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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).
Published: December 2018 Read Article ›
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.
We’ve developed a list of six tips to keep in mind when considering how to use geographic pay differentials.
Internal sales mobility moves are on the rise, driven by factors such as career development. However, these situations can be complicated from a compensation standpoint. We provide tips for companies encountering these situations, including whether to adopt a formal mobility program.
The SEC has ramped up its scrutiny of proxy advisory firms when, earlier this month, the agency made the unusual decision to rescind the findings from two No Action Letters that were issued by SEC staff in 2004. The letters asserted that investment advisers could rely on proxy advisory firms’ maintenance of policies and procedures to alleviate potential conflicts of interest. We explain the potential implications of the latest action for the corporate governance community.
Published: September 2018 Read Article ›
While overall salary may be projected to rise in 2019, however, workers in the U.S. shouldn’t expect to bring home more in total cash compensation next year.
Across many industries, sales compensation costs are consistently rising, while quota achievement levels continue to drop. You probably ask yourself these types of questions on a frequent basis: Do I have the right sales team in place to achieve my goals? And do I have the right measurements in place to know if my sales plan is even working? Following these 10 steps will maximize the performance of your sales force.
Deciding whether to re-identify your median employee is a key question going into the second year of CEO pay ratio disclosures. We explain when the SEC requires companies to re-identify the median employee and the circumstances under which it’s not required but a good idea.
As we approach the end of the year and companies are busy preparing compensation plans for 2019, we wanted to dig a little deeper and share the year-over-year executive compensation trends among various job families across different components of pay.
Aon’s recently released 2018 Hot Topics in Executive Compensation survey provides executive compensation professionals a pulse on what’s on the mind of other professionals in the field so you do not feel like you’re on an island.
The outlook for the UK life sciences sector is optimistic with aggressive hiring and employee turnover on the rise. This is causing firms to reinforce their efforts to retain top performers. We explain the talent and rewards strategies companies should think about.
Our recent work with a pharmaceutical client to quantify the impact of their health and wellness programs on performance is an example of the valuable insights people analytics can uncover. We explain our process and key takeaways in this new case study.
New guidance from the IRS on the tax bill’s treatment of 162(m) delves into the identification of covered employees, operation of the grandfather rule and modification of a written contract. Our new alert goes into detail on the application of these changes.