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.

  1. Attract, retain, motivate, etc.
  2. Align with long-term and short-term economic and financial goals
  3. 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.

  1. Cash
  2. Cash incentive
  3. Equity incentive
  4. Benefits
  5. 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:

  1. Operations
  2. Revenue
  3. Assets
  4. Leverage
  5. Employees
  6. 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.


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