Salary Negotiation for Librarians: A Guide for MLIS Grads

More than half of new MLIS graduates accept their first library job offer without attempting to negotiate salary or benefits, often out of relief at clearing a competitive hiring process. That instinct is understandable in a profession where entry-level openings draw dozens of applicants, but it leaves real money and long-term security on the table, especially when employers expect at least a clarifying question about starting pay.

Library compensation is unusually opaque compared to private-sector roles. Public and academic institutions use step scales, union contracts, or civil-service grades that feel immovable, while private contractors and special libraries operate under entirely different rules. Few masters in library science programs teach the mechanics of these structures, and many graduates enter their first negotiation unsure whether asking for more will cost them the offer.

Understanding the difference between a unionized public library and a contractor like Library Systems & Services, knowing which benefits carry dollar value equivalent to thousands in salary, and recognizing when transparency laws require posted ranges can shift the outcome of a negotiation by several thousand dollars annually. Those skills matter most in the first conversation, before the offer letter is signed.

What New MLIS Graduates Should Know About Librarian Pay Structures

Before you walk into a salary conversation, it helps to understand how librarian pay is actually set. In most public and many academic institutions, salaries are not open-ended figures waiting to be negotiated from scratch. They are governed by pay grades and step systems, which means your hiring manager may have far less flexibility than you expect.

How Pay Grades and Steps Work

A pay grade is a defined salary band tied to a job classification. Within that band, a step is a fixed increment that moves upward with seniority or performance. When HR slots a new hire, they typically place that person at Step 1 of the appropriate grade, regardless of what the candidate asks for. Some institutions will credit prior relevant experience to place a new hire at Step 2 or Step 3, but this is a decision driven by HR policy rather than pure negotiation.

This distinction matters: classified support staff positions tend to have almost no wiggle room, while professional librarian positions (those requiring the MLIS) sometimes come with a starting range of two or three steps. That range is your real leverage point, and knowing it exists is the first step toward using it.

What the National Numbers Actually Look Like

According to Bureau of Labor Statistics data, the national median annual wage for librarians and media collections specialists is approximately $64,320, with the 25th percentile sitting around $50,920 and the 75th percentile near $80,640. Those figures represent the full workforce, not just new graduates.

For entry-level positions specifically, the picture is more modest. Based on historical ALA-APA salary survey data and current market trends, new MLIS graduates can expect starting salaries in roughly these ranges:¹

• Small or rural public libraries: $47,000 to $56,000
• Mid-size public libraries: $52,000 to $60,000
• Large or urban public libraries: $58,000 to $70,000
• Two-year academic institutions: $52,000 to $62,000
• Four-year colleges and universities: $55,000 to $65,000
• Research universities: $60,000 to $75,000
• Corporate or special libraries: $60,000 to $80,000

Note that these estimates are derived from historical 2019 ALA-APA medians adjusted for market trends, not official 2024 or 2025 survey data.² The honest takeaway: the 25th percentile, not the median, is the more realistic anchor for most people entering the field. Setting expectations around $50,000 to $55,000 nationally is prudent, with room for variation by library type and location. For a deeper look at how compensation varies across the country, see our library science salary by state comparison.

Why Location Reshapes Everything

A $50,000 salary in rural Ohio and a $70,000 salary in San Jose, California can represent nearly identical purchasing power once housing, transportation, and local costs are factored in. Cost-of-living variation across the country is substantial, and chasing a higher nominal figure in a high-cost metro can leave a new graduate financially worse off than accepting a smaller offer in a more affordable region. Before comparing offers or setting a target number, run the figures through a cost-of-living calculator and compare them against local housing costs. The geographic context often matters as much as the salary line itself.

Librarian Salaries at a Glance: National Benchmarks

Understanding where your offer falls on the national pay spectrum is the first step in any negotiation. The figures below reflect annual wages for Librarians and Media Collections Specialists across roughly 131,830 positions nationwide. New MLIS graduates typically start near the 25th percentile, so knowing the full range helps you set realistic targets and recognize when an offer falls below market.

How Salaries Differ by Library Type: Public vs. Academic vs. Special

One of the most consequential choices you will make as a new MLIS graduate is which sector to enter, because public, academic, and special libraries operate under fundamentally different compensation philosophies. Starting salaries, negotiation room, and long-term earning trajectories vary widely across these three tracks. Understanding these differences before you accept an offer can shape your financial trajectory for years.

