A Human Resources department is typically responsible for building a compensation package for each job category. These packages are usually standardized, although some adaptations may be possible, depending on the organization, and position type.

Physician recruitment, especially for tough$-$to$-$fill specialties, can be a very competitive market. Assume the role of a department administrator for the Otorhinolaryngology $($Ear$,$ Nose, and Throat$)$ specialty. You have desperately been seeking to fill a position for an MD in your department, with active recruitment going on for two years. Finally, you've found the perfect candidate in Dr$.$ Miller. After eight months of interviewing, meeting with hospital leadership, touring your city, etc. Dr$.$ Miller has agreed to come on board!

The only issue is$,$ Dr$.$ Miller has made a counter$-$offer on the standard compensation package. Her request is as follows: