until you
have a job offer.
Why? When you have an offer, you know the employer wants you.
You are at an advantage then.
It's also important to avoid discussing your past salary. You
want your job offer to reflect your future work, not your past. And
for older workers, it is more likely that past salary does not show
what you can do now.
If you are pressed to give your salary history, you can say:
"It feels a little early to talk salary. First, I'd like to talk
more about how I can contribute to the company."
"I've been lucky to work for companies that pay well. I know
that you do too."
"I think I bring the skills this organization needs. My salary
history doesn't determine the good match we have."
Then, try to change the subject. Ask a question about the job.
If you can't get out of giving some salary history, give the
widest range you can. For the low end, tell your lowest salary without
benefits added in. For the high end, give your highest salary with
every benefit you can think of added in. At this point, you want to
avoid under- or overpricing yourself.
If you are pressed to state your salary requirements for the new
job, give the range you have researched. If the lower end of that
range is too low for you, don't say it. Move the range up. Once you
describe your acceptable salary range, it's hard to negotiate higher.
* Stay calm and reasonable. Approach the negotiation as a win-win
- for you and for the employer.
Practice some negotiating phrases before your interview. Show
the employer that you are a skilled problem-solver and communicator.
That's the kind of person they want to hire.
If you're getting nowhere on salary, briefly review your skills
and experience. Stress your value to the employer. Refer again to the
salary range you've researched.
Or, switch the discussion to benefits. Ask for more vacation
days, more flextime, time off for caregiving - whatever your priority
is.
Once you've reached an agreement, review it briefly, out loud.
Then move on right away. Show your enthusiasm for the job. Stress how
much you want to work for this company or organization.
* Talk about money or benefits only in person, not on the phone.
And get the job offer, with money details, in writing. Either a letter
or an e-mail is fine. You can ask for this after you've reached the
agreement.
* Ask for a few days, or up to a week, to think about the offer.
You can come in again if you need to negotiate more. Give yourself
some time to think calmly about the match between the offer and what
you deserve.
Here is a great article on negotiating a higher salary:
Negotiate for Salary & Benefits
Which of these is true?
1. Most new employees negotiate their salaries.
2. Asking for a higher salary is usually unpleasant.
3. It's tricky to know what salary to ask for, since finding salary
information for jobs in your community is so hard.
4. Companies and organizations are often shocked when people who
receive a job offer ask for more money.
5. Getting a slightly higher salary at the beginning doesn't matter
that much in the long run.
Actually, all the statements are false. Here's why.
1. Almost two-thirds of men negotiate their salary or benefits when
they apply for a job. But fewer than 10% of women do.
Professor Linda Babcock and writer Sara Laschever researched
why. In their book "Women Don't Ask: Women and the Gender Divide,"
they report that women want to get money discussions over as quickly
as possible. Employers who realize this may offer lower salaries to
women. They think that women will accept a first offer.
Does the idea of negotiating with a new employer make you feel
uneasy? Push yourself as much as you can to do it anyway. It's worth
it.
2. It is possible to negotiate politely for more money or better
benefits. Harsh words or confrontation are not necessary.
You can practice what to say. Examples include:
* Can you go higher?
* I was expecting more/that's less than I was expecting. Is that
the maximum?
* What can you offer in the range of $____ to $____? That's what
similar jobs in our region are paying.
* Let's talk about benefits. Can you increase the vacation days?
* Is there a signing bonus we can discuss? (This is not unusual
for hard-to-fill jobs. Or for jobs in small towns where companies want
to persuade applicants to live.)
Stay silent after asking one of these questions - for 30 seconds, if
you can. It's easier if you look down. This is worth rehearsing with a
friend. Let the interviewer fill the silence with a new offer.
Of course, if the offer meets or exceeds what you expect, you can
answer honestly. "That's great." "That's in the ballpark." "That's in
the range I was thinking of."
1. It's usually pretty easy to figure out what salary to ask for.
Give a range. Base the range on what jobs like this one pay in your
area.