Starting Salary Ranges by Library Type

As of 2026, new MLIS graduates entering public libraries typically see starting offers between $52,000 and $65,800.¹ Academic library positions tend to cluster slightly higher, around $55,000 to $60,000 for entry-level roles, though this often comes with faculty status and additional non-salary benefits.¹ Special libraries in corporate, legal, or medical settings generally start at $60,000 to $70,000, reflecting the premium these organizations place on specialized information skills.² These ranges draw on Bureau of Labor Statistics and American Library Association survey data from the mid-2020s and hold relatively steady across the country with adjustments for cost of living.

Mean annual wages tell a similar story. Public librarians earn an average of $65,339, while academic librarians earn closer to $73,147.¹ Special librarians sit at a median of $64,320, though individual earners in corporate or law firm roles frequently exceed that figure.² The gap widens as careers progress, with academic and special librarians often seeing faster salary growth due to rank advancement and merit-based raises. Exploring the full range of careers in library science can help you identify which track aligns with your financial goals.

Negotiation Flexibility and Pay Structures

Public libraries operate under union contracts or civil-service step schedules in most jurisdictions, which means negotiation flexibility is limited.³ Your starting salary is typically determined by the step you enter at, and moving up depends on years of service rather than individual performance. Academic libraries offer moderate flexibility. If you hold faculty status, your initial rank (instructor, assistant professor, or librarian I/II) sets your base, but you may negotiate a higher step within that rank or request credit for prior experience. Special libraries give you the most room to negotiate.² Private-sector norms apply, and employers expect candidates to counter initial offers, discuss bonus structures, and advocate for higher starting pay based on skills or competing offers.

Benefits Beyond Base Pay

Each library type bundles compensation differently. Public libraries emphasize pension plans, union-backed health insurance, and predictable step increases.¹ Academic libraries add sabbaticals, research funding, and tenure-track salary bumps that can outpace inflation over a career. Special libraries lean on performance bonuses, tuition reimbursement, and sometimes equity or profit-sharing in corporate settings. On average, special librarians earn 15 to 25 percent more than their public-library peers in similar roles, but the trade-off is fewer open positions and less job security. Corporate restructurings, law-firm mergers, and hospital budget cuts can eliminate entire special-library departments, while public and academic libraries offer more stable, if slower-growing, career paths.

Librarian Pay by State: Where MLIS Graduates Earn the Most

Union vs. Non-Union Libraries: What You Can (and Can't) Negotiate

Union membership and non-union employment represent two fundamentally different negotiation landscapes for new MLIS graduates. Understanding which side of that line a job sits on before you accept an offer can shape everything from your starting salary to your long-term career trajectory.

How Union Contracts Shape the Hiring Conversation

In unionized libraries, whether public, academic, or special, the collective bargaining agreement (CBA) is the rulebook. Most negotiation happens at the institutional level, not the individual level, which means your personal leverage is limited in ways that may surprise first-time job seekers.

That said, CBAs are not monolithic. Many contain specific provisions that directly affect new hires, including:

• Step placement: Most union contracts define a salary scale with numbered steps. Some allow credit for prior professional experience, meaning you may be able to negotiate entry at a higher step rather than the bottom rung. Look for language about "experience credit" or "hiring above minimum" in the contract.
• Signing bonuses: These are less common in library union settings, but some larger academic institutions and public library systems have negotiated one-time payments for hard-to-fill roles. Whether this is available is typically spelled out in the CBA or a side letter agreement.
• Professional development funds: Many CBAs include a dedicated article on professional development, sometimes called a PD fund, travel allowance, or conference support provision. The dollar amounts and eligibility rules are usually fixed, but knowing they exist means you can ask HR about access as a new hire.

To find out what applies to a specific position, search for the institution's CBA directly. Many public universities and municipal library systems post their full union contracts online, either through the HR department or through the union local itself. AFSCME, SEIU, and AFT all represent library workers in various regions, and their websites sometimes link to active agreements. If the contract is not publicly posted, the local union steward is often the most direct resource.

