Канал: Meridian Compensation Partners LLC

Principals in Addressing the Unexpected Events

Principals in Addressing the Unexpected Events

Investor Perceptions Incentive Adjustments

Investor Perceptions Incentive Adjustments

Detailed Incentive Disclosure Favored by ISS

Detailed Incentive Disclosure Favored by ISS

Impact of Bonus Funding on Retention and Motivation

Impact of Bonus Funding on Retention and Motivation

Adjusting Incentive Goals: When, Why and How

Adjusting Incentive Goals: When, Why and How

Testing the Reasonability of Performance Goals

Testing the Reasonability of Performance Goals

Using Annual Growth Goals in Long Term Incentive Plans

Using Annual Growth Goals in Long Term Incentive Plans

Wider Spreads for Revenue Goals

Wider Spreads for Revenue Goals

Confidence in One Year Goals

Confidence in One Year Goals

Effective Goal Setting for Incentive Plans

Effective Goal Setting for Incentive Plans

Retention Builders and Destroyers

Retention Builders and Destroyers

Change Increases Retention Risks

Change Increases Retention Risks

Basic Pay Element Support Retention

Basic Pay Element Support Retention

Linking Retention to a Broader Employment Conversation

Linking Retention to a Broader Employment Conversation

A Holistic View of Executive Retention

A Holistic View of Executive Retention

FTC May Have Overreached Its Authority

FTC May Have Overreached Its Authority

Executive Mobility Could Create Competitive Pressure on Pay

Executive Mobility Could Create Competitive Pressure on Pay

Clarification Needed from FTC on Noncompete Restrictions

Clarification Needed from FTC on Noncompete Restrictions

FTC Chair’s Impact on Current Policies

FTC Chair’s Impact on Current Policies

Adapting Severance Policies to Meet New Regulatory Challenges

Adapting Severance Policies to Meet New Regulatory Challenges

Aligning Awards with Shareholder Value

Aligning Awards with Shareholder Value

Setting the Right Performance Metrics for Special Awards

Setting the Right Performance Metrics for Special Awards

Common Rationale for Special Awards

Common Rationale for Special Awards

Special Awards as a Reaction to Uncertainty

Special Awards as a Reaction to Uncertainty

Avoiding the Pitfalls of Special Equity Awards

Avoiding the Pitfalls of Special Equity Awards

Defining and Testing Pay Philosophy

Defining and Testing Pay Philosophy

Setting Stretch Goals Strategically

Setting Stretch Goals Strategically

Trade Offs in Compensation Design

Trade Offs in Compensation Design

Balancing Market Aligned Plans

Balancing Market Aligned Plans

Enhancing Resilience in Executive Compensation Design

Enhancing Resilience in Executive Compensation Design

Strategic Goals In Executive Incentive Plans

Strategic Goals In Executive Incentive Plans

Governance Within a Compensation Committee

Governance Within a Compensation Committee

Navigating the Nuances of Executive Compensation Governance

Navigating the Nuances of Executive Compensation Governance

Pay and Performance Analysis Is a Board Governance Tool

Pay and Performance Analysis Is a Board Governance Tool

Timing Difficulties in Measuring Pay Relative to Performance

Timing Difficulties in Measuring Pay Relative to Performance

Analyzing Pay and Performance Over Time

Analyzing Pay and Performance Over Time

What Is Realized Pay

What Is Realized Pay

Evaluating Executive Pay Relative to Company Performance

Evaluating Executive Pay Relative to Company Performance

Set Realistic Goals

Set Realistic Goals

Incentive Plans Drive Performance

Incentive Plans Drive Performance

Stability in Goal-Driven Models

Stability in Goal-Driven Models

Have Pre-Established Goals

Have Pre-Established Goals

What Board Members Need To Know About Annual Incentive Plans

What Board Members Need To Know About Annual Incentive Plans

Establishing Incentive Targets Through an Activist Lens

