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Ensuring Pay for Performance in a Say on Pay Environment

Topic:
Ensuring Pay for Performance in a Say on Pay Environment
Date:
June 12, 2012 at 3:00 - 4:00 PM ET
Presenters:
Aubrey Bout, Partner(Pay Governance LLC)
Brian Lane, Consultant(Pay Governance LLC)
webcastImgVirtual
Description
The SEC's mandate of non-binding, shareholder “Say on Pay” votes in 2011 has ushered the executive compensation world into a new era. Shareholders now have a more prominent medium to voice approval or concerns. Proxy advisors like ISS and Glass Lewis have become more empowered than ever before, compensation designs are being carefully revisited, proxy disclosure enhanced, and the incessant debate about pay and performance alignment has been amplified. With the majority of shareholders voting for annual Say on Pay votes, the obstacles new to Compensation Committees and HR Management teams for the 2012 proxy seasons are becoming constant considerations.

The good news is that there are a number of lessons to take away from the 2011 and 2012 proxy seasons and use to inform our compensation programs and disclosures moving forward. For example:

•       What concepts mattered most to shareholders when casting their votes?
•       How much impact do proxy advisors really have on Say on Pay votes?
•       What is the best way to tangibly demonstrate pay and performance alignment to shareholders?

We expand our discussion of the ever-important concept of paying for performance at the executive level. Which we begin by defining “Realizable Pay” and how it is being used more prominently in pay program analyses and public disclosure. Using realizable pay, in our research and client studies, we have found (i) that it is the superior pay metric to use in measuring pay alignment to performance and (ii) there is in fact pay for performance at the executive level, despite what many pay critics say.

Building on the discussion of pay for performance, we provide an update of the proxy advisor (ISS and Glass Lewis) perspective on the subject. And take participants through an actual case study conducted for one of our clients, a Fortune 250 company.

We close with practical considerations for HR professionals with respect to navigating the new Say on Pay environment.

Who Should Participate
Any HR professional, particularly those with interest or responsibilities in the executive compensation arena. In today’s Say on Pay environment it is critical that all HR professionals have a high-level understanding of executive compensation and how pay and performance are aligned.
What You Will Learn
• Key lessons from the 2011 and 2012 proxy seasons with respect to Say on Pay • What is realizable pay? And how to use it to assess pay and performance alignment • Details of the new for 2012 ISS pay for performance tests • Practical Say on Pay and pay for performance considerations going forward
Recommended Resources
• Background reading: http://www.paygovernance.com/inTheNews.php • Public proxy filings of your peer companies and industry comparators • Proxy advisor websites and white papers
Communities
Compensation
Compensation Trends
Incentives Measurement, Reporting and Analysis
Compensation Measurement, Reporting and Analysis
Executive compensation
Presented by
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Aubrey Bout
Pay Governance LLC

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Brian Lane
Pay Governance LLC

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Event Sponsors
Pay Governance LLC
Pay Governance LLC is an independent firm that serves as a trusted advisor on executive compensation matters.
File List
Feedback
Name Comment Rating
Image of Phillip Holt Phillip Holt
Unemployed
5 / 5
Excellent Presentation
Image of Adrian Narayanan Adrian Narayanan
Verizon Wireless
3 / 5
Good Presentation
5 / 5
Excellent Presentation
5 / 5
Excellent Presentation
Image of Catherine Rooney Catherine Rooney
Navistar, Inc.
3 / 5
Good Presentation
Image of Suzanne Jenniges Suzanne Jenniges
Global EDGE, LLC
4 / 5
Very Good Presentation
3 / 5
Good Presentation
3 / 5
Good Presentation
Image of Ludovick Chong Ludovick Chong
Rocky Mountain Equipment
4 / 5
Very Good Presentation
Image of Carly Hoszkiewicz Carly Hoszkiewicz
Okemo Mountain Resort
3 / 5
Good Presentation
Image of michael hollister michael hollister
United Blood Services
3 / 5
Good Presentation
4 / 5
Very Good Presentation
Image of Kathrine Marlow Kathrine Marlow
Oracle Corporation
5 / 5
Excellent Presentation
4 / 5
Very Good Presentation
Image of Dalene Crowder Dalene Crowder
Verizon Telecom
4 / 5
Very Good Presentation
Image of Audrey (Arroyo) Dugas Audrey (Arroyo) Dugas
Ultimate Software
3 / 5
Good Presentation
Image of Leon Audain-Jacobs Leon Audain-Jacobs
D's Audio Visual Solutions
4 / 5
Very Good Presentation
Image of LaToya Massey LaToya Massey
RealPage, Inc.
5 / 5
Excellent Presentation
Image of Ericka Browne, SPHR-CA, GPHR Ericka Browne, SPHR-CA, GPHR
Blue Water Thermal Solutions
4 / 5
Very Good Presentation
4 / 5
Very Good Presentation
Image of Angela Robinson Angela Robinson
Laurus Strategies
5 / 5
Excellent Presentation
Image of Michelle Roth Michelle Roth
Unemployed
4 / 5
Very Good Presentation
Image of Alethea Arnold Alethea Arnold
Wacker Siltronic Corp
4 / 5
Very Good Presentation
I had a bit of trouble following as I don't work with this level of compensation. I was not familiar with some of the terms. I'm sure it was a good presentation for those with better understanding and more experience in this area. 3 / 5
Good Presentation
Image of Donald Sabathier Donald Sabathier
Sabathier & Associates
I heard these Speakers on a previous occasion and they are excellent. 5 / 5
Excellent Presentation
More on updates from ISS and Glass Lewis. 5 / 5
Excellent Presentation
Image of Jennifer Kurihara, CCP, PHR Jennifer Kurihara, CCP, PHR
Glidewell Dental Lab
3 / 5
Good Presentation
Image of Patricia Ward Patricia Ward
Ward Consulting
somewhat comment related to volume and clarity of sound/speech 5 / 5
Excellent Presentation
Thank you. 4 / 5
Very Good Presentation
Image of Nejha Mason Nejha Mason
Signature Flight Support
Too much on each slide. Overwhelming. 3 / 5
Good Presentation

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