Calculator Inputs
Example Data Table
| Role | Base (Annual) | Bonus | Equity (Annualized) | Benefits | Location Diff | Midpoint Total | Range |
|---|---|---|---|---|---|---|---|
| HR Generalist | USD 70,000 | 10% | USD 5,000 | USD 6,500 | +5% | USD 88,725 | USD 79,853 – 102,034 |
| People Ops Partner | USD 95,000 | 12% | USD 12,000 | USD 7,500 | +10% | USD 137,940 | USD 124,146 – 158,631 |
| Comp & Benefits Lead | USD 120,000 | 15% | USD 25,000 | USD 8,500 | +15% | USD 204,125 | USD 183,713 – 234,744 |
Formulas Used
- Annualize base: base annual = base × frequency factor (e.g., monthly × 12, weekly × 52, hourly × 2080).
- Bonus: if percent, bonus annual = base annual × (bonus% ÷ 100). If amount, bonus annual = bonus amount.
- Subtotal: subtotal = base + bonus + commission + equity + benefits + allowances + employer taxes.
- Adjustments: total midpoint = subtotal × (1 + location% ÷ 100) × performance multiplier.
- Range: min = midpoint × (1 − lower% ÷ 100), max = midpoint × (1 + upper% ÷ 100).
- Compa-ratio (optional): compa = midpoint ÷ market midpoint.
How to Use This Calculator
- Choose your pay frequency and enter base pay.
- Add bonus, commission, equity, benefits, and allowances.
- Include employer-side taxes or statutory costs if needed.
- Apply a location differential and a performance multiplier.
- Set lower and upper range percentages to match policy.
- Click Calculate to view results above the form.
- Use CSV or PDF downloads to share the summary.
FAQs
1) What does “annualized equity” mean?
It’s the portion of an equity grant attributed to one year. A simple method is total grant value divided by vesting years, such as four.
2) Should sign-on bonuses be included?
Usually no, because sign-ons are one-time. You can note them separately in approvals, while keeping the recurring compensation range clean.
3) What range percentages are common?
Many teams use symmetric ranges like ±10%, or asymmetric ranges like -10% and +15%. Choose values that match your leveling and pay policy.
4) How do I handle different currencies?
This tool displays a currency label only. Convert amounts externally first, then enter values in one currency to keep totals consistent.
5) What is a compa-ratio used for?
Compa-ratio compares your midpoint estimate to a market midpoint. Values near 1.00 indicate alignment; below or above suggests under- or over-market positioning.
6) Why add a performance multiplier?
It models scenarios where variable pay or target positioning shifts with performance expectations. Keep it at 1.00 for standard offers and internal benchmarking.
7) Can I use this for internal pay bands?
Yes. Enter the expected recurring components, set range rules, and compare a current total comp figure to see whether it sits below, within, or above the range.