What Non-Union Libraries Actually Allow

At non-union institutions, the individual negotiation window is wider on paper, but the constraints are less transparent. Without a published salary scale, you may not know the posted range is firm until you push back. Personnel policies and faculty handbooks sometimes fill this gap, outlining how starting salaries are set and whether supervisors have discretion to approve above-range offers. As the future of librarianship continues to shift, understanding these institutional dynamics becomes increasingly important for early-career professionals.

For non-union roles, asking HR directly about their salary placement process is a reasonable first step. Phrases like "Is there flexibility in starting salary for candidates with relevant experience?" open the door without appearing confrontational.

Using Public Data to Anchor Any Negotiation

Regardless of union status, published salary data from sources like the Bureau of Labor Statistics can help you understand where a given offer sits relative to regional and national norms. That context is useful in both union and non-union settings: in a union shop, it helps you evaluate whether experience credit is worth requesting; in a non-union role, it gives you a neutral starting point for a counteroffer conversation.

The key distinction to keep in mind is that union contracts protect and constrain simultaneously. The same clause that prevents an employer from lowballing you also limits how high you can negotiate on day one. For those considering academic library leadership as a longer-term goal, recognizing how union structures affect early compensation decisions can help you plan a more strategic career arc. Knowing the specific language of the contract before you accept gives you the clearest possible picture of where your starting point will actually land.

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Step-by-Step: How to Negotiate a Librarian Job Offer

What is the right way to respond when a library calls with a job offer and the salary feels lower than you expected?

The answer is almost always the same: ask a clarifying question, do the math, then make a specific, collegial counteroffer. Negotiation is not confrontational in this context. Library HR professionals expect it, and a professional, well-reasoned request rarely costs you an offer.

Before you pick up that call or draft your reply, run through four quick questions. Have you looked up the institution's published pay scale? Do you know which step they placed you on and why? Have you calculated the full compensation picture, including benefits, professional development funds, and retirement match, not just base salary? Could you name one concrete reason you deserve a higher step? If you can answer yes to all four, you are ready.

Step 1: Research the Pay Scale Before You Apply

Most public and academic libraries operate on step-and-grade salary schedules, which are public documents. Find the schedule before you apply, not after. Note the entry-level range, how steps advance, and what qualifications move a candidate from Step 1 to Step 3. This background turns a vague offer into a negotiable number. Knowing where your MLIS degree jobs fit on that ladder gives you a factual foundation for every conversation that follows.

Step 2: Ask a Clarifying Question When the Offer Arrives

When HR calls, your first move is not a counteroffer. It is a question. A short script that works well:

"Thank you so much, I'm genuinely excited about this role. Before I respond formally, could you tell me which step on the salary schedule this offer reflects, and how that determination was made?"

That single question signals professionalism, buys you time, and surfaces the exact lever you will use in Step 3.

Step 3: Present Your Case for a Higher Step

Once you know your step placement, you can make a specific ask. Keep the tone warm and the reasoning brief. A sample email:

---

Subject: Re: Offer for [Position Title]

Dear [Name],

Thank you for the offer and for walking me through the details. I'm very enthusiastic about joining the team.

I'd like to respectfully ask whether there's flexibility to place me at Step [X] rather than Step [Y]. My reasoning is that I bring [specific experience, e.g., three years of reference and instruction work at a branch library], which maps closely to the duties described in the position. I believe that experience warrants consideration for a higher step placement.

I'm happy to discuss this further at your convenience, and I remain very interested in the role regardless of the outcome.

Warm regards, [Your Name]

---

Keep it to three short paragraphs. One concrete reason. No ultimatums.

Step 4: If Base Pay Is Locked, Pivot to Benefits

Some libraries, particularly smaller public systems or those working within strict union contracts, cannot move on base salary at all. That is not the end of the conversation. Professional development funds, moving expense reimbursement, an earlier first merit review, additional vacation accrual, or a higher retirement contribution percentage are all worth raising. The section on benefits negotiation elsewhere in this guide covers each of these in detail.

Step 5: Get Everything in Writing Before You Accept

Once you reach an agreement, verbal or email, ask for a formal offer letter that reflects all negotiated terms before you resign from any current position or decline other offers. This protects both parties and prevents miscommunication during onboarding.

The 70/30 Rule in a Library Hiring Context

In any negotiation, aim to listen roughly 70 percent of the time and talk 30 percent. This ratio matters even more in library hiring, where long-term collegial relationships begin at the offer stage. If HR explains constraints on the salary schedule, listen fully before responding. You will often learn something useful: a planned classification review, a benefits upgrade coming next fiscal year, or a clear signal that a different benefit is easier to move on. Rapport built during negotiation carries into your first weeks on the job.

