Enter Compensation Assumptions
Use the fields below to estimate salary, bonus, equity, benefits, taxes, and long-term earnings for executive career planning.
Example Data Table
This example shows a typical leadership package structure for planning and negotiation practice.
| Role | Base Salary | Target Bonus % | Annual Equity Grant | Benefits Value | Tax Rate % | Projection Years |
|---|---|---|---|---|---|---|
| Chief Operating Officer | $350,000.00 | 40% | $200,000.00 | $22,000.00 | 32% | 5 |
Formula Used
1) Actual Bonus
Actual Bonus = Base Salary × (Target Bonus % ÷ 100) × (Bonus Payout % ÷ 100)
2) Risk-Adjusted Vested Equity
Equity Value = (Annual Equity Grant ÷ Vesting Years) × (1 + Stock Appreciation %) × Equity Confidence %
3) Retirement Match
Retirement Match = Base Salary × (Retirement Match % ÷ 100)
4) Current Gross Compensation
Gross Compensation = Salary + Bonus + Sign-On + LTIP + Equity + Benefits + Retirement + Perks
5) Estimated Taxable Compensation
Taxable Compensation = Salary + Bonus + Sign-On + LTIP + Equity + Other Perks
6) Estimated After-Tax Compensation
After-Tax Compensation = Gross Compensation − (Taxable Compensation × Effective Tax Rate)
7) Severance Value
Severance Value = (Base Salary ÷ 12) × Severance Months
How to Use This Calculator
Frequently Asked Questions
1) What does this calculator estimate?
It estimates current and projected executive compensation by combining salary, incentives, equity, retirement contributions, benefits, perks, taxes, and severance assumptions into one planning model.
2) Why is equity confidence included?
Equity values are uncertain. Confidence lets you discount optimistic stock outcomes, making negotiations and career comparisons more realistic when grants are volatile or performance based.
3) Is the after-tax figure exact?
No. It is an estimate using a single effective tax rate. Real taxes depend on jurisdiction, payroll rules, deductions, grant timing, and how equity is taxed.
4) Can I compare two job offers?
Yes. Calculate one offer, save the numbers, then replace the assumptions with the second offer. Compare total opportunity, pay mix, projected value, and after-tax results.
5) What counts as other perks?
Other perks may include car allowances, club dues, relocation support, executive health programs, supplemental insurance, or leadership stipends not already included elsewhere.
6) Why is severance shown separately?
Severance is usually contingent, not guaranteed annual income. Showing it separately helps you understand downside protection without overstating regular yearly compensation.
7) What is LTIP cash?
LTIP cash means long-term incentive cash awards. These may be paid over multiple years and are often tied to company, business unit, or leadership performance measures.
8) Who should use this calculator?
It is useful for senior leaders, board candidates, compensation analysts, recruiters, and professionals comparing executive roles during negotiation, promotion, or transition planning.