Older workers will usually want to move the bottom of that range
up, to reflect your experience and the value of your age to an
employer.
Knowing what similar jobs in your geographic area pay is one of
the best things you can do before your interview. You can find this
information easily, for free. The Internet is best, since books with
salary information go out of date quickly.
Start your salary search on America's Career InfoNet, sponsored
by the U.S. Department of Labor. You can also use private Web sites to
refine your search.
2. Almost all employers actually expect new employees to negotiate
for a higher salary or better benefits. They prepare for this. They
usually offer you less at first, waiting for you to request more.
Most government jobs are exceptions. The salary for each pay
level is already set. But you can negotiate for a higher level or
grade.
3. A little more money can add up to a huge difference over time.
In their research, Babcock and Laschever found that negotiating
$5,000 more for a first job could result in $360,000 more in earnings
over a career. The difference for you may not be that great - but
there will always be a difference.
Think of your salary and benefits as a reflection of the skills
you bring to your new employer. Value yourself by knowing what you're
worth. Then ask for that.
How to Handle Salary Discussions
Follow these tips to increase your chance of getting the salary and
benefits you deserve.
* Before your interview, write down your salary and benefit
priorities.
Making a written list helps you remember later, when you may
feel a little tense.
What is the highest possible salary for this job? Stay
realistic. But the upper edge of realistic is fine. Know the lowest
salary that you will accept.
Figure out the benefits that are most important for you. Know
which ones you'll try to change or increase if the salary offer isn't
as high as you'd like.
* Do everything you can to postpone a salary discussion until you
have a job offer.
Why? When you have an offer, you know the employer wants you.
You are at an advantage then.
It's also important to avoid discussing your past salary. You
want your job offer to reflect your future work, not your past. And
for older workers, it is more likely that past salary does not show
what you can do now.
If you are pressed to give your salary history, you can say:
"It feels a little early to talk salary. First, I'd like to talk
more about how I can contribute to the company."
"I've been lucky to work for companies that pay well. I know
that you do too."
"I think I bring the skills this organization needs. My salary
history doesn't determine the good match we have."
Then, try to change the subject. Ask a question about the job.
If you can't get out of giving some salary history, give the
widest range you can. For the low end, tell your lowest salary without
benefits added in. For the high end, give your highest salary with
every benefit you can think of added in. At this point, you want to
avoid under- or overpricing yourself.
If you are pressed to state your salary requirements for the new
job, give the range you have researched. If the lower end of that
range is too low for you, don't say it. Move the range up. Once you
describe your acceptable salary range, it's hard to negotiate higher.
* Stay calm and reasonable. Approach the negotiation as a win-win
- for you and for the employer.
Practice some negotiating phrases before your interview. Show
the employer that you are a skilled problem-solver and communicator.
That's the kind of person they want to hire.
If you're getting nowhere on salary, briefly review your skills
and experience. Stress your value to the employer. Refer again to the
salary range you've researched.
Or, switch the discussion to benefits. Ask for more vacation
days, more flextime, time off for caregiving - whatever your priority
is.
Once you've reached an agreement, review it briefly, out loud.
Then move on right away. Show your enthusiasm for the job. Stress how
much you want to work for this company or organization.
* Talk about money or benefits only in person, not on the phone.
And get the job offer, with money details, in writing. Either a letter
or an e-mail is fine. You can ask for this after you've reached the
agreement.
* Ask for a few days, or up to a week, to think about the offer.
You can come in again if you need to negotiate more. Give yourself
some time to think calmly about the match between the offer and what
you deserve.
Anna Mazaheri
Nov 5, 2008, 4:34:55 PM11/5/08
to slp-por...@googlegroups.com
Thanks Aimee.
That's valuable advice. I always find it easier to ask for more when I can back it up with logic and facts, such as knowing salaries competitors are offering in the region. Now, if there was only a way to negotiate those too low teacher union salaries. It seems credits above (MA+15, MA+30) is the only option.
