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The New World of Deferred Compensation: From Unmanageable to Compliant

Topic:
The New World of Deferred Compensation: From Unmanageable to Compliant
Date:
June 6, 2013 at 1:00 - 2:00 PM ET
Presenters:
Joe Kaddis, General Manager(beqom )
Didier Katz, Head of Customer Success(beqom )
webcastImgVirtual
Description
Why is management of deferred compensation critical for financial services companies? And how can those responsible for managing the administration of executive compensation dealing with a process that is becoming ever more regulated and complex?

Since the financial crisis of 2008, more and more financial services companies are looking to reduce risk, and comply with new compensation regulations, by making use of deferred compensation, such as deferral of bonuses and long term incentives.

Regulations have been in place in Europe, with new ones coming, for a number of years based on the Basel Accords and European Banking Authority guidelines.

The US Federal Reserve has said that it would implement substantially all of the Basel III rules for US financial institutions. These rules seek to reduce risk by using deferred compensation to provide incentives that support long term financial health, not just short term gain. Industry leaders like Morgan Stanley are not waiting for the new regulations and in 2012 deferred all bonuses for employees making over $350K a year.
Having the right software to support these evolving regulations is critical. The reality is that most home grown and packaged compensation systems were not designed to handle this complexity. These kinds of requirements mean a spaghetti-like tangle of complex and varied compensation schemes that serve large populations of employees where bonus payments – whether they be cash, deferred cash, grants, stocks, bonds, or other incentives – are conditional based on the multi-year performance of the individual, the division, the bank and the market over a 3 to 5 year period. For audit purposes, all calculations and changes need to be recorded and traceable and a complex matrix of approvals are required. And, reporting is needed, with details on the amounts accrued and paid, for employees, the board, shareholders and auditors. Constant cost simulations and modeling of these different deferral scenarios, by both time period and population, are a must.

Lastly, since the regulations are still evolving, having a solution that allows you to quickly and easily change compensation plans is paramount.

This session will look at what is needed in terms of a system to handle the sophisticated compensation requirements of financial institutions – not only deferred compensation but other factors like clawbacks, retroactive processing, and constantly evolving product families and incentive strategies, in a way that is transparent and compliant, while at the same time addressing the needs of the business to provide incentive compensation that is effective and can quickly adapt to rapidly changing market requirements. It will draw upon the experiences of some financial institutions who are using new technology to manage deferred compensation effectively.
Who Should Participate
  • Compensation Managers/Directors/VPs
  • Executive Compensation Managers/Directors/VPs
  • VP of HR
What You Will Learn
Please join us as you will learn the following:
  • Why is deferred compensation becoming ever more critical and complex?M.li>
  • What is needed in terms of a system to manage executive/deferred compensation in an effective and compliant way?
  • What are some other financial institutions doing to manage deferred compensation?
Recommended Resources
  • info-usa@excentive.com
  • www.excentive.com
Communities
Compensation
Compensation Trends
Incentives Measurement, Reporting and Analysis
Compensation Measurement, Reporting and Analysis
Compensation Planning and Management
Compensation Modeling and Forecasting
ECS - Enterprise Compensation Solutions
Executive compensation
Board of Directors Pay
Incentives Planning and Management
Compliance in Compensation Management
Stock Planning and Administration
Executive Compensation Management
Presented by
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Joe Kaddis
beqom

