Model your promotion raise and total compensation changes. Include bonuses, allowances, and merit projections easily. Export results to share with managers and HR teams.
| Scenario | Current base | Promotion increase | Bonus change | Allowances change | New total comp |
|---|---|---|---|---|---|
| Conservative | 50,000 | +6% | 2,000 → 2,500 | 1,000 → 1,200 | 56,700 |
| Typical | 72,000 | +10% | 4,000 → 5,000 | 1,500 → 2,000 | 86,200 |
| Stretch | 95,000 | +15% | 6,000 → 7,500 | 2,000 → 3,000 | 121,750 |
Base pay is only one part of promotion value. Many roles include annual bonuses, shift differentials, location stipends, or other allowances. When these items change at the same time as base pay, the true impact can be larger or smaller than the raise alone. This calculator annualizes base pay and then adds bonus and allowance amounts to show a cleaner before-and-after comparison. It also highlights how small add-ons can change effective monthly take-home planning materially.
Organizations commonly set promotion increases as a percentage of current pay, such as 8% to 15%. A fixed increase is also used, especially for hourly roles or when moving to a standardized pay band. Choosing the method correctly avoids misreading the offer. In this tool, fixed increases are interpreted in the same frequency as your current pay, then converted to an annual figure. Confirm whether the increase applies to base pay only today.
Total compensation includes annualized base pay plus bonuses and allowances. The calculator reports both the absolute change and the percentage change, which helps compare offers across job families. For example, a modest base increase can still be meaningful if it unlocks a larger bonus target or new recurring allowances. Conversely, a strong base raise may be offset if variable pay decreases. Review vesting, overtime eligibility, and benefit changes too.
Promotion decisions often affect more than the current year. Merit increases, cost-of-living adjustments, and band progression can compound over time. The projection table grows the post-promotion base by an expected annual merit rate, while holding bonus and allowance values steady. This creates a conservative forecast that supports budgeting, savings planning, and goal setting without overstating variable pay. Adjust the merit rate to match company cycle.
HR teams and managers usually review compensation in standardized, annualized terms. Exporting a concise summary helps document the discussion, reduce back-and-forth, and align on assumptions. When sharing results, note the pay frequency, hours per week for hourly roles, and whether bonus and allowances are guaranteed or performance-based. Clear inputs lead to trustworthy comparisons.
Enter bonus figures as annual amounts. If you receive monthly bonuses, multiply by 12 first so the total compensation comparison remains consistent.
Hourly pay is annualized using your hours per week and 52 weeks. If your schedule varies, use an average weekly hours estimate for a practical planning view.
A fixed increase is added in the same frequency as your current pay. For example, a weekly increase is multiplied by 52; an hourly increase is multiplied by hours per week and 52.
The calculator treats allowances as cash amounts and does not apply tax rules. Taxability varies by location and policy, so confirm with payroll guidance before making net-pay decisions.
It provides a conservative forecast. Many bonuses and allowances depend on performance or policy changes, so holding them constant avoids overstating future pay.
Share the annualized before-and-after totals, list assumptions, and highlight any variable components. This supports a clear conversation about band placement, target bonus, and recurring allowances.
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.