Is It Risky to Negotiate at the Entry Level?

Almost never, provided your tone stays professional and your request stays specific. Library hiring managers are not looking for candidates who accept whatever is offered without thought. A calm, reasoned ask demonstrates exactly the kind of communication skill the job requires. Whether you pursued your degree through an ALA accredited MLIS program or an alternative path, the willingness to advocate for yourself with data and courtesy leaves a positive impression. The rare employer who rescinds an offer over a polite counteroffer has told you something important about the workplace before you ever started.

Beyond Base Pay: Benefits Worth Negotiating as a New Librarian

What benefits should I actually negotiate when a library makes me a job offer?

For new MLIS graduates, base salary often dominates the negotiation conversation, but benefits can add 30 to 40 percent to your total compensation in public-sector roles and represent the easiest lever to pull even when salary is locked in by union scale or municipal pay grades. Unlike a salary bump, many benefits cost the employer little or nothing to grant and deliver immediate value to you.

Negotiable Benefits Checklist

• Professional development funds: Public and academic libraries commonly allocate $500 to $2,000 per year for conference attendance, workshops, or certifications. If the initial offer does not mention this, ask whether a PD budget exists and whether you can secure a commitment in writing.
• Conference travel: Separate from general PD funds, some libraries budget for one national conference per year (ALA, PLA, ACRL). Requesting this as part of your offer shows ambition and can be easier to approve than a pay increase.
• Remote or hybrid schedule: In 2026, flexible work remains one of the highest-value, lowest-cost perks. If the role allows it, negotiate specific days (e.g., two remote days per week) rather than accepting vague promises of flexibility.
• Flexible start date: If you need time to relocate, complete a second degree, or handle personal obligations, most public-sector HR offices can delay your start by a few weeks without much friction.
• Tuition remission: Large university systems often waive tuition for employees pursuing additional degrees. Ask about eligibility windows and whether coverage extends to dependents.
• Relocation assistance: Not common for entry-level roles, but some academic libraries and special libraries in high-cost metro areas offer one-time moving stipends ($1,000 to $3,000). If you are moving cross-country, it is worth asking.
• Retirement match timing: Some employers delay 401(k) or pension matching until after a probationary period. Ask whether you can be vested immediately or shorten the waiting window.

Why Public-Sector Benefits Outweigh Private-Sector Salaries

Public libraries and state universities typically offer pension plans, comprehensive health insurance with minimal employee premiums, and leave balances that accrue quickly (15 to 20 days of vacation in year one, plus sick leave and holidays). When you calculate the cash value of health coverage (often $8,000 to $12,000 per year in employer contributions), pension contributions (6 to 10 percent of salary), and paid time off, a $50,000 public-library salary may rival a $65,000 private-sector offer with minimal benefits.

Benefits That Look Better on Paper Than in Practice

Some perks come with strings attached. Tuition remission often requires two to three years of continuous service before eligibility. Pension vesting typically takes five to ten years, so if you leave before that threshold you forfeit employer contributions. Professional development funds may reset annually with use-it-or-lose-it rules, meaning unused allocations do not roll over. Ask about these restrictions before you factor them into your decision.

What Is Easier to Negotiate Than Salary

In both union and non-union settings, schedule flexibility and professional development commitments are low-cost for the employer and high-value for you. A director who cannot move your starting salary by even one step on the pay scale may happily grant you two remote days per week or guarantee conference funding in your first year. Prioritize these asks if base pay is non-negotiable. If you are still weighing program options and want to keep costs down, exploring MLIS scholarships and financial aid before you graduate can reduce the pressure on your first salary negotiation. Similarly, graduates considering a dual MLIS degree may find that the additional credential strengthens their leverage when requesting higher starting placement on a pay scale.

Negotiable Benefits Checklist for New Librarians

Base salary is only part of your compensation package. In public-sector library positions, total compensation often exceeds the posted salary by 30% to 40% once benefits are factored in. Before you accept an offer, review these commonly negotiable benefits and their typical value ranges.