Just as an FYI. The MA in teaching at WSC is 34 credtis, while the SLP MA is 50+, (I counted 53), so that's 19 credits more. Hence, ask for at least MA+15 if that's an option.
Aimee St. Hilaire
Nov 5, 2008, 4:44:25 PM11/5/08
to slp-por...@googlegroups.com
Just wondering, what have you been offered at schools around you? I have been offered $40k for a 10 month contract, but it's for a collaborative where I will be working with a range of ages and in at least three locations. I had a meeting with them today to see if they would go up, but it seems unlikely based on the response. I told them I had another interview and needed time to consider their offer. We'll see!--
Aimee
Aimee
Anna Mazaheri
Nov 5, 2008, 7:24:05 PM11/5/08
to slp-por...@googlegroups.com
I've been offered about the equivalent of 41,000 (a per hour rate) with no benefits (no vacation, insurance, sick leave etc) going through Sunbelt Staffing, but I'm trying to negotiate directly with the school now and they are offering 39,000 for MA (w/ benefits), 41K for MA+15 and 43K for MA+30, no wiggle room for negotiation. According to my data of 4 other districts, the starting rate for a MA is about 45K, and closer to 50,000 for a MA+15 (Natick, Needham, Wayland, Boston), but no openings in these districts. I should also mention that this position is only until end of school year since it is to fill in for a maternity leave.
I'm very disappointed in the salary, but I'm still considering it since there does not seem to be much else in the schools.
Anna
Lori
Nov 5, 2008, 7:37:11 PM11/5/08
to SLP Portfolio
I have a few other districts' data (Wboro, Shrewsbury,Hopedale)
Masters 42 - 44ish
M+15 I believe is about 1500 or so more.
My long term sub position is through the end of the year and I was
able to negotiate benefits (that's the big one for me). I also
negotiated M+15 because as a sub, vacations aren't paid. I believe
the closer you are to Boston the higher the pay (not across the board,
but in several districts - especially those considered to be "good"
school systems with high tax brackets).
I encourage everyone to look at the whole package - including the
caseload/workload/supervisor in addition to the salary/benefits - you
want your CF year to be a good entry into the field! (We've had enough
stress, haven't we?)
On Nov 5, 7:24 pm, "Anna Mazaheri" <amazah...@worcester.edu> wrote:
> I've been offered about the equivalent of 41,000 (a per hour rate) with *no
> benefits* (no vacation, insurance, sick leave etc) going through Sunbelt
> ...
>
> read more »- Hide quoted text -
>
> - Show quoted text -
Masters 42 - 44ish
M+15 I believe is about 1500 or so more.
My long term sub position is through the end of the year and I was
able to negotiate benefits (that's the big one for me). I also
negotiated M+15 because as a sub, vacations aren't paid. I believe
the closer you are to Boston the higher the pay (not across the board,
but in several districts - especially those considered to be "good"
school systems with high tax brackets).
I encourage everyone to look at the whole package - including the
caseload/workload/supervisor in addition to the salary/benefits - you
want your CF year to be a good entry into the field! (We've had enough
stress, haven't we?)
On Nov 5, 7:24 pm, "Anna Mazaheri" <amazah...@worcester.edu> wrote:
> I've been offered about the equivalent of 41,000 (a per hour rate) with *no
> benefits* (no vacation, insurance, sick leave etc) going through Sunbelt
> Staffing, but I'm trying to negotiate directly with the school now and they
> are offering 39,000 for MA (*w/ benefits*), 41K for MA+15 and 43K for MA+30,
> no wiggle room for negotiation. According to my data of 4 other districts,
> the starting rate for a MA is about 45K, and closer to 50,000 for a MA+15
> (Natick, Needham, Wayland, Boston), but no openings in these districts. I
> should also mention that this position is only until end of school year
> since it is to fill in for a maternity leave.
>
> I'm very disappointed in the salary, but I'm still considering it since
> there does not seem to be much else in the schools.
