Executive Compensation  

New SEC regulations, combined with increased attention from the public and media, have driven companies to assign greater importance to their pay policies and the consultants who help to determine them. With the SEC calling for more information about the consultant-company relationship, companies are paying closer attention to their choice of consultant, as well as the extent of the consultant's role in designing these pay structures. This Consultant League Report aims to shed light on consultants in a variety of categories, recognizing firms for their particular areas of strength. Equilar looked at all executive compensation consulting engagements, sorting the results by a variety of factors such as indices, industries and location.

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To provide a helpful tool for the New Year, our team set out to define a list of critical issues facing compensation professionals, executives, and Boards of Directors in 2010. Although each issue we identified may or may not apply to your company, it is very likely that one or more of the items included in this report will resonate with the compensation strategies you are currently considering.

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As top legal executives at many large public companies, General Counsels provide valuable guidance on corporate policy deliberations. As the economic climate produces a new wave of merger and acquisition activities, corporations are becoming increasingly dependent on General Counsels and their expertise. This report presents an in-depth look into General Counsel Compensation and retention at Fortune 1000 companies.

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After months of anticipation, the SEC announced on December 16, 2009 a new set of disclosure regulations to take effect on February 28, 2010. Arising from the ongoing debates over corporate governance and accountability, the amended rules are intended to enhance disclosure pertaining risk, governance, director qualifications, and compensation matters and will play a significant role in shaping the upcoming proxy season. This report is intended to provide insight into the ways in which companies are beginning to discuss topics such as risk management, compensation consultants and potential conflicts of interest, and say-on-pay.

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This report covering S&P 600 (under $500M in revenues) companies details pay for compensation, audit and governance committee members and chairs. With the growing importance placed on compensation committees, this report is intended to provide compensation professionals with practical insight into the nature and value of pay practices at S&P 600 companies.

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This report covering S&P 400 ($500M - $2B in revenues) companies details pay for compensation, audit and governance committee members and chairs. With the growing importance placed on compensation committees, this report is intended to provide compensation professionals with practical insight into the nature and value of pay practices at S&P 400 companies.

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This report covering S&P 500 (over $2B in revenues) companies details pay for compensation, audit and governance committee members and chairs. With the growing importance placed on compensation committees, this report is intended to provide compensation professionals with practical insight into the nature and value of pay practices at S&P 500 companies.

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Policies that allow companies to recoup ill-gotten compensation from executive officers have enjoyed a surge in popularity over the past three years at America's largest companies. These policies, often called "clawbacks," are now at the center of Washington's financial sector rescue plan. As it continues to rise to the forefront of public discussion, the need to understand clawback policy design has never been greater. This report shows that clawback policies are now increasingly complex, broader in scope, and much more likely to affect all compensation vehicles.

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Director ownership guidelines and holding requirements have continued to become a more prevalent tool in aligning shareholder and director interests. With the decline of stock prices over the past year, some companies have been forced to reevaluate ownership policies to ensure that directors will continue to hold an appropriate stake in the company. With disclosure of these policies on the rise, Equilar reviewed trends in the prevalence and design of director ownership guidelines and holding requirements among Fortune 250 companies for fiscal years 2007 and 2008.

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In light of both the proposed changes in disclosure requirements proposed by the SEC and the anticipated legislation regarding pay-for-performance, Equilar presents its 2009 Executive Stock Ownership Report. Equilar examined patterns in the prevalence and design of executive ownership guidelines and holding requirements among Fortune 250 companies for fiscal years 2006, 2007, and 2008. The report investigates numerous features of the structure of share retention policies, and is an indispensable tool for compensation professionals seeking to adopt or amend ownership guidelines and holding requirements for companies of all sizes.

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As attention to executive pay remains high, the government and the media have begun to focus on more granular details of the pay equation. All aspects of the pay package are now in the spotlight, including the process behind setting pay. One important component of this process is peer group determination. The report reviews the current landscape of peer determination with an analysis of peers disclosed by Fortune 500 firms. The analysis provides an understanding of current best practices among the largest companies in the United States.

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Executive compensation has become a recurring headline over the past year, and severance packages have certainly enjoyed their share of the spotlight. In this environment, companies have revised their severance and change-in-control policies to provide for less generous payments upon termination. It is under this intense scrutiny that Equilar presents the 2009 CEO Severance and Change-in-Control Report.

