In order to prepare for the negotiations process, both sides must understand interest$-$based bargaining $($IBB$).$

Interest$-$based bargaining is different from other processes as it focuses on creating "win$/$win$"$ situations. Organizations often use IBB when:

In a collective bargaining environment, evidence of labor$-$management cooperation during the past contract term.

Sufficient time remaining prior to contract expiration to complete the sequence of decision making about IBB, training, and application of the process.

Willingness of the parties to fully share relevant bargaining information.

Willingness to forgo power as the sole method of "winning."

Understanding and acceptance of the process by all participants and their constituents.

The principles of IBB are to:

Share relevant information is critical for effective solutions.

Focus on issues, not personalities.

Focus on the present and future, not the past.

Focus on the interests underlying the issues.

Focus on mutual interests, and helping to satisfy the other party's interests as well as your own.

Options developed to satisfy those interests should be evaluated by objective criteria, rather than power or leverage.

Management and workers should NOT use IBB when

A$.$ there is no evidence of labor$-$management cooperation during the past contract term

B$.$ there is willingness of the parties to fully share relevant bargaining information

C$.$ there is willingness to forgo power as the sole method of "winning"

D$.$ sufficient time remains prior to contract expiration to complete the sequence of decision$-$making about IBB, training, and application of the process

E$.$ there is understanding and acceptance of the process by all participants and their constituents