>
> Anna
>
> On Wed, Nov 5, 2008 at 4:44 PM, Aimee St. Hilaire
> <asthila...@worcester.edu>wrote:
> the starting rate for a MA is about 45K, and closer to 50,000 for a MA+15
> (Natick, Needham, Wayland, Boston), but no openings in these districts. I
> should also mention that this position is only until end of school year
> since it is to fill in for a maternity leave.
>
> I'm very disappointed in the salary, but I'm still considering it since
> there does not seem to be much else in the schools.
>
> Anna
>
> On Wed, Nov 5, 2008 at 4:44 PM, Aimee St. Hilaire
>
>
>
> > Just wondering, what have you been offered at schools around you? I have
> > been offered $40k for a 10 month contract, but it's for a collaborative
> > where I will be working with a range of ages and in at least three
> > locations. I had a meeting with them today to see if they would go up, but
> > it seems unlikely based on the response. I told them I had another
> > interview and needed time to consider their offer. We'll see!
>
>
>
> > Just wondering, what have you been offered at schools around you? I have
> > been offered $40k for a 10 month contract, but it's for a collaborative
> > where I will be working with a range of ages and in at least three
> > locations. I had a meeting with them today to see if they would go up, but
> > it seems unlikely based on the response. I told them I had another
> > interview and needed time to consider their offer. We'll see!
>
> > On Wed, Nov 5, 2008 at 4:34 PM, Anna Mazaheri <amazah...@worcester.edu>wrote:
>
> >> Thanks Aimee.
> >> That's valuable advice. I always find it easier to ask for more when I
> >> can back it up with logic and facts, such as knowing salaries competitors
> >> are offering in the region. Now, if there was only a way to negotiate those
> >> too low teacher union salaries. It seems credits above (MA+15, MA+30) is
> >> the only option.
>
> >> *Just as an FYI. The MA in teaching at WSC is 34 credtis, while the SLP
>
> >> Thanks Aimee.
> >> That's valuable advice. I always find it easier to ask for more when I
> >> can back it up with logic and facts, such as knowing salaries competitors
> >> are offering in the region. Now, if there was only a way to negotiate those
> >> too low teacher union salaries. It seems credits above (MA+15, MA+30) is
> >> the only option.
>
> >> MA is 50+, (I counted 53), so that's 19 credits more. Hence, ask for at
> >> least MA+15 if that's an option.
> >> *
> >> least MA+15 if that's an option.
>
> read more »- Hide quoted text -
>
> - Show quoted text -
Anna Mazaheri
Nov 5, 2008, 8:00:57 PM11/5/08
to slp-por...@googlegroups.com
Lori, you are right. Over a few thousand, it's important to consider the bigger picture. A huge/difficult caseload or a difficult supervisor is not worth the extra pay.
skyqueen
Nov 5, 2008, 8:49:03 PM11/5/08
to slp-por...@googlegroups.com
I agree that the caseload is a big factor. I still have not heard from the job that I applied for (I posted questions that I was asked during the interview.) There were several things I was uncomfortable with during the interview:
1) The caseload was 65 (middle school)
2) They hinted that I would be expected to put in a lot of extra hours
3) They also asked about what other activities in the school I would be involved in (Does this mean they want me to coach soccer or direct the drama club?)
I was almost scared to have them call back. At least now, if they ever call back, I would have other information based on what has been posted. I really want to thank everyone for being so upfront with salary negotiations and with all the other info that is so helpful in the job search.
Mika
Aimee St. Hilaire
Nov 6, 2008, 5:34:49 AM11/6/08
to slp-por...@googlegroups.com
Mika,
The job I was offered was at a collaborative. The services they need me to fulfill include working with high school students at their alternative school for LD kids who have been unsuccessful in a less restrictive environment. Most of them have concomitant issues, and wicked behaviors. They also would need me to go to a Preschool-6th grade school in a neighboring town, and then work throughout the district as an itinerant mostly conducting evals and attending meetings. This means a lot of report writing. They told me my day would consist of 5 hours direct and 2 indirect. I guess that depends on how long it takes me to get the reports done. Lots of details are up in the air.