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In light of recent economic challenges, Human Resources professionals have been besieged on multiple fronts. In the past, the executive compensation industry has relied mainly on publicly available proxy information for its data, limiting the amount and types of analysis that could be performed, particularly in the area of perquisites. Equilar's annual Top 25 Senior Officer Compensation Survey offers a new, reliable in-depth source of data: self reported compensation information from nearly 40% of Fortune 1000 companies. This report draws on that data to provide senior HR professionals with hard data and analysis of the nature and value of the total compensation of their peers, including hard-to-come-by information on perquisite eligibility.

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Throughout 2008 and early 2009, executive compensation was thrust into the public eye like never before. Although bonuses and severance packages for departed corporate chiefs dominate media headlines, executive perquisites certainly received their share of coverage and scrutiny. To assist companies with these issues, Equilar's newest report provides a data-driven and examples-based overview of key perquisites for Fortune 100 chief executives.

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Although CD&A statements are no longer headline news, they remain a complex compliance task for companies. With an overhaul of the financial regulatory system in our midst, the disclosure of executive compensation practices promises to grow more challenging. Not only will companies need to discuss how pay programs influence risk, we may soon see requirements for extra information on director qualifications, broad-based pay and numerous other governance practices. To assist companies with these issues, Equilar's newest report provides an examples-based overview of key CD&A disclosure elements.

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Since the end of 2008, executive compensation has captured the attention of the media and general public in unprecedented ways. Although the sudden burst of interest in this topic has already served as a wake-up call to companies of all sizes, systemic changes in the regulatory landscape are just beginning to take shape. In this environment, understanding compensation design trends and the link between pay and performance is crucial. To assist large-cap companies in this effort, the following report examines these issues and offers an outline of compensation strategies to watch in 2009.

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Although much of the public's recent criticism of executive pay practices is reserved for Wall Street and America's largest companies, the impact of today's uproar has cascaded into boardrooms of all sizes. Beyond the surging number of headlines devoted to CEO pay, a groundswell of support is emerging for new legislation focused on executive pay and shareholder rights. To assist emerging growth companies with annual revenues under $1 billion, the following report offers a detailed examination of recent CEO pay trends and an outline of compensation strategies to watch in 2009.

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Although negative public opinion and political pressure have hit Wall Street firms hardest, all companies now face increased scrutiny when designing and paying executive bonuses. Building on our similarly titled webinar from early March, Equilar's newest research report examines the latest developments in incentive plan design.

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The 2009 executive compensation landscape, fraught with more potential public relations pitfalls than ever before, will be one of the most difficult in memory to navigate. Through this report, we alert clients to many of the practices that companies are currently employing in the hopes of successfully sailing through the challenging times ahead.

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In their second year, the Securities and Exchange Commission's (SEC) new disclosure regulations on executive perquisites seem to be serving their purpose, namely to improve transparency on perquisite programs. As a result, the 2008 proxy season saw the further development of trends set in 2007. More and more companies provided a complete picture of their executive perquisite programs and others began to seriously consider eliminating some perks.

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Policies that allow companies to recoup ill-gotten compensation from executive officers have enjoyed a surge in popularity over the past three years at America's largest companies. These policies, often called 'clawbacks,' are now at the center of Washington's financial sector rescue plan. Along with stricter limitations on the tax deductibility of pay, mandates to reduce severance payouts, and warnings not to reward excessive risk taking, clawback policies are seen as an essential element in the tool-kit to fix compensation programs at troubled companies.

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With the SEC's new compensation disclosure regulations now firmly in place, Equilar reviewed trends in the prevalence and design of executive ownership guidelines and holding requirements among Fortune 250 companies
for fiscal years 2006 and 2007. This report, covering numerous aspects of the design of share retention policies, is an invaluable tool for compensation professionals seeking to adopt or amend ownership guidelines and holding
requirements for companies of all sizes.

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Non-subscriber Price: $995

With disclosure of these policies on the rise, Equilar reviewed trends in the prevalence and design of director ownership guidelines and holding requirements among Fortune 250 companies for fiscal years 2006 and 2007.
This report, covering numerous aspects of the design of share retention policies, is an invaluable tool for compensation professionals seeking to adopt or amend ownership guidelines and holding requirements for companies of all sizes.

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Non-subscriber Price: $995

With pressures mounting from an economically lackluster 2007, compensation professionals, consultants and directors have been busy adapting to a changing economic environment. The SEC's request for increased transparency in the "Compensation Discussion and Analysis" has resulted in increased pressure to include forward-looking performance targets, details regarding benchmarking practices, and a thorough analysis of compensation decisions. Now that two years of "Compensation Discussion and Analysis" are available, it is possible to review the changes and updates that have been implemented in light of the SEC's comment letters and requests for improved disclosure. This CD&A report highlights interesting and outstanding examples of CD&A disclosure practices from fiscal 2007, as compiled by Equilar's research team. Please note that these examples are intended for general guidance, and not as a precise model for CD&A disclosure.

