1) Well, to start with, there's not much to negotiate until a salary offer is made.  Normally, it makes no sense to switch jobs for a salary that's not at least 10% to 15% more than you're earning now - so you can use that 10%-15% guideline as a measuring stick for any offers you receive.  I think you also have to decide in your own mind what salary would induce you to make this move - if it's at least 10% more and you'd otherwise be happy to take this job, assuming it's offered to you, take the job.  But you have to decide what level of income you anticipate and would incentivize you to make the move.  If the offer is less than 10% more than you're earning now, start by politely asking if the offer is negotiable and see what they say.  It it's not, you may have to decline their offer and stay put.  If it is negotiable and you're asked what salary you have in mind, you need to counter with a range that's at least 10% to 15% more than you're earning now.

2) The way to start this exercise, assuming we've gotten past the salary issue, is to ask them what's included in their relocation package and see what they say.  If it's not inclusive enough, then it will be up to you to make the point that you want to take the job, assuming you do, but that you can't afford to break an existing lease without some assistance.  You mention "contract" here.  Why do you believe you're going to be offered an "employment contract" rather than just a "job?"

3) Keeping in mind the 10% to 15% guideline, let's suppose they offer you 10% more and the offer's not negotiable.  That's the point at which, assuming you want the job, to ask for a performance and salary review 6 months from now.  That should give you plenty of time to demonstrate what you can accomplish which, hopefully, will justify an increase in compensation.

4) I think you have to wait and see what's offered.  If you're offered a job and not a real "employment contract," there will be no guarantees that you'll have a job 6 months from now, but the best safeguard against that it to do a bang-up job so that they'll want to keep you.  If they're talking about an "employment contract" I don't think there's any hard and fast rule about the average length, but I'd anticipate at least a 12 month contract - IF that's what they're talking about.  If they're not, I doubt that you can insist on one if that's the way they do things.  You can ask that the terms of the "offer" be put in writing but, again, if that's not the way they do things, they probably aren't going to make an exception for you.  Keep in mind, however, that even if they do put the offer in writing, that doesn't mean your status has changed or that you can't be fired - or quit, for that matter - the next day.  An offer letter is no more binding on you than it is on them, it's just putting the salary compensation in writing, which doesn't make it legally binding on either party - unlike an "employment contract."

Paul W. Barada

The Negotiation Expert