Establishing Incentive Targets Through an Activist Lens

Thinking Like an Activist

Thinking Like an Activist

Forget Pleasing Everyone on Executive Pay

Forget Pleasing Everyone on Executive Pay

Activists' Perspectives in Evaluating Pay

Activists' Perspectives in Evaluating Pay

Evaluating Executive Pay Through an Activist Lens

Evaluating Executive Pay Through an Activist Lens

Retaining Valuable Employees

Retaining Valuable Employees

Retention Challenges in Mergers and Acquisitions

Retention Challenges in Mergers and Acquisitions

Understanding Deal Incentives

Understanding Deal Incentives

Prepare Compensation Programs in Advance for M&A

Prepare Compensation Programs in Advance for M&A

Executive Compensation Actions You Should Be Taking Now To Prepare for a Merger

Executive Compensation Actions You Should Be Taking Now To Prepare for a Merger

Changing Trends in Director Equity Grants

Changing Trends in Director Equity Grants

Ensuring Transparent Director Pay

Ensuring Transparent Director Pay

Director Pay: Simplifying Practices

Director Pay: Simplifying Practices

Exploring Retainers in Director Pay

Exploring Retainers in Director Pay

Rewarding Oversight: Exploring Board Member Compensation

Rewarding Oversight: Exploring Board Member Compensation

Navigating the Changing Executive Compensation Landscape

Navigating the Changing Executive Compensation Landscape

When Should You Consider Using TSR as an Absolute Metric

When Should You Consider Using TSR as an Absolute Metric

Common Challenges with TSR

Common Challenges with TSR

Positive Aspects of Using TSR

Positive Aspects of Using TSR

The Industries Using TSR the Most

The Industries Using TSR the Most

Evaluating Total Shareholder Return as a Long-Term Incentive Metric

Evaluating Total Shareholder Return as a Long-Term Incentive Metric

Do You Need to go Beyond the SEC Clawback Requirements

Do You Need to go Beyond the SEC Clawback Requirements

How the Clawback Rules Could Affect Metrics

How the Clawback Rules Could Affect Metrics

The Impact of SEC Clawback Rules on Stock Options

The Impact of SEC Clawback Rules on Stock Options

Should the SEC Clawback Policy Impact Compensation Design

Should the SEC Clawback Policy Impact Compensation Design

Potential Unforeseen Influence of the New Clawback Rules on Compensation Design

Potential Unforeseen Influence of the New Clawback Rules on Compensation Design

Why Incumbent CEOs Need to Plan Ahead

Why Incumbent CEOs Need to Plan Ahead

When a CEO Transitions to Executive Chair

When a CEO Transitions to Executive Chair

Potential New Roles for an Outgoing CEO

Potential New Roles for an Outgoing CEO

The Link Between Executive Compensation and CEO Succession

The Link Between Executive Compensation and CEO Succession

How Should Compensation Decisions Be Managed During CEO Transitions?

How Should Compensation Decisions Be Managed During CEO Transitions?

Disclosing Shareholder Engagement

Disclosing Shareholder Engagement

What to do with Shareholder Feedback

What to do with Shareholder Feedback

The Benefits of Engaging with Shareholders

The Benefits of Engaging with Shareholders

What is Shareholder Engagement?

What is Shareholder Engagement?

Engaging for Excellence: How Shareholder Dialogue Transforms Executive Compensation

Engaging for Excellence: How Shareholder Dialogue Transforms Executive Compensation

Hiring a CEO Externally with Virginia Rhodes

Hiring a CEO Externally with Virginia Rhodes

Big Awards for New CEOs with Dan Kaufman

Big Awards for New CEOs with Dan Kaufman

Dealing with an Unexpected CEO Transition

Dealing with an Unexpected CEO Transition

The Importance of a CEO Succession Plan

The Importance of a CEO Succession Plan

Your CEO Is Going To Leave at Some Point. Are You Ready?

Your CEO Is Going To Leave at Some Point. Are You Ready?

