Showing 529-540 of 968 Results
Video
Pre-IPO Compensation: Balancing Market Data with the Magic of a Start-Up
How to create a compensation program that is public company-compliant, but doesn't lose the innovative essence of the organization.
Video
Pre-IPO Compensation: Managing Internal and External Parity and the Influence of Culture
Companies going public have to balance cultural and governance considerations when developing their future executive compensation practices.
Agenda
Perk Problems Ensnare Another Company as SEC Clarifies COVID-19 Impact
“The new [C&DI] doesn’t change anything; for me it complicated matters," said Deborah Lifshey, managing director of Pearl Meyer. "These examples might not be relevant now or months from now. There are gray areas surrounding a lot of these perquisite questions."
Advisor Blog
Align Your Executive Compensation Program To Your Business Strategy, Period
A potentially simple plan change creates volumes of white noise; here’s how and why to focus on strategy versus outside influencers.
Agenda
Pivot Metrics May Pop Up in CEO Pay Adjustments
“Whether it’s part of the formal [executive incentive pay] program or not, demonstrating how management has performed through the pivot [because of Covid-19] is really going to be important to determine how incentive programs should pay out, if at all,” said Aalap Shah, managing director, Pearl Meyer.
Article
The Case for Longer Vesting and Simpler LTI Programs
Two separate circumstances are indicating the time may be right to re-evaluate long-term incentive plans and consider restricted stock with longer vesting periods.
Webcast
The “S” in ESG: What Does the Data Say About Diversity and Inclusion in Executive Compensation?
A look at proxy data and new survey results that can help guide compensation committees as D&I becomes a regular and expected discussion on the agenda.
Agenda
“Next Wave” of Talent on the Engagement Agenda
"According to a recent survey from Pearl Meyer and Women Corporate Directors, 35% of boards discuss succession planning for the CEO and his or her direct reports, 20% discuss succession regarding the direct reports to the CEO’s direct reports, and 5% discuss succession planning three or more levels below the CEO."
Pearl Meyer Acquires Yaffe & Company
Pearl Meyer announced today that the firm has acquired Yaffe & Company, which provides executive compensation, leadership development, governance, physician advisory, and faculty compensation services to the not-for-profit market, specifically for healthcare systems and higher education institutions as well as other types of tax-exempt organizations.
Advisor Blog
Emerging Biotech Compensation: Mitigating the Effects of a Volatile Stock on Equity Grants
Three possible outcomes to model that can assist in mitigating the issue of volatility yet still promote good governance.
Human Capital Management and the Changing Nature of Work
Human Capital Management and the Changing Nature of Work admin-bostondigital“Now more than ever, we need transformative leaders who can engage a highly diverse workforce in new ways,” said David Swinford, president and CEO of Pearl Meyer. “The compensation committee has a significant role to play with its increasing responsibility for leadership development, in addition to rewards and incentives.”
World at Work
New Report from WomenCorporateDirectors and Pearl Meyer Calls Boards to Action on Human Capital Management
While most recognize that work is undergoing dramatic upheaval—accelerated on two fronts by the pandemic and increasingly urgent calls for diversity in the workplace—how the workforce is managed and compensated has not kept pace. A new report released today from WomenCorporateDirectors Foundation (WCD) and Pearl Meyer warns of the risks associated with this disconnect and offers a roadmap for boards to help organizations transform their approach to human capital management.