I'll go with 12(total "this year", even if its some now and some 01-01-13) and then 5/4/4, although it will be called a "25+% raise" which we all know is just a bit disingenuous.

DC +2% by the end of the 3-4 year agreement.

Work rule concessions as per the NNP with a few net positives (can call in sick for a toothache, no trip parking, etc). Net staffing negative.

Vacation 3.X per day (won't even make it to 4)

DCI scope sale...50-100 more 76 seaters...my over/under is 75.
No reduction in 70 seaters, unless they can also "flex up" to become 76 seaters (in addition to the 50-100 additional 76 seaters which is a given) via some lame growth formula that won't be worth the paper its printed on and even if it is will bargain that away anyway when the time comes.
50 seaters set at whatever the company wants to do with them anyway.
Company not required to fire Chautauqua and other "Air Groups" if they fly big metal on the third grade "separate certificate trick". Pinnacle will be allowed to fly E190's, for someone and still be a DCI carrier as well.

Little to no real remedy for the massive AS code share abuse. Maybe we get one or two LA-SEA flights but I doubt it. Even if we do, that AS capacity gets shifted elsewhere in the system anyway. In the unlikely event there are substantial AS rollbacks, we will be merged with them in under 24 months.

Something that addresses JV's, but considering we just gave up the 1 year balance in exchange for a 3 year bottomless balance/49.75% snapshot it will likely do little to nothing to change anything other than protection from the JV boogeyman (see, before they could use hourly EK A380 flights on every city pair, but now we limited them!) but at the end of the day little changes. Maybe, maybe, we get one of the 3 Virgin Austrailia flights which still won't offset what we're giving up across the Atlantic anyway this fall.

An extra quarter per diem by the end of agreement.

Slight bump in training pay.

717's and/or used A319's that we were getting anyway.

Loss of at least some of our early opener/accelerated mediation language for next time.

10% YOY reduction in underboob to fund pay raises.