Unfortunately we are graduating at a weird time for school positions. And around here not too many medical settings are hiring. I don't think I want to do my CF in a SNF. Gotten feedback from a lot of people who say it's a lot of the same thing every day. However, many medical settings will hire you for per diem work even if you are not certified. So I am pursuing that avenue on top of the FT job in order to get experience, maybe one weekend a month or something.
I have signed up for a CPR class with the Red Cross as many medical settings require this qualification.
I think that during this first year, unless you can afford to not work for a while, we may not be able to be as choosey as our professors had hoped...
--
Aimee
The job I was offered was at a collaborative. The services they need me to fulfill include working with high school students at their alternative school for LD kids who have been unsuccessful in a less restrictive environment. Most of them have concomitant issues, and wicked behaviors. They also would need me to go to a Preschool-6th grade school in a neighboring town, and then work throughout the district as an itinerant mostly conducting evals and attending meetings. This means a lot of report writing. They told me my day would consist of 5 hours direct and 2 indirect. I guess that depends on how long it takes me to get the reports done. Lots of details are up in the air.
Unfortunately we are graduating at a weird time for school positions. And around here not too many medical settings are hiring. I don't think I want to do my CF in a SNF. Gotten feedback from a lot of people who say it's a lot of the same thing every day. However, many medical settings will hire you for per diem work even if you are not certified. So I am pursuing that avenue on top of the FT job in order to get experience, maybe one weekend a month or something.
I have signed up for a CPR class with the Red Cross as many medical settings require this qualification.
I think that during this first year, unless you can afford to not work for a while, we may not be able to be as choosey as our professors had hoped...
Aimee
Anna Mazaheri
Nov 6, 2008, 8:04:44 AM11/6/08
to slp-por...@googlegroups.com
Aimee & Mika-
These sound like a really tough jobs! However, if anyone can do it, it would be you. Aimee, you are very efficient and good at multi-tasking. Mika - you have managed to work for the department AND study full-time!
On the bright side, if you can get through this, everything will else will seem like a vacation, and I'm sure it will be impressive on your resume!
Good luck with job search and presentation tomorrow.
Does anyone know if we need to pick the portfolios up today, or if we can do it in the morning tomorrow?
Anna
Ann Alexopoulos
Nov 6, 2008, 4:43:00 PM11/6/08
to slp-por...@googlegroups.com
Hey Guys,
I was hired for a little under 60,000 for the year with at least a 2% (although they said it can be a lot higher if you work for it) raise after a year. I am also working year round at a SNF. I am getting really great benifits, 2 weeks vacations 3 personal days (from the start), 8 sick days (accuried). They also have great discounts at places that I can use (even like car companies and 15% off my cell with verizon). I would definetly consider a big company for SNF care like genesis or lifecare.
Aimee- I found that SNF work depends on the building. My building has a short term unit in which people only stay a couple week so that part of your caseload is always changing. So you can consider that avenue.
Good Luck
skyqueen
Nov 6, 2008, 9:56:46 PM11/6/08
to slp-por...@googlegroups.com
Hi Guys
I have just started working with a couple of staffing companies. One called today with a placement that is until the end of the school year. It is for 28 hours per week and so offers no benefits. This is a deal breaker for me and I told my contact that. She figured out what the cost of the insurance would be and added that into the salary request. She called the placement and got that settled before we have the interview. The hourly rate is $35 which seems decent for the amount of hours. It appears that there is more wiggle room for negotiation when a staffing company is involved. Will let you know how the interview goes- kind of nice to have the negotiations worked out ahead of time
It might be interesting to compare staffing companies and what they offer. In some case the health insurance coverage does not extend through the summer.
I also got a call from another school district to interview next week...getting a job is turning into a full time job!
mika
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