Executive Compensation

Washington Salary History Ban

By |2019-10-29T13:34:00-08:00October 29th, 2019|Benchmarking & Pay Structure Development, Executive Compensation, General Compensation, Sales Compensation Design, Short & Long Term Incentive Plan Design, Videos|

Washington state has implemented a salary history ban. In early May, Washington state signed the Washington Equal Pay and Opportunities Act. The act imposes pay transparency requirements that go beyond most other pay equity laws. This will likely affect most employers in our state. Here's what you need to know: Prohibits

Washington State Implements Salary History Ban

By |2019-09-24T06:58:21-08:00June 5th, 2019|Benchmarking & Pay Structure Development, Blogs, Communications, Executive Compensation, General Compensation, Pay Equity Compliance, Sales Compensation Design|

In early May, the Washington state governor signed the Washington Equal Pay and Opportunities Act (EPOA). This act imposes pay transparency requirements that go beyond most other pay equity laws and will likely affect most employers in our state. Here’s what you need to know: The EPOA prohibits Washington employers from inquiring

Aerospace Company Long-Term Incentive Design

By |2019-04-02T16:31:50-08:00April 2nd, 2019|Cases, Executive Compensation, Short & Long Term Incentive Plan Design|

Creation of LTI: Aerospace Company Challenge:  Our client needed to redesign their current long-term incentive plans to better promote and foster alignment of long-term financial interests between management and shareholders . They wanted to sunset their existing plans and have one simplified, easy to understand plan. They wanted the new plan to incent long-term growth and teamwork, and be directly related to key business metrics.    It was important to them to promote a team environment for decision making, showcase leadership in technology

Privately Owned Company Long-Term Incentive Design

By |2019-04-03T13:24:13-08:00April 2nd, 2019|Cases, Executive Compensation, Short & Long Term Incentive Plan Design|

Creation of Long-Term Incentive: Privately Owned Company Challenge:  Our client needed to develop an affordable, long-term incentive plan that would serve as a robust retention tool.  Our client engaged us to redesign their long-term incentive plan to be affordable and aligned with the growth of the business, without reducing participation or reducing incentive opportunity for participants.  Solution Deployed:  Our team conducted a thorough review of the existing compensation package, conducted interviews with

Compensation Philosophy Negotiation

By |2019-02-20T14:39:44-08:00January 18th, 2019|Cases, Executive Compensation|

Challenge: A Board of Directors disagreed about whether pay levels of the executive team were appropriate. A discussion with the Board revealed that each Board member was bringing different values and expectations to the pay review process. Solution Deployed: We walked the Board through a Compensation Philosophy development process and tool that allowed the

CEO Pay Negotiation

By |2019-02-20T14:40:09-08:00December 14th, 2018|Cases, Executive Compensation|

Challenge: After five very successful years, the CEO’s employment agreement was coming up for renewal. The CEO asked us to provide him with information that he could use during his negotiation with the owners and the Board. Solution Deployed: Rather than provide the CEO with salary information, we recommended engaging the Board in a

Competitive CEO Compensation

By |2019-02-20T14:40:18-08:00November 30th, 2018|Cases, Executive Compensation|

Challenge: With a critical business transition looming, there was concern that the CEO was at risk of leaving and that the pay package was not competitive with current market rates. Solution Deployed: We conducted a thorough analysis of base pay, short-term incentives, long-term incentives (equity equivalent) and perquisites. Target pay rates were identified based