Women seem to focus intently on the amount of money they are paid as a barometer of achievement, recognition and satisfaction. In today's marketplace, compensation for work performed should consist of more than just salary. It is quick and easy to use the money yardstick, but relying on that exclusively is not smart business judgment, and it does not give you a realistic measurement.

The add-ons, called "perks" or "benefits" or "incentives" can often equal or exceed the dollar value of the salary itself. This soft money component needs greater attention, and more work to evaluate and to understand, than any salary chart or wage guide. For decades men have used add-ons to great advantage. Women are far behind in understanding their impact on careers and on quality of life.

Most jobs offer some mix of these basic add-ons:

• Annual leave
• Health insurance
• Life insurance
• Paid holidays
• Personal leave
• Sick leave

Companies use various factors to place a value on basic add-ons, but a conservative guideline is that the basics typically add at least 60% to the total compensation. So, a salary of $40,000, plus basic add-ons, equals an annual compensation of $64,000. Are you willing to pay attention to soft money considerations for this kind of value? Smart women are and do!

There are many other important items (the second-tier of add-ons) that can be included in a compensation package that will "lift" its overall value quite significantly. Some primary ones are:

• Bonus for performance
• Compensatory time
• Disability insurance
• Educational funding for courses and seminars
• Gym memberships
• Paid parking
• Pension plans with company contributions
• Professional organization memberships
• Profit sharing
• Stock options
• Transportation subsidies

Some companies will not negotiate their basic package, to avoid fairness issues and possible legal issues. However, companies may be willing to make creative arrangements to meet an employee's stated need while staying within the traditional non-negotiable box.

The second-tier of soft money options is limited only by imagination -- and the assertiveness to expect it. In business, typically men speak up, and women do not. This is a very sad truth regarding add-ons to compensation packages. New employers or current managers do not read minds, nor is it their job to offer you the best possible compensation package.

It is your job to analyze your worth in the marketplace. It is your job to learn about soft money add-ons. It is your job to use them to create a fair and competitive compensation package for yourself. It is your job to take the risk to propose them.

It is true that you may be told no. But it is also true that you cannot be told yes if you do not speak up. If you do the math for the dollar value alone of add-ons, it is easy to see how worthwhile it is to pursue them.

Supply really does begin with demand.

Copyright © 1998, 1999 by D.E. Summerville. All rights reserved.

The advice and suggestions in the Women in Business column are solely those of the author. DC Web Women assumes no responsibility for its content.

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