This is a study of the 2014 annual proxy statement disclosures for 200 of the top U.S. companies (based on revenue and market capitalization). The study is focused on trends in short- and long-term incentive design.
151 - 160 of 179 items [Currently showing All Items in Human Resources & Compensation]
While daunting, the current environment presents a distinct opportunity for governmental employers to fundamentally reassess and reposition benefits. (HR News 1/2012)
Looking forward, it will be important for public employers to realign their total compensation strategy to compete with the private sector for talent. In turn, there is a need to revisit and transform the financing and design of benefits. (HR News, 2/2013)
Most organizations run the risk of pay compression. Pay compression is when either a subordinate is paid more than their supervisor, based on regular pay, or a less tenured employee is paid more than the more senior tenured colleague in the same job. (HR News, 2/2013)
Fox & Lawson CompDoctor article: A follow-up to the “New Normal” focusing on changes to jobs and employees in general, but these changes will directly impact the classification and compensation systems discussed in the first article. (HR News magazine, 3/2011)
Fox & Lawson CompDoctor answers this question: If the success of pay for performance in the public sector is more about a shift in culture, how do we do that? What recommendations do you have for preparing our culture for a move to pay for performance? (HR News, 3/2012)
Fox & Lawson CompDoctor article: The public sector will face an uphill financial battle for the next few years. The private sector always seems to be about one to two years ahead of the public sector when it comes to the effects of recessions or good times. This is the new normal. (HR News magazine, 2/2011)
Fox & Lawson CompDoctor article answers this reader’s question: How can we compare total compensation paid to our employees with the labor market (both public and private sectors), so that we can defend our numbers? (HR News 6/2011)
Evaluating and Implementing a Defined Contribution Benefits Strategy Within a Total Rewards Framework
Authors Chris Ratajczyk & Rick Strater discuss how a defined contribution benefits strategy can strongly improve employers’ total rewards programs. The whitepaper outlines how to evaluate the potential of this approach.
Executive Compensation: How Top Companies Are Adapting Their Executive Long-Term Incentive (LTI) Awards to Say-on-Pay
For the first time, performance-based awards are 50% of the total LTI award. Schmidt, Glass & Reda write about how public companies continue to review their incentive programs to ensure a strong link between performance achievement for the company and executive and for shareholders.