- Can a minimum salary be guaranteed beyond two years and is the organization willing to offer a higher sign-on bonus to make the position more competitive?

- Will the institution provide assistance with extraordinary relocation expenses or issues, from moving a research library to assisting a spouse with introductions to prospective hiring entities or finding schools for the children?

- Will the organization agree to provide the resources--in the form of financial, support staffing, and equipment or facility infrastructure--to help ensure the new faculty member's potential success?

A Check List of Standard Incentives may include:

• Moving expenses.
• A small sign-on bonus.
  Expenses to cover house hunting trips.
• A guaranteed minimum salary for the first year or two.
• The sharing of a secretary with other faculty members in the department, clinic, or school.
• Assistance to a spouse in finding employment by creating introductions.

Expanded incentives might also include:

• Larger sign-on bonuses.
• Guaranteed minimum salary for the first three years with predetermined annual adjustments.
• Partial or full medical school loan payoffs.
• Full-time private secretary.
• Assistance with getting children into private school.
• Guaranteed spousal employment elsewhere in the Med Center complex.
• Guaranteed research and lab space of a particular size (4,000 square feet).
• Renovation of any type of space (office space or research space, or clinical space like an endoscopy suite, etc...).
• Research project seed money.
• Faculty recruitment incentives for others you plan to recruit.
• Financial and other support for research fellows.
• Pay mortgage of old house until it is sold.
• Pay rent at the new location you are moving to for a year
• Housing relocation allowance to buy into an expensive market.