disagreement with their current or potential employer (Danielson, Potenza, & Onieal, 2016). There is no need to shy away from negotiating a compensation package, just remember that it is a reasonable, professional conversation and be sure to come prepared. Salaries are usually based off of the average wage of NPs in regards to geographical location, practice setting, and practice specialty (Danielson, Potenza, & Onieal, 2016). For NPs, the professional organization AANP gathers and reports salary information (Danielson, Potenza, & Onieal, 2016). It is essential to negotiate more than just a salary into your compensation package. Common benefits that can also be negotiated include call pay, bonuses, profit-sharing, health insurance, malpractice insurance, disability and life insurance, vacation time, sick time, holiday pay, professional expenses such as reimbursement for CEUs and any travel associated with CEUs, professional license renewal, DEA registration, prescription registration fee, and retirement benefits offered such as a 401-k and employer matching (Danielson, Potenza, & Onieal, 2016). According to Danielson et al. (2016), you should learn how to calculate the revenue you bring or could bring into the practice. Buppert (2015), says an NPs salary and benefits should be one- third of what is billed to you and your interests should equal out to approximately 25 percent of your base salary. Negotiations should happen over a few meetings so that both parties are clear
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