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Fortune 100 CEO Aircraft Perquisite Analysis

Corporate aircraft use became one of the most widely scrutinized executive perquisites in 2008 and the issue continued to receive attention even in the years immediately following the financial crisis. While many executives are granted permission to use company aircrafts for business purposes, any personal use must be reported as…

2014 Consultant League Tables

Pay policies continue to receive attention due to the combination of required shareholder votes on executive compensation and increased public scrutiny. Decisions surrounding executive compensation are now a central focus because shareholders now have a vote on the topic. As a result, the relationships between companies and their compensation consultants…

2014 COO Pay Strategies

Key Findings Median compensation in 2013: S&P 500: $4.4 Million (+8.6% YOY) S&P 1500: $2.4 Million (+11.5% YOY) Performance-based awards become more prevalent each year. The share of S&P 1500 companies granting performance awards rose from 37.6% in 2009 to 63.4% in 2013, and the share of S&P 500 companies…

An Early Look at Proxy Voting Analytics

During the 2014 proxy season, U.S. public companies have had, on average, results that are consistent with last year’s Say on Pay votes, with nearly three-fourths of the companies in the Russell 3000 receiving greater than 90% shareholder approval. Average Say on Pay support has increased marginally to 90.8% while…

Shareholder Value Transfer in the Technology Sector

Key Findings ▶ Nearly half of sample technology companies had an SVT percentage between 10% and 15%. ▶ The median company had 59% of its SVT attributable to total shares available and 41% of its SVT attributable to overhang. ▶ Over half the sample technology companies used fungible equity pool…

Paying for Performance in the TSX Composite

Companies face increasing scrutiny from shareholders to showcase how their CEO compensation plans are tied to company performance and shareholder value. While shareholder engagement is an important part of this process, setting up an effective pay package is the first step. We’ve examined the use of performance equity among TSX…

A Study of Changes from a Failed 2012 Say on Pay Vote

Every year since the advent of Say on Pay in 2011, companies with Say on Pay approval rates lower than 50% have had to show shareholders that they can make appropriate changes to compensation policies or else risk failing again in subsequent votes. Any compensation decisions or policy changes a…

Change-in-Control Equity Acceleration Triggers

Many companies provide for the accelerated vesting of equity previously granted to their executive officers in connection with a change in control (CIC) of the company. Such acceleration usually takes place either immediately upon the consummation of an ownership change (single trigger), or is conditional upon the executive’s termination within…

TSX Energy Industry: A Look at CEO Compensation

Key Findings ▶ 2012 was a strong year for TSX energy CEOs, especially at the top. ▶ Growth in TSX CEO pay was driven by equity. ▶ TSX energy CEO pay mix is more similar to U.S. energy companies than it is to other Canadian companies. Introduction The energy industry…

Paying the Newly Hired CFO: A Compensation Analysis

A company in search of a new CFO must decide whether to fill its vacancy by promoting a current employee or by hiring an external candidate. The decision depends on a number of factors, including the suitability of internal successors, compensation, and whether the company needs to significantly alter its…

2013 TSX 60 Peer Group Study

The disclosure of peer groups used to benchmark executive pay is an important component of public compensation disclosure. It enables companies to show that pay is based on market practices and comparable to that of similar companies. Though, the use of peer groups is scrutinized by institutional investors and proxy…

Performance Metrics in Annual Incentive Plans

As companies face more pressure to align pay and performance, variable pay constitutes an increasingly large portion of executive pay packages. The incentive plans that define the conditions attached to this pay are important tools for companies to reward effective management, and annual non-equity incentive plans in particular are a…

Advances in CD&A Design

For many years, companies have exerted considerable effort to help shareholders better understand their philosophies on executive pay. One of the primary means companies use to achieve this goal is through the Compensation Discussion and Analysis (CD&A) section of their annual proxies. In accordance with rules issued by the Securities…

2013 Consultant League Tables

Executive Summary Pay policies continue to receive attention due to the combination of required shareholder votes on executive compensation and increased public scrutiny. Decisions regarding executive compensation are now a central focus since shareholders now have a vote on the topic. As a result, the relationship between companies and their…
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