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The SEC's new compensation disclosure regulations include the requirement for disclosure of corporate policies on stock retention and hedging in the new CD&A section. This change ensures that executive stock ownership guidelines and holding requirements will remain a focus of public discussion for years to come. This report, covering numerous aspects of the design of executive share retention policies at Fortune 250 companies is an invaluable tool for compensation professionals seeking to adopt or amend ownership guidelines and holding requirements for companies of all sizes.

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Shareholder pressure for improved alignment of director and shareholder interests has led, in part, to increased use of director stock ownership guidelines and holding requirements. This trend, in conjunction with improved transparency in corporate governance disclosure, has generated a wealth of new information on the prevalence and design of stock ownership policies. This report, covering numerous aspects of the design of director share retention policies at Fortune 250 companies is an invaluable tool for compensation professionals seeking to adopt or amend ownership guidelines and holding requirements for companies of all sizes.

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Although CD&A disclosures are now in their second year, numerous questions still remain regarding the appropriate structure and design of executive compensation disclosure. This report provides an examples-based review of key CD&A disclosure areas in order to bring greater clarity to current CD&A practices. These examples are intended for general guidance, not as a precise model for CD&A disclosure.

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This report features an analysis of benefits and perquisites for CEOs at Fortune 100 companies and includes an overview of the impact of the SEC’s new disclosure rules on “Other Compensation” disclosure, as well as in-depth analyses of five key benefits and perquisites offered at Fortune 100 companies, including: financial planning and other professional services, flexible perquisite accounts, personal and home security, personal use of corporate aircraft, and tax reimbursements.

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With the aim of providing compensation professionals a valuable tool for assessing the latest equity compensation trends and practices, this report, produced in association with Fidelity Investments' Stock Plan Services, examines equity usage and dilution, FAS 123(R) assumptions, additional share requests, and more at Fortune 1000 companies from 2004 to 2006.

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This report features an analysis of compensation trends for Compensation Committee members at S&P 1500 companies and includes an overview of committee member tenure and the number of committee meetings held per year at S&P 1500 companies; year-over-year pay trends for Audit and Compensation Committee chairs and members, including retainers and meeting fees; an analysis of the various pay structures currently in use at S&P 1500 companies with comparisons between S&P 600, 400, and 500 indexes; and general Board-level compensation trends.

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This report aggregates key metrics from our EquilarInsight database products and includes an analysis of year-over-year compensation trends for Russell 3000 HR executives, including changes in base salaries, bonuses, option awards, stock awards and total compensation; a comparison of total pay levels for HR executives, CEOs and CFOs at companies disclosing all three positions; an analysis of equity compensation strategies for HR executives, including equity vehicle mix and the use of performance-based equity; and a comparison of HR executive pay levels by index (S&P500 v. S&P400 v. S&P600) and by number of company employees.

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As we quickly approach the peak of the 2007 proxy season, many companies are in the final stages of writing and editing their first-ever Compensation Discussion & Analysis (CD&A) section. To assist clients in developing a better understanding of CD&A disclosure, this report provides an examples-based overview of key CD&A disclosure areas that we have identified in recently filed DEF 14As and PRE 14As. While these examples should not be viewed as a precise model for CD&A disclosure, we hope that this report will provide you with guidance and insight on important CD&A disclosure elements.

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To assist clients in developing a more complete understanding of the SEC’s updated compensation disclosure regulations, this report presents a summary of the key changes outlined in the SEC’s December 22, 2006 rule release. Furthermore, this report, in conjunction with Equilar’s August 2006 Client Alert, provides an overview of the SEC’s complete set of new executive and director compensation disclosure requirements.

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In preparation for the 2007 proxy season, this Client Alert provides an examples-based review of key areas to consider as you draft your next proxy. Using 8-K data, this report examines material changes companies are making today in anticipation of the new SEC disclosure rules.

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As a follow-up to our August 2006 Client Alert summarizing the new SEC disclosure rules, this report provides an examples-based overview of many of the key disclosure elements in the new SEC regulations.

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To assist clients in developing a better understanding of the SEC’s finalized disclosure regulations and how to best prepare for them, this Client Alert presents a summary outline and systematic blueprint of the key compensation-related features of the new rules.

Note: To learn more about the SEC’s recent update to their compensation disclosure regulations, please read Equilar’s January 2007 client alert listed above.

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