Executive Compensation
We assist Board of Directors, Compensation Committees, and Executive Management teams to guide their approach in developing well-reasoned compensation programs that align with the business goals and the goals of key stakeholders. We begin by understanding your company’s business priorities, and then work with you to:
Define Compensation Objectives – Work with Management to define the compensation objectives for each position.
- Attract, retain, motivate, etc.
- Align with long-term and short-term economic and financial goals
- Incentivize specific behaviors
Components of Executive Compensation – Work with Management to determine the components of executive compensation that they want to address and the components they do not want to address.
- Cash
- Cash incentive
- Equity incentive
- Benefits
- Perquisites
Range of Total Compensation – Develop a range of total compensation for each position and proper apportionment of the components.
Peer Group Criteria – Prepare peer group criteria analysis for the company. Example:
- Operations
- Revenue
- Assets
- Leverage
- Employees
- Other
Peer Group Comparative Analysis – Prepare peer group comparative analysis for each position.
Extended Group Regression Analysis – Prepare an extended group regression analysis that supports the recommendation for each position.
Flexible Model – Prepare a flexible model that presents the analysis for each position in a logical and effective manner.
Document all tasks in a Compensation Study Report.
