Executive Compensation

Effective alignment of exeuctive management’s compensation with performance is critical to ensure business success.  As all firms are unique, executive performance has to be measured according to the unique performance measures to support the short/long-term firm-wide business strategies.  Compensation will need to be designed and tailor-made to reflect such uniqueness.  

Based on our rich consulting experience in advising major clients on executive compensation and performance management, we anticipate the approach in conducting top management compensation and performance management project would be as follows:

 

Related Links

• Long-Term Incentive Plan Design and Review
• ​Compensation Level Survey & Value-added Analyses
• Pretium Incentive Practices Survey
• ​Short-Term Incentive Plan Design and Review
• ​Incentive Pay Makes Top US CEOs and CFOs Best Paid in World

• Information gathering, discovery and understanding, review existing top management performance measures and compensation structure of your firm
• Select relevant peer group based on recommended selection criteria
• Compare and contrast your top management’s performance measures and compensation level/structure against comparator firms

• Recommend appropriate compensation level/structure for senior executives 
• Recommend performance management mechanism to link top management compensation with performance plus appropriate financial modeling for various performance levels

Other Solutions:

• Performance Management
• Independent Non-Executive Director Fees Survey