What’s on the regulatory horizon

What’s on the regulatory horizon

The SEC’s 10b5-1 rules

The SEC’s 10b5-1 rules

The “less is more” trend in PVP disclosures

The “less is more” trend in PVP disclosures

Understanding the SEC’s pay versus performance disclosures

Understanding the SEC’s pay versus performance disclosures

Clawbacks, Performance Disclosure and 10b5-1: Where Do We Go From Here?

Clawbacks, Performance Disclosure and 10b5-1: Where Do We Go From Here?

Is it ever right to make modifications to long term rewards

Is it ever right to make modifications to long term rewards

Making adjustments to compensation metrics

Making adjustments to compensation metrics

How companies should think about metrics in uncertain times

How companies should think about metrics in uncertain times

How to think about compensation during uncertain economic times

How to think about compensation during uncertain economic times

Navigating Economic Turbulence: Executive Compensation and Business Uncertainty

Navigating Economic Turbulence: Executive Compensation and Business Uncertainty

How To Think About Optics Around Challenging Disclosures

How To Think About Optics Around Challenging Disclosures

The Value of an Annual Calendar for Compensation Decision-Making

The Value of an Annual Calendar for Compensation Decision-Making

How Business Strategy Impacts Compensation Decision-Making

How Business Strategy Impacts Compensation Decision-Making

Executive Compensation Decision-Making: Why You Need Best Practices

Executive Compensation Decision-Making: Why You Need Best Practices

Best Practices Around Executive Compensation Decision-Making

Best Practices Around Executive Compensation Decision-Making

The Impact of New Regulations and Disclosures

The Impact of New Regulations and Disclosures

New Competition Between Finance and Tech for Talent?

New Competition Between Finance and Tech for Talent?

How Companies Are Reacting to New Pay Disclosures Right Now

How Companies Are Reacting to New Pay Disclosures Right Now

Firms Are Moving Across the Country — What’s the Impact?

Firms Are Moving Across the Country — What’s the Impact?

Current Themes and Major Shifts in How Finance and Technology Think About Talent

Current Themes and Major Shifts in How Finance and Technology Think About Talent

Disclosing Pay-vs-Performance: 4 Key Considerations

Disclosing Pay-vs-Performance: 4 Key Considerations

Drafting Your First Pay-vs-Performance Disclosure

Drafting Your First Pay-vs-Performance Disclosure

How Are Companies Disclosing Pay-vs-Performance?

How Are Companies Disclosing Pay-vs-Performance?

