“This is a big rule of thumb, but generally, you might see a 15% pay difference between the CEO and president,” said Jan Koors, managing director at Pearl Meyer.

“The [healthcare] leadership labor market is extremely tight and paying retention bonuses and making discretionary incentive awards is the cost of doing business,” said Steve Sullivan, managing director, Pearl Meyer.

“There are so many things that are uncertain right now that I don’t know that a lot of health systems yet know how to work their way through it, other than getting through each day and doing the best they can,” said Bill Dixon, managing director at Pearl Meyer.

Incentive plans can evolve past traditional financial, quality, and experience metrics and health systems might formulate incentives around progress made toward their larger strategic vision noted Bill Dixon, managing director, Pearl Meyer.

“Liquidity and stability are a value proposition now, and paying top-dollar cash comp,” said Aalap Shah, managing director at Pearl Meyer. They [firms in the financial sector going after tech workers] should be going out there and recruiting like crazy.” 

"The pendulum has certainly swung back the other way [for tech workers]”, said Aalap Shah, managing director at Pearl Meyer. "Now there are austerity measures all around, and companies are looking to focus in on talent of the highest caliber."

“The stock market is hammering tech companies,” said Wes Hart, a managing director with Pearl Meyer, an executive compensation consultancy. “When we look back at end of the year, oil and gas bonuses are going to be good. The others? Not so much.”

“Executive succession and retention are an important issue,” said Wes Hart, managing director with Pearl Meyer. “With all of the oil and gas cycles in the past few years, the lack of executive talent is an issue. When oil and gas were doing badly, it was hard to keep people.”

"It’s surprising because historically it has been pretty rare to see mid-year salary increases," said Rebecca Toman, vice president of the survey business unit at Pearl Meyer.

Pearl Meyer, a compensation consultancy, found that 70% of organizations had implemented larger salary increases this year compared to 2021.

The past two years have been a ‘seller's market’ for employees, but there has also been salary compression where new hires come in at higher salaries than pre-pandemic hires, leaving some employees feeling left behind,” said Robert James, managing director, Pearl Meyer.

“Some boards may buck the trend of coalescing around median pay and start leading on director compensation to remain competitive in attracting new directors and retaining those who might be eyeing the door,” said Ryan Hourihan, managing director, Pearl Meyer.