EVALUATING JOB OFFERS can be unsettling, especially if you have only a vague idea of what you want from employers. You?ll have to do a personal-needs assessment before you can judge whether an offer is right for you. Here?s a three-step process for developing your own job-offer-evaluation checklist.

List the basics

These are the things without which you cannot even contemplate accepting an offer of employment. For instance, determine the minimum level of compensation you will need to meet your financial obligations. Then add your essential benefits. How important is health insurance? Do you need coverage for eligible dependants as part of the package? What other factors are important to you? The commute? Flexitime? Make sure your list contains the bare minimum you can and will accept.

Your needs

Your bottom line may rise or fall depending on whether or not you have a job and how badly you need this one. If you?re employed and shopping for a better opportunity, you can be more selective.

However, the picture changes completely if you haven?t been working for six months or more. You may discover there isn?t much to evaluate. Being able to generate an income may be the only issue.

In many respects, right now it is a buyer?s market since there are more people looking than there are hirings.

The options

Theoretically speaking, once a job offer has met your pre-determined bottom line, it could be accepted. But meeting the bottom line is really a pre-requisite that allows you to progress to the third step: Evaluating options to make sure the total package is the best for you. Here is a basic checklist of options you can use as a guideline for evaluating a job offer and negotiating the best deal:

• Compensation: Does the offer provide a level of income that will at least enable you to maintain your present standard of living? Is the offer at least 10 per cent to 15 per cent higher than your most recent salary?

• General benefits: Be sure to ask what the benefit package includes, assuming the prospective employer hasn?t already made it clear.

• Health insurance: Does the employer offer health insurance? Does the policy cover just you or eligible dependants also? How much of the premium does the employer pay? Apply the age-old ?health is wealth? adage ? it will help you in the long run.

• Daycare: Will you need day care? Does the employer offer any plan that will facilitate obtaining this service for your children?

• Flexitime: Does the company provide for a flexible work schedule? If so, under what circumstances? Is working from home an option? If so, does using flexitime or working from home change any other benefit, such as insurance coverage? Keep your eyes open on the ?time factor?. Though there are many fields (e.g. media, marketing, and so on) where you cannot exercise this with ease, you must try and reach an understanding with the management.

• Retirement: Does the employer have a retirement plan? How is it structured? Do you have to contribute to it? Are there any restrictions on accessing the funds in your retirement account? At what age can you begin receiving retirement benefits? When you are young you tend to push thoughts of retirement under the carpet but remember that one day you will grow old and it is never too early to think of the benefits that you will get after retirement.

• Vacations and holidays: How many paid holidays are offered? What is the vacation policy? Can unused vacation days be carried forward into the next year, or will they be lost if not used? Can unused days be converted into cash?

• Bonuses and profit sharing: Does the company offer any bonus or profit-sharing programmes? What do you have to do to become eligible for these programmes?

• Relocation reimbursement: If the job requires moving, does the company offer relocation assistance?

• Personal days and sick says: Does the company allow personal days or sick days? If so, how many and under what circumstances? Can unused personal or sick days be converted into cash?

• Maternity/Family Leave: What is the company policy regarding maternity or family leave?

• Performance and salary review: Does the company have a policy about reviewing performance and salary? If so, how often? Are the opportunities for career advancement based on performance, seniority or both?

• Travel reimbursement: If the job requires travel, what is the company policy regarding reimbursable expenses?

For more advice log on to: www.monsterindia.com