Case Study: Negotiating With Private Library Contractors Like LS&S

Library Systems & Services (LS&S) is a for-profit contractor hired by underfunded library districts to operate public library branches, often in regions where tax bases cannot support traditional municipal or county library staffing. In early 2025, a position advertised by LS&S in San Diego County offered $26 per hour for professional librarian work.¹ For new MLIS graduates seeking their first role, LS&S and similar contractors present a foot in the door, but with trade-offs that deserve careful scrutiny before you accept an offer.

The PSLF Eligibility Trap

Because LS&S is a for-profit company, employees do not qualify for Public Service Loan Forgiveness, even though they work in public libraries serving the same communities as government-employed librarians.² PSLF eligibility is based on your employer's legal status (government agency or qualifying nonprofit), not the type of service you provide.³ One former LS&S employee commented on Reddit that their year with the company was "a waste" for PSLF purposes because they assumed public library work would count, only to discover later that the for-profit employer disqualified them entirely.¹

LS&S has reportedly introduced its own loan forgiveness benefit to offset this limitation, though details vary by contract and location. Before accepting any offer, verify PSLF eligibility by entering the employer's EIN into the PSLF Help Tool.⁴ Do not rely on job descriptions or recruiter assurances. If the employer shows as ineligible and you are pursuing PSLF, ask HR for written documentation of any alternative loan benefit, including vesting schedules, eligibility requirements, and whether it survives if you leave before a certain tenure milestone. Students still weighing how to fund their degree may also want to explore MLIS scholarships before taking on loans that hinge on forgiveness programs.

Can You Negotiate Pay With LS&S?

Reddit reports conflict sharply on this question.¹ One commenter stated they successfully negotiated higher pay with LS&S for a different capacity, while another flatly claimed LS&S will not negotiate because its business model depends on low-cost staffing to undercut traditional library budgets. A third user noted that some districts use LS&S as a union-busting tool, which further constrains flexibility on compensation.

The practical advice: ask directly. When you receive an offer, reply with a polite request to discuss the base salary and ask if there is flexibility based on prior experience, language skills, or specialized training. Request any agreement in writing. If the answer is no, you have clarity. If there is room to move, even $1 to $2 per hour compounds significantly over a year and signals that your skills are valued.

Weighing the Trade-Off as a New Graduate

LS&S and similar contractors are often a starting point for librarians to gain reference, circulation, and programming experience before moving to government or nonprofit library systems. If you are in a competitive metro market like San Diego and need a professional title on your resume, a year with LS&S can be defensible. However, go in with open eyes: the pay is below market for many California counties, PSLF is off the table unless the employer changes hands or structure, and advancement within the company may be limited.

Treat the role as a deliberate short-term strategy. Set a timeline (12 to 18 months), build skills in high-demand areas like digital services or community outreach, and apply for government or academic positions while employed. Do not let inertia or comfort extend a role that does not align with your long-term financial or career goals. Before you sign, confirm PSLF status, ask about negotiation, and get all compensation and benefits terms in writing.

How Salary Transparency Laws Affect Librarian Job Postings

A public library system in Colorado and a private library contractor in a state with no disclosure rules are operating in very different hiring environments right now. That gap matters for every MLIS graduate student crafting an opening salary ask.

Which States Now Require Salary Ranges on Postings

As of mid-2026, thirteen states require employers to include salary ranges directly in job postings.¹ The laws already in force include those in Colorado (since 2021), California and Washington (both since 2023), New York (since late 2023), Hawaii (since 2024), and Maryland (since late 2024).¹ Illinois, Minnesota, New Jersey, Vermont, and Massachusetts all added requirements between January and late 2025.² Virginia's law took effect in July 2026, and Maine's follows in late 2026.³ Delaware is set to join in 2027.⁴

Employee thresholds vary. California and Washington cover employers with 15 or more workers. New York kicks in at 4 employees, Illinois at 15, Minnesota at 30, New Jersey at 10, Vermont at 5, and Massachusetts at 25.² Hawaii's threshold is 50.¹ Most public library systems clear these thresholds easily. Smaller private contractors may fall below the cutoff in some states, which is worth checking if you are applying to a non-municipal employer.

Public-sector library positions are generally covered wherever a transparency law exists, since government employers typically meet any minimum employee threshold and are subject to state labor statutes.

