A global leader in the life sciences industry turned to Aon to use total rewards as a differentiator when competing for talent with traditional technology companies.
Published: December 2019
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ISS is allowing companies to submit their self-selected peer groups for consideration until December 6, 2019. The proxy advisory firm will take into account a company's own peer selection in developing its pay-for-performance peer group. Separately, ISS has finalized its policy voting guidelines for 2020 for U.S.-based companies.
Published: November 2019
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This article, first published in WorldatWork’s Workspan magazine, dives into the complexities around the issue of pay equity and how organizations can move toward more transparency.
The SEC has continued its focus this year on the activities and influence that proxy advisory firms have on the proxy voting process. On November 5, 2019, the SEC approved, by a 3-2 party-line vote, proposed rules to regulate proxy advisory firms. In this article, we describe how the new rules would impact issuers and clients.
Compensation professionals spend a significant amount of time ensuring pay is competitively set, but relatively little ensuring job titles are properly aligned. We examine the prevalence of various titles across organizational levels and reporting relationships to provide a better understanding of how to utilize this data to ensure your titles — and not just your pay — are competitively aligned.
As Germany becomes a bigger destination for technology talent, it has become more important for compensation professionals to take a nuanced look at fast-moving pay trends in the country.
A new rating has been added to ISS’ proxy reports that’s focused on climate awareness. In this article, we highlight key components of the scorecard and its impact for issuers.
Published: October 2019
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To proactively address pay equity issues, firms across industries must move beyond treating it as a one-time audit exercise and instead manage risks on an ongoing basis.
An estimated 1.3 million U.S. workers will be eligible for overtime pay as of January 1, 2020, but the effect within organizations varies by industry, job function and role. Here’s a deeper look at how companies will be affected and questions for companies to think about when complying with the new rule.
ISS is proposing changes to its U.S. policies on problematic governance structures, independent board chair proposals and share buybacks. Here’s a summary of potential implications for U.S.-listed companies.
Demand for digital jobs is high, and e-commerce companies are paying a premium for key roles. In this article, we examine compensation levels for software engineers at internet and e-commerce companies compared to software companies and provide advice for how to use survey data to create compelling rewards packages.
Assessing the skills of your sales force should be a top priority for HR and sales leaders, but too often we see this process neglected with a focus on sales quotas and growth above matching the right talent with the right jobs. In this article, we discuss how to get set up with an effective talent assessment process.
The CEO pay ratio rule in the U.K. allows companies to choose from three different methodologies. While we see a favoured approach so far, there are technical considerations to make when selecting the right one. Read our article for the latest disclosure trends and tips for complying with the new rule.
Published: September 2019
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To date, no company has won or lost vote support as a result of their pay ratio disclosures. With proxy advisory firms remaining silent on this issue so far, we don’t expect that to change.
In this article, we examine say-on-pay voting results and trends by industry as well as provide advice on steps to take to prepare for the 2020 proxy season.
Creating a workforce for the digital age involves defining new job roles and career paths. Read our case study that was published in Human Resource Executive magazine to see how we helped re-engineer a client's rewards programs to attract new talent.
The SEC recently published two sets of interpretive guidance dealing with proxy advisory firms and their use by investment advisers. The guidance addresses the voting responsibilities of investment advisers and provides clarity to the SEC’s interpretation of the proxy solicitation rules as they relate to the voting guidance provided by proxy advisory firms.
According to new data from Aon’s 2019-2020 U.S. Salary Increase Survey, companies across industries are expected to award the largest bonuses, on average, in four decades.
Glass Lewis announced it is replacing Equilar with CGLytics as its provider of pay data used to evaluate peer groups and pay-for-performance alignment. Changes go into effect January 1, 2020.
Published: August 2019
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There is some evidence that the growth of the CHRO role is being reflected in pay, but a lot of the changes are primarily occurring in larger companies.
More companies are disclosing realizable pay in their proxies, which can be a strategic advantage for helping investors and proxy advisors better understand your pay programs. In this article, we explain how to effectively tell your compensation story through this supplemental disclosure.
Becoming a Radford Survey participant can be beneficial in so many ways — most importantly, you will have a trusted partner for your benchmarking needs. Here’s what makes us different.
In this article, we examine the importance of the HR understanding of the individual cybersecurity functions and internal risk potential they present.
In this article, we explain how a modern job evaluation system can support agile work in the best possible way and lead to success.
ISS took the first step in its annual policy update process when the firm sent its policy survey to clients this month. Companies and investors have until August 9 to submit feedback. Questions touch on board diversity and overboarding, climate risk and pay-for-performance metrics.
Published: July 2019
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Developing competitive long-term incentive plans that evolve and scale as your life sciences company grows is a critical element of any compensation strategy, but not an easy task. We highlight five trends in the development of long-term incentive plans we’re observing.
Developing competitive long-term incentive plans that evolve and scale as your technology company grows is a critical element of any compensation strategy, but not an easy task. We highlight five trends in the development of long-term incentive plans we’re observing.
Failure to attract or retain talent was listed as a top risk in Aon’s 2019 Global Risk Management Survey. Aon’s new Organizational Risk Scorecard helps leaders mitigate this concern by providing detailed workforce-related benchmarks that can help identify potential risks or gaps to be addressed that may otherwise go unnoticed.
There are many reasons why you should be using Aon's Total Compensation Measurement® (TCM) Surveys for your benchmarking needs. Here are the top five, for starters:
With Millennials expected to comprise 75% of the workforce by 2025, employers need to rethink their total rewards programs with this generation of workers in mind. In doing so, companies must factor in career fulfilment, flexibility, performance and compensation.