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 .

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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
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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?
Program: subtract(1230000, 205004)
Answer: 1024996.0