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.
The incoming president's tax plan includes changes impacting the taxation of CEO pay. Here's what you need to know.
The low number of companies that have made changes to their compensation plans suggests most boards are satisfied with how their plans have performed during this crisis.
The Covid environment has forced many talented executives to the sidelines. Seize these unique opportunities to strengthen your bench by getting smarter with your compensation program.
If you don't have a formal, long-term incentive program for your executives, it's past time to create one.
Board members will have to find a way to better align CEO pay with performance or they may find their re-election contested.
Public company CEOs are on notice: Boards may need to reevaluate compensation models to be sure they don’t unfairly enrich executives.