Building an enduring link between executive pay and company performance

Article Abstract:

Organizations need to design pay programs that are equitable to both executives and shareholders. The Pay Paradigm approach is an effective method by which companies can test whether their executive pay programs are aligned with company performance in the future. The method compares a company's pay and performance with its peer group of companies and makes a historical and prospective analysis of the results. It is primarily based on the concept of Total Return to Shareholders over a period of time and adjusts for the gains of its peer companies.

Wage Administration, Stockholders, Compensation management

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Rabbicular Trusts: a new development in nonqualified benefit security

Article Abstract:

Executive consider employment packages by assessing the salary, the bonus and retirement benefits. The growing restrictions on the amount of benefits qualified retirement plans can pay is a challenge for executives. The increased activity of mergers and acquisitions further pose as obstacles to executives' retirement plans. Employers are reverting to unsecured nonqualified benefits. Rabbicular Trusts has evolved to provide for security arrangements for employers and executives. They attract and retain executives.

Innovations, Corporations, Retirement benefits, Deferred compensation

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Measuring the internal equity of executive pay

Article Abstract:

The internal equity ratio is a useful corporate financial tool for analyzing the basis of executive pay. It is the quotient obtained from division of the standard deviation of salaries of internal jobs by the standard deviation of salaries paid in the market. Thus, one frequent use of this tool is the comparison of the company's pay system with those of competitors. From the results, the company can decide whether to rely on internal equity or market-based data for its financial plans.

Measurement, Wages, Wages and salaries, Pay equity

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