Our annual survey of C-suite compensation offers an inside look at how much the nation’s business leaders—all of them, not just at huge public companies—are actually bringing home, and where it’s headed. And no, it isn’t tens of millions.
With the added shareholder scrutiny of comp plans and this new potential legal liability, boards might want to consider the following steps.
Our annual survey of C-Suite comp offers a much-needed reality check amid the swirl of high-pitched headlines.
Chief Executive’s most recent CEO & Senior Executive Compensation Report for Private Companies shows 39 percent of U.S. companies reduced their CEO’s base salary in 2020 in response to the pandemic. A deeper look.
If shareholders continue to be dissatisfied with executive salaries, corporate directors who sit on compensation committees may come under greater scrutiny as well.
In designing executive pay strategy for an uncertain 2021, CEOs and boards must reconcile their recent compensation adjustments with both new and lingering pressures for change.
A new report suggests that executive pay programs are misaligned with the company’s purpose and drivers of long-term success. Some takeaways.
Certain functions in your business are more important than others—much like some people on your executive team are more important than others. Their compensation should reflect the value of their work.
According to a new report, CEOs’ focus is shifting beyond revenue generation to creating long-term value for not just their companies, but for the world around them.
Under the proposed rules, companies would be required to have at least one female director and one director who self identifies as either an underrepresented minority or LGBTQ.
Chief Executive Group exists to improve the performance of U.S. CEOs, senior executives and public-company directors, helping you grow your companies, build your communities and strengthen society. Learn more at chiefexecutivegroup.com.
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