Archived Webcasts and Podcasts

Performensation invites you to join Sam Reeve in a discussion on Global Pay for Performance. During this webcast you will learn the foundation systems and processes that are necessary to establish compensation and performance programs across the globe. The global expansion into markets of opportunity is a critical growth period for many firms and ensuring your talent is supported by a high performing compensation and performance program is vital. If you are already a part of a multinational company or are soon planning to reach beyond the borders, this webinar will provide you with essential knowledge that you can use in your global pay for performance planning process.

Given the uncertainty of future tax rules, limited marketability of a closely held business, and the growing number of business owners approaching retirement age, now is the time to understand how ESOPs (Employee Stock Ownership Plans) work. Come learn about the current ESOP environment from two panelists who serve hundreds of ESOP companies nationwide.

Employee Stock Ownership Plan (ESOP) Basics I. Succesion Planning Options
II. ESOP Overview

• A. What is an ESOP?
• B. Why ESOP?
• C. ESOP Tax Incentives and Mechanics
• D. How to implement an ESOP

III. Advanced ESOP Concepts (Optional Presentation at a future meeting)

• A. Plan Design
• B. Valuation
• C. Administration
• D. Living with an ESOP
• E. Current Transaction Environment

III. Q&A

Compensation management is one of the most critical and complex processes for a global company: Why is it critical? Not only because it represents the largest part of your company’s total costs, but more importantly because it is one of your company’s most effective tools to drive its human capital. Why is it complex?

Because local markets vary in terms of talent expectations, pay practices and local regulations, not to mention issues of language, currencies, and culture. To get local buy-in while retaining control and meeting business objectives requires a compensation management system that provides a consistent framework, but with flexibility to adapt to local needs.

This webcast will educate you on the challenges, pitfalls, and benefits of implementing an automated global platform for compensation management, whether it be for salary reviews, performance calibration, short term incentive plans, long term incentive plans, sales commissions, royalty sharing, channel compensation, or any combination of these. It will help prepare you to deliver value to the business by implementing a solution that uses compensation effectively to drive performance across the global enterprise, while streamlining processes and eliminating the manual efforts, high costs, and risks involved with using Excel or homegrown solutions to manage compensation in a complex environment. It will draw upon the real life experiences of global companies who have met these challenges, and help you to avoid costly missteps in planning, designing and implementing such a solution.

Is your executive compensation program competitive and effective? Is your company paying its top executives (your CEO and heads of HR, Operations, Finance, Sales, Marketing and R&D)competive bases salaries, benefits, perks, bonuses and equity incentives? Find out what other private companies are paying these executives and how some of the most successful companies are using their executive compensation programs as competitive tools.This session will provide highlights from Chief Executive Group's definitive CEO and Senior Executive Compensation in Private Companies Report www.ChiefExecutive.net/comp Find out what other private companies are paying their senior executives and how they are structuring these compensation programs to be able to recruit, retain and motivate the right people and the right behaviors.

The greatest challenge in business today is that of following a principle-based path in our work and demonstrating courage in the face of constant pressure to conform or “follow the leader.” Simply put, demonstrating integrity and courage places all that we value most, (job security, family, friends and home), at personal risk. However, we have also seen the results of blind obedience in the scandals at such corporate giants as Enron, Lehman Brothers and most recently the debacle unfolding at J P Morgan Chase. The watchdogs, auditors and admired leaders were there, at the moment when decisions were made that clearly turned these companies toward the abyss. This is not to say that those of us that practice Compensation and HR influence decisions that necessarily hold the potential to topple companies, but how we choose to apply integrity and courage in our work, ultimately determines our character. This webinar is designed to help compensation and HR professionals better understand our role in the organization and how important it is for each of us take the risk and act with integrity, courage and character.

Do you ever wonder how your disability benefits plan compares with other companies? Your executives and other high earners are the backbone of your organization. With employee benefits being one of the most important factors when considering a new job, it’s important to know if your plan design is on par with other companies.

This session will reveal insights from the Employer Perspectives on Disability Benefits study*, commissioned by Massachusetts Mutual Life Insurance Company (MassMutual) and The American College and conducted by the Boston Research Group, to better understand the marketplace and help human resources professionals like you.

Many executives and highly compensated employees have a disability income gap that you can help solve. Helping employees understand the importance of insuring their ability to earn an income and helping protect key employees can help your company attract and retain quality employees.

Benchmarking Total Rewards, including Executive Benefit Programs, allows plan sponsors to determine how they are positioned within their peer group of companies. In addition to information about cash and equity plans, this benchmarking also provides peer comparisons of retirement benefits derived from corporate contributions to qualified and nonqualified plans.

Companies that know their retirement data can:

• Quantify career retirement income replacement ratios for top executives
• Compare plan designs
• Identify company contributions by source and strategy
• Determine how your retirement plan strategies compare with peers
• Provide analytical data to support:
  • Integrating executive retirement plans with the Total Rewards Strategy
  • Best Practices plan recommendations

Are you prepared for July 1st, 2012, when FREE becomes expensive? That is the date fee disclosure begins in the Retirement Plan space. Come learn how to get prepared and be proactive in communicating with your participants. 72 million Americans are about to find out that their 401k plan or 403b plan is not free. They are going to want to know how long have these fees been coming out of my plan? Who gets these fees? What do I get in return for these fees? If I am not happy, who do I complain to and what recourse do I have? Is this the best plan for our company? How did you decide on these providers? Who makes that decision? Have you looked elsewhere?

Learn from Dan Walter, one of the most respected and requested equity compensation experts around. Dan will discuss how compensation professionals are really using equity compensation to help their companies, shareholders and employees. The presentation will discuss the use of stock options, restricted stock and performance equity including trends over the past three years. It will also cover Institutional Shareholder Services, "problematic pay practices,", the use of data to create misleading statistics and overall best practices in the use of equity as a compensation tool. This presentation is designed to open a window into the complex world of equity compensation and help prepare compensation professionals to navigate the swirling waters of these essential, but often misused and mistrusted compensation instruments.

A successful sales compensation program motivates your organization and drives performance toward your most important business objectives. However, the sales compensation plan doesn’t operate in isolation. Its success depends upon its alignment with the organization’s sales strategy and sales roles. These pressure points between the "upstream" sales roles and the "downstream" incentive plan can either enable the flow from strategy to motivation or kill a seemingly good plan. But its success depends upon several crucial pressure points – alignment with the organization's sales strategy and sales roles. In this session, Mark Donnolo discusses these pressure points – the top issues companies face with incentive plan alignment – and approaches to apply the right practices to your business.