the committee's assessment of other elements of compensation provided to the named executive officer .the corporate and business unit goals and objectives vary by individual officers and include , among other things , corporate and business unit financial performance , capital expenditures , cost containment , safety , reliability , customer service , business development and regulatory matters .the use of "internal pay equity" in setting merit increases is limited to determining whether a change in an executive officer's role and responsibilities relative to other executive officers requires an adjustment in the officer's salary .the committee has not established any predetermined formula against which the base salary of one named executive officer is measured against another officer or employee .in 2008 , on the basis of the market data and other factors described above , merit-based salary increases for the named executive officers were approved in amounts ranging from 3.2 to 5.2 percent .in general these merit-based increases were consistent with the merit increase percentages approved with respect to named executive officers in the last two years ( excluding adjustments in salaries related to market factors , promotions or other changes in job responsibilities ) .the following table sets forth the 2007 base salaries for the named executive officers , the 2008 percentage increase and the resulting 2008 base salary .except as described below , changes in base salaries were effective in april of each of the years shown .named executive officer 2007 base salary percentage increase 2008 base salary .
[['named executive officer', '2007 base salary', 'percentage increase', '2008 base salary'], ['j . wayne leonard', '$ 1230000', '5.0% ( 5.0 % )', '$ 1291500'], ['leo p . denault', '$ 600000', '5.0% ( 5.0 % )', '$ 630000'], ['richard j . smith', '$ 622400', '3.5% ( 3.5 % )', '$ 645000'], ['e . renae conley', '$ 392000', '4.0% ( 4.0 % )', '$ 407680'], ['hugh t . mcdonald', '$ 311992', '3.2% ( 3.2 % )', '$ 322132'], ['joseph f . domino', '$ 307009', '3.5% ( 3.5 % )', '$ 317754'], ['roderick k . west', '$ 276000', '13.75% ( 13.75 % )', '$ 315000'], ['theodore h . bunting jr .', '$ 325000', '5.2% ( 5.2 % )', '$ 341900'], ['haley fisackerly', '$ 205004', '32.9% ( 32.9 % )', '$ 275000'], ['carolyn shanks', '$ 307009', '3.3% ( 3.3 % )', '$ 317140'], ['jay a . lewis', '$ 207000', '3.24% ( 3.24 % )', '$ 213707']]
in addition to the market-based and other factors described above , the following factors were considered by the committee with respect to the officers identified below : mr .leonard's salary was increased due to the personnel committee's assessment of , among other things , his strong performance as chief executive officer of entergy corporation , entergy corporation's financial and operational performance in 2007 and comparative market data on base salaries for chief executive officers .in may , 2008 , carolyn shanks resigned as ceo - entergy mississippi and accepted a conditional offer of employment at enexus energy corporation .upon her resignation , mr .fisackerly was promoted to president and ceo of entergy mississippi , and mr .fisackerly's salary was increased to reflect the increased responsibilities of his new position and comparative market and internal data for officers holding similar positions and performing similar responsibilities .in the third quarter of 2008 , mr .bunting took on the role of principal financial officer for the subsidiaries replacing mr .lewis in that position .in the third quarter of 2008 , mr .lewis assumed a position with enexus energy corporation .mr .west's salary was increased to reflect his performance as ceo - entergy new orleans , the strategic challenges facing entergy new orleans and the importance of retaining mr .west to manage these challenges and to retain internal competitiveness of mr .west's salary with officers in the company holding similar positions. .

Question: what is the difference between the highest and the lowest base salary in 2007?
Answer: 1024996