pre_text: after reviewing earnings per share and operating cash flow results against the performance objectives in the above table , the personnel committee set the entergy achievement multiplier at 140% ( 140 % ) of target . under the terms of the executive incentive plan , the entergy achievement multiplier is automatically increased by 25 percent for the members of the office of the chief executive ( including mr . denault and mr . smith , but not the other named executive officers ) , subject to the personnel committee's discretion to adjust the automatic multiplier downward or eliminate it altogether . in accordance with section 162 ( m ) of the internal revenue code , the multiplier which entergy refers to as the management effectiveness factor is intended to provide the committee , through the exercise of negative discretion , a mechanism to take into consideration the specific achievement factors relating to the overall performance of entergy corporation . in january 2009 , the committee exercised its negative discretion to eliminate the management effectiveness factor , reflecting the personnel committee's determination that the entergy achievement multiplier , in and of itself without the management effectiveness factor , was consistent with the performance levels achieved by management . the annual incentive award for the named executive officers ( other than mr . leonard , mr . denault and mr . smith ) is awarded from an incentive pool approved by the committee . from this pool , each named executive officer's supervisor determines the annual incentive payment based on the entergy achievement multiplier . the supervisor has the discretion to increase or decrease the multiple used to determine an incentive award based on individual and business unit performance . the incentive awards are subject to the ultimate approval of entergy's chief executive officer . the following table shows the executive and management incentive plans payments as a percentage of base salary for 2008 : named exeutive officer target percentage base salary 2008 annual incentive award .
post_text: while ms . shanks and mr . lewis are no longer ceo-entergy mississippi and principal financial officer for the subsidiaries , respectively , ms . shanks continues to participate in the executive incentive plan , and mr . lewis continues to participate in the management incentive plan as they remain employees of entergy since the contemplated enexus separation has not occurred and enexus remains a subsidiary of entergy . nuclear retention plan some of entergy's executives , but not any of the named executive officers , participate in a special retention plan for officers and other leaders with special expertise in the nuclear industry . the committee authorized the plan to attract and retain management talent in the nuclear power field , a field which requires unique technical and other expertise that is in great demand in the utility industry . the plan provides for bonuses to be paid over a three-year employment period . subject to continued employment with a participating company , a participating employee is eligible to receive a special cash bonus consisting of three payments , each consisting of an amount from 15% ( 15 % ) to 30% ( 30 % ) of such participant's base salary. .
table: Named Exeutive Officer Target Percentage Base Salary 2008 Annual Incentive Award
table: J. Wayne Leonard 120% 168% $2,169,720
table: Leo P. Denault 70% 98% $617,400
table: Richard J. Smith 70% 98% $632,100
table: E. Renae Conley 60% 102% $415,000
table: Hugh T. McDonald 50% 50% $160,500
table: Joseph F. Domino 50% 72% $230,000
table: Roderick K. West 40% 80% $252,000
table: Haley Fisackerly 40% 46% $125,700
table: Theodore H. Bunting, Jr. 60% 117% $400,023
table: Carolyn Shanks 50% 72% $229,134
table: Jay A. Lewis 40% 60% $128,505
question: Analyse this data from a financial earnings document. what is the difference of annual incentive award between the highest and the lowest award?