The Rationale for Pay-vs-Performance Disclosures

The Rationale for Pay-vs-Performance Disclosures

Pay Versus Performance Disclosures: A Guide to Getting Started on Short Notice

Pay Versus Performance Disclosures: A Guide to Getting Started on Short Notice

To Each Their Own: Compensation Philosophy

To Each Their Own: Compensation Philosophy

Understanding Key Volatility Drivers

Understanding Key Volatility Drivers

Interpreting Market Data

Interpreting Market Data

Best Practice: Benchmarking is Process-Driven

Best Practice: Benchmarking is Process-Driven

Market Data in Context

Market Data in Context

Long-term Performance Goals: Financial vs. Relative

Long-term Performance Goals: Financial vs. Relative

The Long-term Goal Setting Process

The Long-term Goal Setting Process

Challenges Inherent in 3-Year Performance Plans

Challenges Inherent in 3-Year Performance Plans

Determining Payout with Relative Performance Metrics

Determining Payout with Relative Performance Metrics

Setting Performance Goals for Long-Term Incentive Plans

Setting Performance Goals for Long-Term Incentive Plans

2022 About Us MCP Video

2022 About Us MCP Video

2022 Careers MCP Video

2022 Careers MCP Video

Resilient Executive Incentive Plan Strategies

Resilient Executive Incentive Plan Strategies

SEC Final Rule on Pay Versus Performance Disclosure

SEC Final Rule on Pay Versus Performance Disclosure

Reorienting Executive Teams for Long Term Value

Reorienting Executive Teams for Long Term Value

Compensation is a Business Tool

Compensation is a Business Tool

What’s Behind Today’s Executive Comp Challenges

What’s Behind Today’s Executive Comp Challenges

Changing the Executive Compensation Paradigm

Changing the Executive Compensation Paradigm

But Did You Create Value? Opportunities for Innovation in Executive Compensation

But Did You Create Value? Opportunities for Innovation in Executive Compensation

The Purpose of a Benchmarking Peer Group

The Purpose of a Benchmarking Peer Group

Compensation Planning for a Company Spin-off

Compensation Planning for a Company Spin-off

Pay Philosophy: The Spin-off First Step

Pay Philosophy: The Spin-off First Step

Customizing Compensation for Spin-off Companies

Customizing Compensation for Spin-off Companies

Compensation Planning for Spin-Offs: A Three-Phased Approach

Compensation Planning for Spin-Offs: A Three-Phased Approach

Aligning Performance Metrics with Business Goals

Aligning Performance Metrics with Business Goals

Aligning Pay and Performance in CD&A Disclosures

Aligning Pay and Performance in CD&A Disclosures

The Best Practices That Are Missing From Your Proxy CD&A

The Best Practices That Are Missing From Your Proxy CD&A

Attracting top talent with equity choice programs

Attracting top talent with equity choice programs

How employees benefit from equity choice programs

How employees benefit from equity choice programs

Including the c suite in equity choice programs

Including the c suite in equity choice programs

Designing an equity choice program

Designing an equity choice program

Equity Incentives: Should You Give Your Executives a Choice?

Equity Incentives: Should You Give Your Executives a Choice?

Compensating Directors for High-demand Skills

Compensating Directors for High-demand Skills

Board Committee Roles and Responsibilities

Board Committee Roles and Responsibilities

Trends in Director Compensation

Trends in Director Compensation

Evaluating Market Competitiveness of Director Pay

Evaluating Market Competitiveness of Director Pay

Structuring Director Compensation Programs

Structuring Director Compensation Programs

The CEO Compensation Design Process

The CEO Compensation Design Process

Making Data Driven CEO Compensation Decisions

Making Data Driven CEO Compensation Decisions

Effective and Successful CEO Compensation Outcomes

Effective and Successful CEO Compensation Outcomes

Who Is Responsible for Deciding CEO Pay

Who Is Responsible for Deciding CEO Pay

Establishing Compensation for CEOs

Establishing Compensation for CEOs

Uncertainty & Incentive Design: Should Companies Adjust Last Year’s Incentive Plan

Uncertainty & Incentive Design: Should Companies Adjust Last Year’s Incentive Plan

Uncertainty & Incentive Design: External Perceptions of LTI Plan Adjustments

Uncertainty & Incentive Design: External Perceptions of LTI Plan Adjustments

Uncertainty & Incentive Design: Why Every Company Should Consider Using Discretion

Uncertainty & Incentive Design: Why Every Company Should Consider Using Discretion

Uncertainty & Incentive Design: How To Build a Flexible Annual Incentive Plan

Uncertainty & Incentive Design: How To Build a Flexible Annual Incentive Plan

Incentive Plan Design for a Volatile Economy

Incentive Plan Design for a Volatile Economy

Perspectives on One-Time Special Executive Awards

Perspectives on One-Time Special Executive Awards

Meridian Compensation Partners Ad

Meridian Compensation Partners Ad

Meridian Compensation Partners About Us Video

Meridian Compensation Partners About Us Video

Taking Inventory of Your Clawback Program

Taking Inventory of Your Clawback Program

Finalizing 2015’s Dodd Frank Regulations

Finalizing 2015’s Dodd Frank Regulations

Clawback Regulations from SOX to Dodd Frank

Clawback Regulations from SOX to Dodd Frank

Special Awards in Executive Compensation

Special Awards in Executive Compensation

Finalization of the 2010 Dodd-Frank Executive Compensation Rules feat. Robert Romanchek