Using Posted Ranges as Negotiating Leverage

When a posting lists a range, say $52,000 to $68,000, you already know the ceiling before the first interview. That is real leverage. Rather than anchoring at the top and risking the impression that you have priced yourself out, target the 60th to 75th percentile of the range. On a $52,000 to $68,000 scale, that puts your opening ask somewhere around $61,600 to $64,000. You signal preparation, leave the employer room to feel like they landed on a good number, and still come in well above the floor.

Many public library systems published pay scales long before any law required it, but formal transparency requirements now extend that pressure to contractors and private operators that previously disclosed nothing. That shift is meaningful for candidates considering roles with private library management firms.

Protect Yourself: Screenshot the Range

Job postings change after they close. Some employers quietly narrow the listed range or remove it entirely once they have a candidate pool in hand. If a posting in a transparency-law state shows a range that informs your ask, screenshot it before you apply. That record matters if the employer later claims the range was always lower than what you saw, and it gives you a calm, factual reference point if the conversation drifts during negotiation.

Financial Planning After the Offer: Student Loans, PSLF, and Long-Term Pay Growth

The job offer with the highest starting salary is not always the most lucrative over ten years, especially when student loan forgiveness and predictable salary growth are in play. For MLIS graduates carrying federal student debt, the decision to accept or decline a library job should factor in not just the Year 1 base pay but the total financial package over the decade it takes to qualify for Public Service Loan Forgiveness (PSLF) and reach mid-career earnings.

How PSLF Works and Why It Matters

Public Service Loan Forgiveness cancels remaining federal Direct Loan balances after 120 qualifying monthly payments made under an income-driven repayment plan while working full-time for a qualifying employer. Most public and nonprofit academic libraries qualify; private contractors like Library Systems & Services typically do not. If you accept a position at a qualifying institution and enroll in an income-driven plan immediately, you will reach forgiveness after ten years of on-time payments. For a graduate carrying $60,000 in federal loans at 6 percent interest, forgiveness can erase $30,000 to $50,000 in remaining principal and interest, depending on income trajectory. That shadow benefit should weigh heavily when comparing a $55,000 PSLF-eligible public library offer against a $62,000 non-qualifying corporate position.

Typical Raise Trajectories in Public and Academic Libraries

New librarians in public library systems can expect combined annual raises of 4 to 7 percent during the first five years, driven by scheduled step increases of 3 to 5 percent and cost-of-living adjustments of 1 to 3 percent.¹ After year five, total annual increases typically moderate to 2 to 4 percent as librarians reach higher steps on the pay scale. Academic librarians see annual raises in the 3 to 5 percent range, with promotion from assistant to associate or associate to full librarian delivering salary jumps of 5 to 10 percent at each milestone.¹ Nationally, early-career librarians starting between $60,000 and $75,000 see cumulative salary growth of 15 to 30 percent over five years and 25 to 40 percent over ten years.² The national median annual wage for librarians currently sits at $64,320.³

Model Total Compensation Over Ten Years

Rather than fixating on the first paycheck, build a simple spreadsheet that projects salary in years one through ten using the step and COLA schedules published by each employer, adds the value of any loan forgiveness at year ten, and accounts for retirement vesting (typically five years in public systems). A candidate who starts at $58,000 in a PSLF-eligible public library with 5 percent annual step increases will earn approximately $75,000 in year ten and receive loan forgiveness worth tens of thousands more. A peer who starts at $64,000 in a non-qualifying private library with 3 percent annual raises will earn roughly $83,000 in year ten but carry the full loan balance. The PSLF candidate may come out ahead in total ten-year value, especially if the public employer also contributes more generously to retirement.

Faculty Rank and Promotion Tracks in Academic Libraries

Some academic libraries confer faculty or professional rank with a promotion ladder (assistant, associate, full librarian) that carries meaningful salary increases at each step. Promotion from assistant to associate librarian often triggers a 5 to 10 percent raise on top of the normal annual increase, and advancement to full librarian can do the same.¹ If you receive an offer from a university library with a tenure or continuous-appointment track, ask about the timeline to promotion, the criteria, and the typical salary adjustment. Over a ten-year career, two promotions can add $15,000 to $25,000 to cumulative earnings beyond baseline step increases, making the long-term compensation profile substantially richer than a flat-scale public library job at the same starting pay.

Frequently Asked Questions About Librarian Salary Negotiation