Undoubtedly, no local government desires to be the next Bell, California; accused of paying its appointed and elected officials exorbitant salaries with zero justification.  The compensation issue brought to the forefront by the Bell situation has everyone on high alert to what local government managers earn in pay and benefits.  Using this keen awareness during the negotiation process could be helpful in preventing other local governments from becoming national news.  Remember that both the elected officials and appointed managers have responsibilities during the negotiation process.  Elected officials should determine the requisites of the position and utilize comparable salaries as justification for what their position pay.  On the other side of the table, managers must be clear on what they request and how those requests affect the local government financially.  Using the advice presented in this article should serve both parties and result in a fair contract.