John Neumaier and Cline Young discuss how employers can develop an executive benefits plan that fits their culture and demographics, using workforce analytics to support retention and succession objectives and drive continuous leadership performance.
1 - 10 of 28 items [Currently showing All Items in Executive Benefits]
David Nygard writes about how executive long-term incentive (LTI) values now dwarf executive salaries at most publicly traded U.S. companies. LTI plans are a challenge to implement properly for private companies’ non-founder executives.
Employers are on a journey defined by competing priorities: Attracting and retaining top talent, and controlling benefit costs. Begin comparing your challenges and strategies to over 3,000 employers nationwide with the 2015 survey infographic.
The demand for linking corporate pay to performance has been growing over the past 15 years, at least. This article outlines a straight-forward way to consider stock price performance in the sizing of annual equity-based incentive awards (“Dynamic Award Methodology”) thereby improving plan share reserve levels, burn rates, disclosure optics and pay for performance comparisons
Get a glimpse of the data and strategic insight of Gallagher's 2015 Benefits Strategy & Benchmarking Survey - with over 3,000 participating organizations - by downloading the Executive Summary.
What kind of compensation really motivates top executives today? And, can companies be assured that whatever motivates top executives will also drive company performance? If these two factors are not connected, motivating executives the wrong way could potentially harm company performance. This article explores the use of various performance measures, and how these measures relate to company performance.
Steve Mann, Area Vice President, Investment Advisor Representative, Executive Benefits Consulting, writes, “There are many factors that impact the arc of our human capital: education, mentoring, unique experiences, relationships and training, to name a few. There are always a small, select group of employees whose potential human capital is higher than others.” Read more about key employee retirement strategy.
The 2015 State of the Market Report provides objective insights into trends and best practices to help organizations become an employer of choice. Articles were written by key specialists in the Benefits & Human Resources division of Arthur J. Gallagher & Co.
Finding the right balance is key to your long-term incentive plan. How does your company’s program measure up against the top US companies? This new article summarizes trends in long-term incentive design, based on data as disclosed in 2014 annual proxy statements for 200 of the largest US companies
The Role of Employee Stock Ownership Plans in Compensation Philosophy and Executive Compensation Arrangements
ESOP plans were introduced in the mid-1950s as an efficient form of employee stock ownership. They came under the jurisdiction of ERISA in 1974 and have existed in their present form ever since. Although these plans do have some very real limitations, they can also provide employees with a substantial motivation to save for their retirements.