Executives’ total remuneration can either increase or decrease after listing, depending on an organisation’s prior reward arrangements.
How will Tax Changes Affect Option Grants?
Egan Associates examines the current proportion of companies granting options compared to the proportion that were granting options in 2009 when the former Labor government introduced the current taxation rules.
Why Companies Offer Sign-on Payments
While payments to secure senior executives have shown some sign of diminishing in recent years, they are still often necessary as organisations endeavour to attract appropriate talent on both a national and global footing.
HR Needs Technology, not Reinvention
It is unwise to separate out remuneration strategy from organisation strategy and people capabilities.
Remuneration Trends From 2014 Annual Reports
We observe some interesting trends from the 2014 of Australia’s leading companies.
At Risk Reward — The Long Term Incentive
John Egan highlights the key principles and design features which Boards need to address in structuring LTI plans.
At Risk Reward — The Annual Incentive
John Egan discusses the core design features of the STI plan and also comment on gateways, modifiers, KPI weighting, payment deferral and the exercise of discretion.
KMP Report No. 12 : 2014 AGM Season Proxy Advisor Views
As the AGM season is fast approaching, we have prepared a summary of proxy advisor and institutional investor views for your reference.
Why do Companies use Fair Value?
Credit Suisse has released a further research note investigating the reasons for organisations’ use of fair value to allocate equity under incentive plans.
Pay for Performance in the ASX 100
Egan Associates is observing a more disciplined commitment by Boards in ensuring incentive payments are governed by financial, operational and strategic performance.