Been in a full-time, exempt, temporary position

That position is coming to a close, but have been asked to step in to a different, also temporary, part-time position - details (employee vs contract, hours, $$) have not yet been negotiated, yet you've agreed to the idea in theory

You are well-liked and respected, but you don't necessarily have the specialization of the person leaving the part-time role - it's more a function of the timing - that you happen to also be exiting and are therefore available, are well liked, have the flexibility to continue, and can totally do the work well, specialization notwithstanding. the ideas is that you will steward the work in the interim while they work to hire someone with more specialization permanently. A couple months

You know what your current salary boils down to in terms of an hourly. You know what the previous part-timer got paid as their hourly on a contract basis. Unsurprising, their hourly rate eclipses yours should it continue unchanged

You're considering suggesting terminating employment and continuing as a contractor, and an hourly rate that falls exactly between what you were otherwise making, and what the previous part-timer was making. This represents a meaningful increase to your hourly, but also a meaningful decrease in the hourly they would otherwise be paying this other person.

Relations are smooth and you want to keep them that way. You're also about your $$. Anything special in the way you propose this idea? Do you think it's a reasonable idea to propose? Unfortunate that these details weren't ironed out at an earlier date, but everyone is touchy about discussing money plainly and has been avoidant. You're halfway committed regardless, and they totally need you regardless, so the negotiating "position" is about even in that way

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fairweather

represents a slight premium because you are giving them:

- a known quantity who works well w/ the team, has a good work ethic, and understands the demands of the job

- a reasonable replacement for the cat that left, allowing them to continue rocking in the interim

- a hedge against time, allowing them the luxury of searching for their ideal replacement, rather than a series of trial and errors (the value of this depends upon the rarity of the skill + experience combo -- if this some shit anybody can do, then your bargaining power is lessened beyond your knowledge of the culture and proven working relationships)


by splitting the diff between your old pay and what they payed your predecessor, you kinda put them in a win/win. depending upon how well you think you could do, i'd include a clause for increasing your pay further (not necessarily to the other person's level, but higher than the rate you negotiate temporarily) provided you fulfill all of their expectations and demonstrate the requisite skill and experience to hold it down in the new position.

that still saves them somewhat on the regular rate and, also, saves them a headhunter fee on the new person.



peace & blessings,

x.

www.twitter.com/poetx

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I'm an advocate for working smarter, not harder. If you just
focus on working hard you end up making someone else rich and
not having much to show for it. (c) mad

U gonna be able to chill on ur couch and werk?

You have to charge more as a contractor because you have to pay for your own insurance, office supplies or computers, etc. The hourly rate isn't an apples to oranges comparison if you are a salaried employee.

I think I'd just ask if they would be open to moving you into that new role permanently if you did a good job with a salary increase. If you could work from home as a contractor that would be something to consider, but doing contract work comes with a lot of other annoying shit like the aforementioned benefits and tax stuff, not to mention less job security. Plus I think it would just be kind of weird to tell your company that you're quitting but you want to be hired again as a contractor.

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