Showing 1-12 of 936 Results
Podcast
Testing Assumptions: Do We Have the Right Metrics?
S1 Ep4: How do you know if an executive incentive plan is delivering on the sought-after results? In this episode, Mark and Aalap dissect relative metrics (including some pitfalls with rTSR) and how correlation analysis can help pinpoint whether or not the program is aligned with the long-term value creation.
Podcast
The Near-Term Problem with Long-Term Forecasting
S1 Ep3: There aren't many compensation committee members who argue the fact that it's increasingly difficult to balance a true, three-year performance period with accurately targeted goals. Mark and Aalap weigh the pros and cons of various creative ideas that can take the sting out of current long-term incentive plan design challenges.
Boards Championing Innovation: Shepherding Growth in an Uncertain World
Boards Championing Innovation: Shepherding Growth in an Uncertain World sophia.defreit…When governed with the same rigor as financial oversight or risk management, innovation can be a core lever of long-term value creation.
Jane Park
Managing Director
Location
New York
Biography
Jane Park is a managing director at Pearl Meyer. With nearly 20 years of experience, Jane advises public and privately-held clients on executive and non-employee director compensation issues. Her work is focused on pay governance, incentive plan design, pay-for-performance alignment, compensation benchmarking, proxy analysis, and special programs for IPO and M&A transactions.
Jane holds a Bachelor of Science degree from the School of Industrial and Labor Relations at Cornell University.
Expertise
Executive Compensation
Director Compensation
Pre-IPO Companies
Corporate Governance
Change-in-Control
Certifications
Certified Executive Compensation Professional
Education
BS, Cornell University
In my work with both public and privately-held companies, as well as companies in transition, my focus is on helping boards develop carefully considered incentive plans that drive strategy and result in strong pay-for-performance alignment.
jane.park@pearlmeyer.com
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Advisor Blog
Podcast
Management's Annual Incentive Plans: Stretch Goals or Layups
S1 Ep 2: Ideas for smoothing out potential tension between the board and management around rigor of the annual incentive plan targets, including sensitivity tools and analyses.
Clawbacks Reaching Beyond SEC Regs Manifest in Latest Filings
There's been a visible increase in companies continuing to expand the scope of their clawback policies this proxy season, Matt Turner, president of executive compensation at compensation and leadership consultant Pearl Meyer, told Agenda.
Pearl Meyer Strengthens Its Executive Compensation and Leadership Practice Teams with Two New Principals
Pearl Meyer has brought two new principal consultants on board as it continues to expand its executive compensation and leadership consulting practices. Steven Hall and Brad Jayne bring unique experiences and skillsets to their new teams.
Advisor Blog
Constructing a Compensation Peer Group
Before any market analysis takes place, the approach to developing a peer group should be rooted in a deliberate and philosophy-based manner.
Podcast
Is it Feeling Like Spring 2020?
S1 Ep 1: Exploring client concerns about recently-approved annual and long-term incentive plans in the context of current market volatility.
Advisor Blog
Ensuring a Strategic Partnership with Your Advisor
It’s a good exercise for boards to periodically think about the core traits required for a strategic consulting partner.
Advisor Blog
Falling Oil Prices and Tariffs Are Undermining Short-Term Incentive Plans
How compensation committees are thinking about mitigating the STI impact of missed market estimates and global market disruption
Engineering & Construction Craft Compensation Survey
Information on the E&C Craft Compensation Survey
Case Study
Executive Development in the Oil and Gas Industry
How a growth-focused O&G company future-proofed its leadership by aligning executive development with strategic M&A goals, and paved the way for internal CEO succession and long-term talent sustainability.