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Executive Compensation
When conducting executive compensation assignments, we strive to:
- Focus on the creation of shareholder value. We develop performance objectives and
design programs that provide incentives for executives to make
decisions that create value for shareholders.
- Take an integrated approach to executive rewards design. We look at how
the full range of rewards elements — from salary and short- and
long-term incentives to benefits, career and leadership opportunities
— work together in the context of company strategy, the individual’s
needs and broad reward philosophy. This approach helps maximize your
total investment in executive talent and maintain the appropriate
level of competitiveness for business and labor market needs.
- Combine strategic perspective with technical expertise. We believe
compensation program design should rely on rigorous financial,
strategic and competitive compensation analyses to ensure an
appropriate focus for management decision-making. We support this
strategic perspective with strong technical skills and
up-to-the-minute knowledge of compensation design and delivery
approaches, tax and accounting issues.
- Invest continually in new intellectual capital. The pace of change in
business demands equally rapid development of new tools and approaches
to improved performance and rewards management. Examples include
innovations in performance measures, standard setting, incentive plans
tied to value creation and total wealth-leveraging techniques.
- Emphasize effective communication. We work with you to determine how changes
in pay programs will be implemented and communicated in order to be
most effective. We are also a leader in the use of Web technology in
communicating rewards programs for both executives and employees.
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