A useful comparison puts every item into one of three columns: guaranteed cash, conditional cash and non-cash value. That prevents a relocation payment or target bonus from being treated like recurring salary.
Annualise recurring amounts
Convert monthly salary and regular allowances to the same twelve-month period. Keep one-off signing or relocation payments on their own line, since they do not repeat in year two.
Apply conditions before value
A benefit has value only if you can use it. An office meal subsidy matters differently to a remote employee; an employer pension contribution may have vesting or matching rules. Record the condition beside the nominal amount.
Compare risk as well as value
For variable compensation, note the target, historic payout information if available, and who controls the criteria. A lower target with transparent measures may be easier to assess than a larger figure based on broad discretion.
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