As oil and gas peer groups continue to shrink, relative performance frameworks require a more thoughtful design process.
Insights and Research
Rethinking Effective Performance Peer Groups in Today’s Oil & Gas Sector
Article | Mar 2026 | Malcolm Adkins
Insights and Research
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What Community Bank Compensation Committees are Asking About Incentive Plans
Advisor Blog
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We answer three questions that comp committees often ask during the incentive planning process.
Quick Poll: CEO Succession Planning
Research Report
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With increasingly complex skills requirements and an upturn in surprise exits, are companies changing their approach to CEO succession planning?
At Long Last, Dodd-Frank Hedging Policy Disclosure is Now Effective
A mere nine years after the Dodd-Frank Act passed, rules are in place and companies must now comply. Here is the information you need to disclose.
Good, Bad, or Indifferent? An Objective Look at Proxy Advisors
An in-depth discussion on how proxy advisors have shaped the executive pay model, for better and for worse.
Back to Basics—Ensuring Your Broad-Based Compensation Programs Work for your Bank
Four issues and ideas for banks to consider in evaluating and strengthening their pay programs.
ISS Releases Its 2019 Policy Survey Questionnaire
EVA to officially become part of the ISS pay-for-performance analysis; gender diversity, overboarding, and combined CEO/chair roles also get attention
Diversity Goals in Executive Compensation Plans
Will Uber’s new diversity targets in its executive compensation plan go beyond repairing their reputation and expand the composition of its workforce?
Setting the Stage for Innovation
How boards can establish governance structures that balance the risks and benefits of an innovation culture.
Building Shareholder-Focused Incentive Plans for a New Generation of Investor
Institutional investors are now focusing on non-financial drivers of long-term value creation. Is it time to include these drivers in incentive compensation?
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New Directions for Director Pay
Boards, primarily focused on their fiduciary responsibilities, often overlook their compensation. Yet, like executive pay, board compensation can drive value. Strategic pay structures are crucial for attracting and retaining directors who enhance a visionary board sensitive to risks and opportunities, thus boosting organization's success.
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