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Happy holidays and thanks for your support throughout 2007! We hope everyone has an exciting New Year and we look forward to more interesting articles and feedback in 2008.
The first article in the December 2007 issue of Executive Compensation Trends examines CEO accumulated wealth at Fortune 500 companies. With new and expanded data on pensions, deferred compensation and equity holdings, accumulated wealth issues promise to be an important topic in the upcoming year. The second article focuses on the market share of leading executive compensation consulting firms for Fortune 1000 companies. |
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| CEO Accumulated Wealth |
An analysis of accumulated wealth at Fortune 500 companies |
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An Equilar analysis of CEO accumulated wealth at Fortune 500 companies reveals the following key findings: |
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In 2006, the median value of total accumulated wealth for CEOs at Fortune 500 companies was approximately $48.2 million. This value includes pension plans, deferred compensation, outstanding option awards, unvested stock awards and shares owned outright.
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Typically, outstanding option awards represent the largest portion of accumulated wealth for Fortune 500 CEOs. In 2006, the median value of outstanding options for CEOs was approximately $15.2 million.
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Equilar clients can read the full Accumulated Wealth story here.
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| Consultants League Table Report |
An analysis of compensation consultant market share at Fortune 1000 companies |
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An Equilar analysis of executive compensation consulting firms at Fortune 1000 companies reveals the following key findings: |
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In 2006, the Boards of Directors at 89.6 percent of Fortune 1000 companies filing under the new SEC disclosure rules retained the services of at least one outside executive compensation consulting firm. The ten largest firms, by Fortune 1000 market share, are listed in the full article.
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In 2006, 1.2 percent of Fortune 1000 companies with a compensation consultant engaged by their Board disclosed the fees paid to their consultant. Disclosed fees ranged between $1,000 and $300,000.
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Equilar clients can read the full Compensation Consultants story here.
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To learn more about the benefits of becoming an Equilar client, request a demo online or call (877) 441-6090.
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Equilar's research appeared in numerous articles in December. To learn more, click on the selected links below. For a complete list of articles featuring Equilar research, visit the News & Publications section of our website.
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See what's under 'golden parachutes'
December 16, 2007
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"Among the nine Charlotte-area Fortune 500 companies, Bank of America Corp. CEO Ken Lewis is in line for the biggest potential exit package, according to data compiled by California-based compensation research firm Equilar Inc. If he were to lose his job after a change in control such as a merger, his total payout could reach $136.9 million."
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2006 CEO Compensation
December 16, 2007
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"Each year, the Observer shines a light on CEO compensation in the Carolinas. The report covers 50 of the Carolinas' largest public companies, based on revenue. Each year's survey covers a slightly different roster of companies. The Observer hired Equilar, a compensation research firm, to compile pay data from company filings with the U.S. Securities and Exchange Commission."
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Are Big Bonuses Still Due After a Bust?
December 12, 2007
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"A new analysis by Equilar Inc., a Redwood Shores, Calif., pay consulting firm, found plenty of noteworthy bonuses. The firm identified well-rewarded executives -- with cash bonuses of at least $1 million in 2006 -- whose stocks have skidded at least 20% this year. Such bonuses could be viewed as generous or even excessive; Equilar found 471 of them at 238 companies. Equilar's list -- no surprise -- is dominated by home-building and financial companies."
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The Philly CEO difference: Cash
December 10, 2007
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"Brian L. Roberts, Comcast Corp.'s chairman, chief executive officer and president, topped the executive-compensation chart, earning $27.5 million in 2006 - more than any other executive of any company with a major presence in the region. And his compensation reflects a trend in executive pay that is local - different from the national standard, according to Alexander Cwirko-Godycki, a research manager at Equilar Inc., the California-based executive-compensation firm that examined Philadelphia-area companies for The Inquirer."
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Highest-Paid CEOs
December 10, 2007
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"The following CEOs at Philadelphia-area companies are ranked by their total compensation in 2006 as calculated by Equilar Inc. Total includes salary, bonus, other pay, options awards, stock awards and long-term cash awards."
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INBOX: Stock Ownership Guidelines on the Rise
December 7, 2007
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"A growing number of companies are adopting stock ownership guidelines for executives, according to a new study by Equilar, an executive compensation research firm located in Redwood Shores, Calif. In 2006, 75.5 percent of Fortune 250 companies reported the use of ownership guidelines for executive officers, an increase from the 70.2 percent of companies with guidelines in 2005."
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Morgan Stanley's Cruz, a 25-year vet, could exit bank with $72.2 million
December 3, 2007
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"A review of Morgan Stanley's 2006 proxy indicates Ms. Cruz does not have an employment contract that would provide her with a cash severance tied to her departure. However, the payout could still be much greater than the $72.2 million estimate because the proxy was filed under old compensation disclosure rules and lacks sufficient information to value outstanding option awards, said Alexander Cwirko-Godycki, Equilar research manager."
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SarbOx exec pay clawback could scratch Dell
December 3, 2007
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"According to compensation research firm Equilar, 40 Fortune 100 companies disclosed clawback policies in 2006, vs. just 17 in 2005. Companies that have recently disclosed such provisions in their 2007 proxies include Comcast, Intel, UnitedHealth and Time Warner - which last year booked a $584 million restatement of prior financials."
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Lowdown on Executive Perquisites
November 27, 2007
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"David Chun, CEO of Equilar, the Redwood Shores, California-based company that specializes in benchmarking executive and board pay and a NASDAQ strategic alliance partner decided to let his readers "get a kick out of" the lowdown he has on the goodies companies pay their executives."
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| Members of the press who are interested in obtaining Equilar research for their stories should feel free to contact Equilar at press@equilar.com. |
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To cite Equilar research in your story, blog, presentation, or newsletter:
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Equilar is proud to
announce the release
of PracticesInsight,
a database of disclosure examples compiled from
over 5,000 proxies.
To learn more,
please call (877) 441-6090
or click the following link:
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2007 Equity
Trends Report
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To learn more, please
click the following link: |
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2007 Compensation
Committee Trends
Report
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To learn more, please
click the following link: |
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New Blog Posting
Insights on Executive Compensation Disclosure Trends
Equilar CEO David Chun shares interesting compensation trends and practices seen in the marketplace while offering independent and objective analysis. To read his recent entry about CD&A issues for 2008, please click the following link:
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Equilar Forms Strategic Alliance with HR Policy Association
HR Policy Association and Equilar recently announced the formation of a strategic alliance to provide HR Policy Association members with the benefit of information, analyses and benchmarking studies on executive and director compensation. To learn more, please read the press release below.
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Careers at Equilar
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Equilar Careers Page |
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CONTACT EQUILAR
Tell us what you think! The Equilar newsletter team would love to hear your suggestions and ideas about research that you would like to see in our newsletter. For article suggestions, questions, or general comments, please e-mail Alexander Cwirko-Godycki at acg@equilar.com. For inquiries about our on-line database products or custom research services, please call (877) 441-6090 or e-mail info@equilar.com. Please also visit our Web site at http://www.equilar.com/ for more information. We look forward to assisting you with your compensation analysis needs.
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The information and analysis in this e-mail and attachments are intended to be for informational purposes only. The analysis is based on information taken from publicly filed documents and we do not represent to its accuracy. Equilar, Inc. assumes no liability for the use or interpretation of information contained herein. This publication is provided "as is" without warranty of any kind, either expressed or implied, including, but not limited to, the implied warranties of merchantability, fitness for a particular purpose, or non-infringement of third party rights.
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