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Didier Katz
beqom

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Event Sponsors
beqom
beqom covers any part of Total Compensation Management. On the Sales side, it includes Sales Performance and Incentive Management. On the HR side, it includes Employee Performance, Salary Review, Bonus, Long-Term Incentives and Recognition.
File List
Feedback
Name Comment Rating
4 / 5
Very Good Presentation
Image of Mizan Rahman Mizan Rahman
Medxl Inc
4 / 5
Very Good Presentation
Image of Lisa Paul Lisa Paul
Grand Station Hotel & Casino
5 / 5
Excellent Presentation
Image of Alex Hall Alex Hall
curo compensation
2 / 5
Poor Presentation
Image of Amanda Delgado Amanda Delgado
Hercules Offshore, Inc.
4 / 5
Very Good Presentation
Image of Michael Strand Michael Strand
HR Dynamics, Inc.
4 / 5
Very Good Presentation
Image of Pik-Kam So Pik-Kam So
Imageon Consulting
4 / 5
Very Good Presentation
3 / 5
Good Presentation
Image of Kimberly McLean Kimberly McLean
URS Corporation
3 / 5
Good Presentation
3 / 5
Good Presentation
Image of Mark Avallone Mark Avallone
HR Management Association of Chicago
2 / 5
Poor Presentation
Image of Laszlo Cser Laszlo Cser
CE HR Solutions Ltd.
4 / 5
Very Good Presentation
Image of Danielle Roebuck Danielle Roebuck
Systems Electronics, Inc.
5 / 5
Excellent Presentation
Image of Alice Johannen Alice Johannen
Charles River Laboratories
4 / 5
Very Good Presentation
5 / 5
Excellent Presentation
Image of Sheri Fitzjarrald, SPHR Sheri Fitzjarrald, SPHR
Cengage Learning
3 / 5
Good Presentation
Image of Kimberly Jones Kimberly Jones
Peoplefluent
4 / 5
Very Good Presentation
Image of Elizabeth Sam Elizabeth Sam
HP Pelzer, North America
3 / 5
Good Presentation
Image of Cassandra Sailes Cassandra Sailes
Fuller and Thaler
2 / 5
Poor Presentation
Image of Daniel O'Connor Daniel O'Connor
Munroe Regional Medical Center
3 / 5
Good Presentation
Image of Rachel Wong Rachel Wong
AB SCIEX Canada
5 / 5
Excellent Presentation
Image of Catherine Palmer Catherine Palmer
Hamilton Beach Brands
3 / 5
Good Presentation
Image of Rochelle Benjamin Rochelle Benjamin
Esurance Inc.
5 / 5
Excellent Presentation
Image of Sarah Garcia-Moehn Sarah Garcia-Moehn
Sandoval County
3 / 5
Good Presentation
Image of Patricia Pei Patricia Pei
Inova Health Systems
3 / 5
Good Presentation
Image of Melonie Bully-Chambers Melonie Bully-Chambers
Florida Foreclosure Law Group
3 / 5
Good Presentation
3 / 5
Good Presentation
Image of Laura Samaniego Laura Samaniego
California Commercial Asphalt
3 / 5
Good Presentation
Image of Vicki Costello Vicki Costello
University Of South Florida Physician Group
4 / 5
Very Good Presentation
Image of Nancy Siu Har Li Nancy Siu Har Li
Bank Of Communications
5 / 5
Excellent Presentation
Image of Christine DeVere Christine DeVere
Mission Support Alliance, LLC
4 / 5
Very Good Presentation
Image of Lisa Gould-Fadaie Lisa Gould-Fadaie
The Boeing Company
3 / 5
Good Presentation
Image of Julian Quelch Julian Quelch
Fimi Wireless
4 / 5
Very Good Presentation
Image of Diane Gainey Diane Gainey
Deere & Company
3 / 5
Good Presentation
4 / 5
Very Good Presentation
Image of Sue Martin Sue Martin
Furniture Brands International
3 / 5
Good Presentation
Image of Suyen Lee Suyen Lee
Finit Solutions
I was hoping to see how to compliant on deferred compensation but I found almost 90+% of this webcast to me an introduction about the vendor and product they sell. 2 / 5
Poor Presentation
Image of Amanda Bearden Amanda Bearden
Freeman Health System
More about deferred comp and a little less about their program/software. 3 / 5
Good Presentation
Image of Jeff Roberts Jeff Roberts
ADP, Inc.
Presentation was mostly a sales pitch. Would prefer that it was more impartial. 2 / 5
Poor Presentation
Image of Donald Sabathier Donald Sabathier
Sabathier & Associates
Seemed to be more of a demo than a technical presentation. 4 / 5
Very Good Presentation
Image of Laurie Hayden, PHR Laurie Hayden, PHR
The Dutch Group
Thank you for all the good information 3 / 5
Good Presentation
This presentation was nothing more than a commerical for selling the company's services/solutions. 2 / 5
Poor Presentation
Image of Catalina Hart, MBA Catalina Hart, MBA
Looking for a Great NEW Company
Try to explain in more details some of the items. Some very talked about very quickly and thus shorten the duration of the broadcast.. It was supposed to be 60 minutes not 40 min broadcast. Other than that I appreciate their effort. 3 / 5
Good Presentation

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