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Assessing and understanding employee mobility within a business is essential for unlocking insights into your workforce and organizational structure. We outline our latest research on employee mobility in the technology sector to illustrate how this analysis can benefit all companies.
Published: February 2019 Read Article ›
As part of their annual shareholder engagement, State Street and BlackRock are urging boards to do more in overseeing corporate culture; this vision would greatly expand the traditional role of boards and continue to elevate ESG issues.
With a robust startup market across Asia, it’s never too early to think about your workforce infrastructure and how it is expected to evolve as your organization matures. When designing a sustainable rewards program there are six key topics to consider, which this article examines in detail.
Published: January 2019 Read Article ›
The SEC finalized a long-awaited hedging rule from the Dodd-Frank Act in December 2018. The rule requires disclosure of companies’ anti-hedging policies for all employees. We explain how companies need to comply.
HR professionals need to know how their company’s sales quotas shape the employee value proposition and contribute to competitive earnings and cost-of-sale measures. By becoming more involved in the quota-setting process, HR leaders will help better position the company against the headwinds of high turnover and a tightening talent pool.
Companies that want to build or maintain competitive pay structures must have access to the right data and tools. But rapidly changing job roles in the era of digital disruption are prompting many companies to revisit their job evaluation system.
The IRS recently released guidance about the applicability of a provision in the 2017 tax bill that could benefit employees at private companies who receive equity awards. The guidance specifies the conditions for employees to be eligible for tax relief and the responsibilities of private companies.
Salaries for newly hired mid-level professionals at technology companies are higher, on average, compared to incumbent employees. This raises concerns about retaining talent and unintentionally creating, or worsening, internal pay equity gaps.
ISS has clarified how it will implement changes to its Equity Plan Scorecard and released updated burn rate tables. The changes could make it harder for some companies to win approval for new shares or receive approval for as many shares as in the past.
The roles of Chief Analytics Officer and Chief Data Officer have emerged as key roles at today’s leading organizations. We’ll break down pay trends we’re seeing for these emerging roles using Aon's TCM database.
A significant number of investment managers have pledged support for new industry-specific environmental, social and governance reporting standards for public companies that were recently published by the Sustainability Accounting Standards Board. At a minimum, a company should be conversant in the SASB standards for its industry and assess to what extent it believes the standards are relevant to the company.
Published: December 2018 Read Article ›
So much has happened in 2018 – have you taken the time to sit back and reflect? As the year winds down, we’ve compiled this list of the top rewards-related articles your peers have been reading so you can dive in and catch up (if you haven’t already).
If you’re not careful, you might wind up spending so much time pulling data from multiple sources and crunching numbers that you don’t have the time to step back and think strategically about your executive compensation plans.
As companies begin to develop incentive plan performance targets and ranges for the next cycle, it is important to recognize that aligning incentive plan payouts with a range of performance measures requires extensive and thoughtful analysis.
Similar to prior years, ISS has provided clarification regarding several of its compensation-related policies through a supplemental FAQ document. The FAQs address several important compensation policies, which we summarize in this alert.
Published: November 2018 Read Article ›
Aon's 2018 Global Cyber Security Talent Survey sheds light on the latest trends and insights impacting the hiring of cyber security talent around the world.
Despite potential drawbacks, some companies have expressed an interest in adopting mandatory holding periods for their employee stock purchase plan because it gives them the ability to apply a discount for illiquidity to the fair value of the ESPP. We explain how to estimate the fair value for an ESPP with a mandatory holding period.
The principles around gender pay equity sound basic: men and women should receive the same amount of pay for equal or similar work. However, when examining the California Fair Pay Act— one of many pieces of equal pay legislation that has swept the globe— it turns out that the implementation of this idea is anything but simple.
Employee Stock Purchase Plans are gaining in popularity, however, the valuation techniques used to derive accounting fair values can be complex and often misunderstood. Fortunately, with a better understanding of the valuation mechanics, there are ways to more accurately value ESPPs that also reduce the expense.
The CEO pay ratio rule allows three types of employee exemptions from calculating the pay of the median employee. With the first year of disclosures mostly behind us, we take a close look at how these exemptions were used and whether they proved beneficial for companies.
Companies’ Employee Stock Purchase Plans can have myriad structures and features. The fair value of an ESPP depends on both the structure of the plan and the economic assumptions used in the valuation model. We explain how to get started calculating the fair value of your ESPP.
Variable pay plans continue to be a critical component of many organizations’ total rewards package as traditional merit increase budgets remain at record low levels.
Even while declining in popularity, car allowance plans for sales employees are still a majority practice in many markets. We examine the latest trends in plan prevalence and eligibility using Radford Global Sales Survey data and offer tips for technology and life sciences companies reconsidering their car policies.
ISS' newly released draft policy updates for 2019 would swap GAAP metrics for EVA and adopt a voting standard around board diversity. Glass Lewis’ final policies are extensive in both compensation and corporate governance topics. We explain what the updates entail.
The elimination of 162(m) in the tax bill provides an opening for a new era in long-term incentive metrics. We analyze the direction incentive metrics are headed and what companies in different technology industries should think about with an eye toward the future.
It’s more crucial than ever to understand how to attract and retain non-exempt and hourly workers for the busy holiday season and beyond using micro-market pay data.
With an increased focus both internally and externally on pay for performance, we examine how companies with different performance ratings systems are optimizing their merit budget.
Published: October 2018 Read Article ›
Here are seven key findings from the study that will help as you build or evolve your own company’s global mobility strategy and policies.
Companies experiencing high growth need to engage in smart workforce planning and examine their compensation philosophy, culture and employee experience to stay competitive. We highlight important ways emerging growth biotech companies are taking these steps.
At most companies, Fall is the start of compensation planning season. To help you prepare, Radford has developed a quick checklist for keeping your pay programs up to date.