Official feedback and suggestions on potential executive compensation disclosure changes based on the experiences of our consultants and clients.

S1 Ep4: A conversation on relative metrics, and the merits of correlation analysis to understand if your pay program is aligned to long-term value creation.

S1 Ep3: The pros and cons of several creative ideas that can take the sting out of current long-term incentive plan design challenges.

When governed with the same rigor as financial oversight or risk management, innovation can be a core lever of long-term value creation.

S1 Ep 2: How to smooth out potential tension between the board and management around rigor of the annual incentive plan targets.

Before any market analysis takes place, the approach to developing a peer group should be rooted in a deliberate and philosophy-based manner.

S1 Ep 1: Compensation committees and consultants are dealing with a wide variety of unknowns.

It’s a good exercise for boards to periodically think about the core traits required for a strategic consulting partner.

How compensation committees are thinking about mitigating the STI impact of missed market estimates and global market disruption

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.

While executive compensation peer groups tend to get the spotlight, market comparisons play an important role in shaping pay at all levels.

Public companies, investors, and subject-matter experts are invited to weigh in on the complexity and usefulness of current disclosure requirements.