Finalization of the 2010 Dodd-Frank Executive Compensation Rules feat. Robert Romanchek

Top Pay for Top Performance in Executive Compensation

Top Pay for Top Performance in Executive Compensation

Communicating Rationale for Special Awards

Communicating Rationale for Special Awards

How Special Awards Impact Say on Pay Votes

How Special Awards Impact Say on Pay Votes

What are Special Awards for Executives

What are Special Awards for Executives

Designing Resilient Incentive Programs

Designing Resilient Incentive Programs

Clawback Provisions to Review and Revise

Clawback Provisions to Review and Revise

Misconduct that can Trigger Clawbacks

Misconduct that can Trigger Clawbacks

Dodd Frank and SEC Guidelines on Clawbacks

Dodd Frank and SEC Guidelines on Clawbacks

Reasons to Revisit Clawback Policies

Reasons to Revisit Clawback Policies

Why Your Clawback Policy Needs a Review with Annette Leckie, Partner, Meridian Compensation Partners

Why Your Clawback Policy Needs a Review with Annette Leckie, Partner, Meridian Compensation Partners

Decline of Stock Options in Incentive Programs

Decline of Stock Options in Incentive Programs

Balancing Short- and Long-Term Incentives

Balancing Short- and Long-Term Incentives

Transparency and Accountability in Proxy Statements

Transparency and Accountability in Proxy Statements

Creative Approaches to 3-Year Plans

Creative Approaches to 3-Year Plans

Tailoring Executive Compensation Plans for Your Unique Business

Tailoring Executive Compensation Plans for Your Unique Business

Overseeing Complex Compensation Issues

Overseeing Complex Compensation Issues

Growing Popularity of ESG Metrics

Growing Popularity of ESG Metrics

Committees Responsible for ESG Compensation

Committees Responsible for ESG Compensation

New Priorities for Compensation Committees

New Priorities for Compensation Committees

Should ESG Metrics Be Included in Incentive Plans?

Should ESG Metrics Be Included in Incentive Plans?

Executive Compensation: Staying Focused on the Essentials feat. Jamie McGough

Executive Compensation: Staying Focused on the Essentials feat. Jamie McGough

Understanding Performance Measurement in Executive Compensation feat. Andrew McElheran

Understanding Performance Measurement in Executive Compensation feat. Andrew McElheran

Compensating for ESG: Challenges and Considerations

Compensating for ESG: Challenges and Considerations

Expansion of Compensation Committee Oversight feat. Christina Medland and Matthew Isakson

Expansion of Compensation Committee Oversight feat. Christina Medland and Matthew Isakson

Using Discretion Effectively in your Annual Incentive Plan

Using Discretion Effectively in your Annual Incentive Plan

How to Prepare Your Executive Compensation Plans for Going Public

How to Prepare Your Executive Compensation Plans for Going Public

Advice for Companies Considering Going Public

Advice for Companies Considering Going Public

Compensation Issues to Consider When Going Public

Compensation Issues to Consider When Going Public

Understanding SPAC Mergers & IPO in Relation to Executive Compensation

Understanding SPAC Mergers & IPO in Relation to Executive Compensation

How discretion can be used effectively in annual incentive plans

How discretion can be used effectively in annual incentive plans

Different approaches to using discretion in your annual incentive plans

Different approaches to using discretion in your annual incentive plans

The advantages and disadvantages of using discretion in your annual incentive plan

The advantages and disadvantages of using discretion in your annual incentive plan

How companies should pick what metrics to measure in ESG

How companies should pick what metrics to measure in ESG

Why ESG metrics should be measured on a 3 year term

Why ESG metrics should be measured on a 3 year term

Why companies should consider incorporating ESG into their incentive plans

Why companies should consider incorporating ESG into their incentive plans

Meridian Compensation Partners Ad

Meridian Compensation Partners Ad