Practical advice for helping your board get ahead of issues related to internal succession, PSUs, non-financial metrics, executive departures, and effective CEO evaluations.
Insights and Research
The Pearl Meyer team includes industry experts with deep knowledge and experience in all aspects of compensation and leadership. Here they provide valuable insight on emerging issues and developing trends. They offer compelling solutions for challenging situations and advice on maximizing opportunities. Read on and learn more about how Pearl Meyer’s team can help you connect pay, people, and performance.
Showing 1-9 of 382 Results
Seniors Housing Grapples with Maintaining a Market-Competitive Approach in an Inflationary Climate
Article
|
ASHA 2024 Compensation Survey Takeaways
Rethinking Equity Plan Proposals in Biotech
Article
|
How a novel concept for evergreen provisions might ease administration challenges.
Enhanced Severance as a Retention Tool in Life Sciences
Article
|
Essential elements to consider for broad-based severance arrangements.
Six Ways Compensation Committees Can Drive Technology Governance
Article
|
Key considerations for compensation and human capital committees during rapid technological transformation.
Designing an Effective Bonus Plan for Early-Stage Biotech Companies
Article
|
Bonus plan design can impact the performance of early-stage biotech companies. Here are some core principles.
Looking Ahead to Executive Pay Practices/Design in 2025: Banking Edition
Research Report
|
Survey results from 46 financial companies outlining their expectations for executive compensation programs in 2025.
Reconsidering the Role of Performance-Based Equity
Article
|
Are proxy advisors, investors, and issuers beginning to think differently about PSUs?
Technology Oversight and the Role of the Compensation Committee
Article
|
How the compensation committee can help infuse technology proficiency and optimization into the fabric of the organization.
Looking Ahead to Executive Pay Projections in 2025
Research Report
|
Information from 219 companies centered on year-end 2024 and pay projections for 2025.