Enter promotion compensation inputs
The calculator form uses three columns on large screens, two on smaller screens, and one on mobile devices.
Model base pay, bonus shifts, and band progression. Review equity, midpoint position, and employer impact. Plan promotions with transparent numbers that support better decisions.
The calculator form uses three columns on large screens, two on smaller screens, and one on mobile devices.
| Employee | Current Salary | Promotion Raise % | Market + COLA % | New Bonus % | Recommended Base | New Compa Ratio |
|---|---|---|---|---|---|---|
| Ana Rivera | $68,000.00 | 8.00% | 3.00% | 10.00% | $77,860.00 | 93.81% |
| Bilal Hussain | $82,500.00 | 6.50% | 2.50% | 12.00% | $92,607.50 | 97.48% |
| Carmen Lee | $95,000.00 | 5.00% | 2.00% | 15.00% | $103,075.00 | 98.17% |
Use example records to test how midpoint shifts, bonus changes, and employer load affect the full promotion budget.
Weighted Merit % = Merit Raise % × Performance Multiplier
Total Planned Raise % = Weighted Merit % + Promotion % + Market % + COLA % + Retention %
Base From Raise = Current Salary × (1 + Total Planned Raise % ÷ 100)
Recommended Base = Max(Base From Raise, Internal Equity Floor, Range Minimum)
If range enforcement is enabled, Final Base = Min(Recommended Base, Range Maximum)
Current Bonus = Current Salary × Current Bonus %
New Bonus = Final Base Salary × New Bonus %
Total Cash = Base Salary + Bonus Value
Employer Cost = Total Cash × (1 + Employer Load % ÷ 100)
Prorated Cycle Impact = Annual Employer Cost Increase × Months Remaining ÷ 12
Compa Ratio % = Salary ÷ Midpoint × 100
Range Penetration % = (Salary − Range Minimum) ÷ (Range Maximum − Range Minimum) × 100
It estimates a recommended new base salary, bonus value, total cash compensation, employer cost impact, compa ratio movement, and prorated budget effect for a promotion scenario.
Some teams scale merit increases by performance rating. The multiplier lets you increase or soften the merit portion without changing promotion, market, or retention adjustments.
A compa ratio compares salary to the midpoint of a pay range. Ratios near 100% usually indicate pay close to the midpoint for that grade.
Pay ranges help you test whether a proposed salary sits below, within, or above policy boundaries. They also make range penetration calculations possible.
It is the minimum salary needed to stay aligned with peers, role expectations, or existing promoted employees. The calculator will not recommend less than this amount.
It represents the extra employer cost on top of pay, such as payroll taxes, retirement contributions, insurance, and other benefit-related expenses.
Promotions often happen midyear. Prorated impact helps HR and finance estimate how much of the annual cost will hit the current planning cycle.
No. It supports planning and consistency, but final decisions should still reflect company policy, market data, manager judgment, internal equity, and approvals.
Important Note: All the Calculators listed in this site are for educational purpose only and we do not guarentee the accuracy of results. Please do consult with other sources as well.